Team augmentation
The roadmap is ready. The team is three hires away.
Engineers, designers, and product people who join your team rather than sit beside it. Working in your tools, your process, and your standups, from a start date you can plan around.
Flexible talent support.
To help you build, deliver, and scale.
Expert Talent Matching
Pre-vetted people matched to your stack and your way of working, not just to the job title on the requisition.
Seamless Integration
They join your repo, your board, and your standups in week one. There is no parallel process for you to manage.
Scalable Team Capacity
Change the size of the team as the work changes, without a hiring cycle on the way up or a redundancy conversation on the way down.
Specialised Skill Access
Fill a specific gap across product, design, frontend, backend, mobile, QA, or DevOps for exactly as long as it exists.
Faster Time to Hire
Skip sourcing and screening entirely. You interview a shortlist rather than a pipeline, and start dates are in weeks rather than quarters.
Flexible Engagement
Part time, full time, or for the length of one project. The commitment matches the work rather than the other way around.
Why augment rather than hire
- Keep the delivery date you committed to, even when priorities move under you.
- Scale capacity up and back down again without long hiring cycles or fixed overhead.
- Cover a skill your team genuinely does not have, for exactly as long as you need it.
- Pay for the expertise and the months you actually use, which makes the budget predictable.
Our approach
Deep Requirement Understanding
We work out what the gap actually is before proposing anyone to fill it.
You leave with
- A written role definition
- The skills that genuinely matter
- An honest note on what we cannot cover
High Impact Specialist Deployment
A shortlist you interview yourself, matched to your stack rather than to a keyword.
You leave with
- Profiles shortlisted, not a pipeline
- You interview before anyone starts
- A start date you can plan around
Embedded Collaboration
They work inside your team, in your tools and your rituals, from the first week.
You leave with
- In your repo and board from week one
- A named contact on our side
- Weekly visibility on progress
Adaptive Scaling
The shape of the team changes as the work does, in either direction.
You leave with
- Composition reviewed monthly
- Scale down on notice, not penalty
- Handover documentation as standard
How we engage
Three ways to work with us.
Which one fits depends on whether you have one gap to fill, a whole capability missing, or an outcome you would rather hand over.
Individual specialist
Best when there is one clear gap: a backend engineer, a designer, someone to own QA.
What is included
- A shortlist you interview before anyone is placed
- Working in your process and your tools
- Reporting to your lead, not to a vendor manager
- A replacement if the fit turns out to be wrong
Per person, per month. Minimum engagement agreed upfront.
Embedded squad
Best when you are missing a capability rather than a person, and need several complementary skills at once.
What is included
- Two to five people covering complementary skills
- They work as one unit inside your team
- Shared standups, planning, and reviews with your people
- Composition changes as the work changes
Per person, per month. Composition reviewed monthly.
Managed pod
Best when you would rather hand over an outcome than spend your week directing people.
What is included
- A team with its own lead, accountable for delivery
- We own the day to day, you own the priorities
- Weekly reporting against agreed scope
- Escalation path straight to us, not to the team
Monthly, based on the team composition agreed at the start.
How we arrive at a number
Rates depend on the seniority and the skills you actually need, so we do not publish a card that would be wrong for you anyway. Instead: a 30 minute call at no charge, then a written proposal covering who, for how long, and what it costs. You interview before anyone is placed, and nothing starts until you agree.
Fit
Whether this is right for you.
A good fit if
- You have a roadmap and not enough people to deliver it
- Hiring would take three months and you need capacity this month
- There is a specific skill your team does not have and does not need permanently
- You want people working in your process rather than behind a vendor wall
- You need to be able to scale back down without a difficult conversation
Probably not a fit if
- There is nobody on your side to direct the work day to day
- You still need to decide what to build, in which case start with consulting
- You expect someone to onboard themselves with no context or documentation
- The role is genuinely permanent and core to the business, in which case hire for it
- You are optimising for the lowest rate rather than the right person
Insights
- ArticleThe Smart Way to Scale Your Engineering Team Without Increasing OverheadA simple framework showing how augmented talent helps maintain velocity while keeping budgets predictable and efficient. Nov 28, 2025
- ArticleHow to Fill Critical Skill Gaps Instantly With High - Impact SpecialistsLearn how companies bring in expert engineers, designers, and product teams exactly when they’re needed - without long recruitment cycles. Nov 28, 2025
- ArticleWhy Fast-Growing Companies Choose Team Augmentation Over Traditional HiringA breakdown of how augmented teams help startups move faster, reduce hiring delays, and stay flexible in changing markets. Nov 28, 2025
Common questions
Answered before you have to ask.
How quickly can someone start?
Usually within two to three weeks of agreeing the role, because the vetting has already happened. The variable is your interview scheduling rather than our sourcing. If the skill is unusual it takes longer, and we will tell you that upfront rather than after you have committed.
Do they work in our tools and process?
Yes. They use your repository, your board, your standups, and your review process. We do not run a parallel process and hand you a summary of it, because that is the thing that makes augmentation feel like outsourcing.
What if the person is not the right fit?
You tell us early and we replace them, at our cost for the handover. You interview before anyone starts specifically so this is rare, but no interview is perfect and the risk should not sit with you.
Can we hire them permanently?
Often yes, and we would rather have that conversation openly than have it happen around us. Terms depend on how long they have been with you, and we agree them at the start of the engagement so nobody is negotiating under pressure later.
Who manages them day to day?
You do, for the specialist and squad models. They report into your lead like any other member of your team. For a managed pod, we handle the day to day and you stay in the priority decisions. Which one you want is worth deciding before we start.
What happens when we want to scale down?
You give notice and the engagement reduces or ends. There is no redundancy process and no penalty. Handover documentation is written as standard throughout rather than assembled in the last week.
