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.
200+
People allocated
97%
Client satisfaction
5%
Acceptance rate
3 days*
Avg. shortlist time
* For common roles like full-stack. Other roles typically take 7 to 10 days.
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.
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 3 days for common roles. No sourcing, no screening, no wasted calendar time.
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.
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.
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.
Full-Stack Developer (fully loaded)
Senior Backend Developer
DevOps Engineer
Example team
A common SMB engineering setup.
Senior Backend Developer
SeniorAPI architecture, database optimization, and third-party integration. Brings structure to systems that grew fast.
Frontend Developer
Mid-SeniorProduct UI, component library maintenance, and performance tuning. Ships clean code, not just working code.
DevOps Engineer
SeniorCI/CD pipelines, cloud infrastructure, and cost management. Keeps deployments boring (in the best way).
Data Engineer
Mid-SeniorData pipelines, reporting infrastructure, and analytics tooling. Turns raw data into something useful.
Build a full team
Need more than engineers?
The same vetting and timezone advantage staffs marketing, sales, support, operations, finance, and more. One partner for your whole team.
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.