Do we get a dedicated account manager?

Yes. Every SMB engagement includes a named account manager on our side. They're your first call for anything, and they proactively check in so issues don't wait for you to bring them up.

Can we mix staff augmentation and dedicated squads?

Yes. Some clients augment their core team with 1 to 2 engineers while running a separate squad for a new product line. We structure the engagement to match how your work is actually organized.

What's the minimum engagement?

Three months for individual engineers, with month-to-month renewal after that. Dedicated squads typically start at four months to allow for proper onboarding and initial delivery cycles.

How do you handle replacement if someone leaves or isn't working out?

We have a 30-day satisfaction guarantee on all placements. If the fit isn't right in the first month, we replace the engineer at no extra cost. If an engineer resigns, we start a replacement search immediately.

Can our engineers have direct access to our tools and code?

Yes. Engineers work inside your Slack, your repo, and your project management tools. There's no middleman buffering communication. You manage them directly.

Do you help with onboarding?

We handle contracts, NDAs, and initial equipment checks. Your engineer shows up ready to join your tools on day one. We provide a short onboarding guide for managers who haven't worked with distributed engineers before.

Do your engineers know what working at a growing company is like?

We brief every engineer on the environment they're joining before they start. For growing companies, that means understanding how decisions move through multiple stakeholders, how to balance speed with stability, and how to operate in a team that's building process as it scales. Engineers who've only worked at startups or large enterprises often need that context. We give it to them upfront.

For Growing Companies

Scale your team without rebuilding it.

Turnover is expensive. Hiring is slow. Skill gaps stall projects. We give growing companies access to vetted LATAM engineers who integrate into your existing team within days.

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People allocated

Client satisfaction

Acceptance rate

0 days

Avg. shortlist time

What's slowing you down

Growing companies hit the same walls.

The problems aren't unique, but the cost adds up fast. Turnover, long hiring cycles, and skills gaps quietly stall the roadmap quarter after quarter.

Turnover costs more than you think

Replacing a mid-level engineer costs 50% to 200% of their annual salary when you factor in recruiting fees, onboarding time, and lost productivity. A two-person team that turns over once can set a project back six months.

Specialized skills are hard to find

You need a DevOps engineer for three months, or a data engineer for one project. The local talent pool is thin, and full-time hires for time-boxed needs don't make financial sense.

Hiring cycles outlast your deadlines

A 60-day hiring cycle means the role is empty for two months before the person even starts. By the time they're productive, the deadline has passed and the team is already behind.

Skills gaps turn into delivery gaps

When no one on the team knows mobile development or infrastructure, entire product lines get delayed. Gaps at the team level translate directly to gaps in what you can ship.

What we do

Engineers who fit. Support that stays.

We don't just place engineers and disappear. Your dedicated account manager is on call, checking in monthly, and handling any issues before they become problems.

Step 1

We match you to the right engineer, fast

You tell us what you need: role, stack, seniority, time zone preference. We send a shortlist of 3 to 5 pre-vetted profiles within 72 hours. No sourcing, no screening, no wasted calendar time.

Step 2

A dedicated account manager stays with you

Every SMB engagement includes a dedicated point of contact on our side. They check in monthly, flag anything before it becomes an issue, and handle replacement requests if the match isn't right.

Step 3

Flexible models for how you actually work

Need one engineer to extend your team? Done. Need a small squad for a new product line? Also done. We offer staff augmentation and dedicated squads, so you can pick the model that fits the work.

Step 4

Prepared for the realities of a growing company

Before starting, engineers receive a briefing on what it's like to work in a growing company. They know how decisions get made at this stage, that multiple stakeholders are often involved, and that speed matters but so does not breaking things. Engineers who've only worked at startups or large enterprises often have the wrong calibration. We fix that before they join your team.

The numbers

Turnover is a hidden tax on your team.

When you add recruiting fees, onboarding time, and ramp-up costs, replacing a developer costs more than most managers realize. LATAM talent changes that math.

LATAM

US (with turnover)

Full-Stack Developer (fully loaded)

85 k/yr

210 k/yr

Senior Backend Developer

78 k/yr

175 k/yr

DevOps Engineer

80 k/yr

190 k/yr

Example team

A common SMB engineering setup.

×1

Senior Backend Developer

Senior

API architecture, database optimization, and third-party integration. Brings structure to systems that grew fast.

PythonNode.jsPostgreSQLREST / GraphQL

×1

Frontend Developer

Mid-Senior

Product UI, component library maintenance, and performance tuning. Ships clean code, not just working code.

ReactVueTypeScriptCSS / Tailwind

×1

DevOps Engineer

Senior

CI/CD pipelines, cloud infrastructure, and cost management. Keeps deployments boring (in the best way).

AWSGCPDockerTerraform

×1

Data Engineer

Mid-Senior

Data pipelines, reporting infrastructure, and analytics tooling. Turns raw data into something useful.

PythondbtSparkAirflow

FAQ

Common questions from growing companies

Let's talk

Your first shortlist is 3 days away.

Tell us where you have gaps. We'll send you vetted engineers who can fill them without a three-month hiring process.

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Scale your team without rebuilding it.