Hire Nexera provides IT talent solutions for companies that build software and need engineers faster than their own hiring can supply them. Seven services sit under this page, and every one draws from the same vetted pool and runs the same four-stage technical screening. You brief us once and receive three scored engineers in five business days.
Each one answers a different question about commitment. Read the one-line version, then open the page that matches your situation.
For roles that outlast the project. The engineer joins your payroll, you own the relationship, and the placement carries a 90-day replacement guarantee.
Best when the role is core to your product or roadmap, or when your interview panel cannot yet judge whether a React developer is genuinely senior.
See permanent staffing servicesFor delivery work with an end date. A fixed-term engagement that closes when the work does, screened through the same 45-minute technical interview as a permanent hire, with a 14-day performance guarantee.
Best when budget exists but headcount is frozen, or when the requirement has to start before an approval clears.
See contract IT staffingFor a seat that has to stay filled. Parental leave, a 30-day notice period, an audit window, a database migration cutover. Assignments end on the date you set.
Best when the gap has a known shape and the same 14-day guarantee needs to apply to a short assignment.
See IT temporary staffingFor adding capacity to a team you already run. The engineers join your standups, your Jira board and your code review, while you keep the roadmap and the architecture decisions.
Best when you want to own the code afterward, which is the difference between this and project outsourcing.
See IT staff augmentation servicesFor permanent engineers who will work distributed. Everything the permanent service does, plus overlap hours measured and written on the shortlist, and worker classification raised before the offer rather than after.
Best when your local salary band has stopped clearing offers, or when you are hiring outside your home country for the first time.
See remote recruitment servicesFor continuous hiring. A named recruiter works inside your team under your employer brand, running sourcing, screening, scheduling and offer support, while you keep every hiring decision and the final interview.
Best at four or more engineers a quarter, below which individual searches are cheaper.
See IT recruitment process outsourcingThe hub covering the three IT staffing solutions above, with the comparison in one place if you are still deciding between permanent, contract and temporary.
Best read first when you know you need engineers and have not settled on the employment model.
See IT staffing servicesStart from the work, not from the headcount. Most tech talent solutions questions come down to two answers: how long the role exists, and who you want employing the person.
| Your situation | The service | Guarantee | Why |
|---|---|---|---|
| The role continues past twelve months | Permanent staffing | 90 days | One-time cost, and the engineer builds product knowledge that stays |
| There is a delivery date and the work ends | Contract IT staffing | 14 days | You are not carrying salary once the project ships |
| Someone is away and the seat must stay filled | IT temporary staffing | 14 days | The assignment ends on the date you set, not whenever it drifts to |
| Your team has the backlog and not the capacity | IT staff augmentation | 14 days | You direct the work without adding permanent headcount |
| The hire is permanent and will work distributed | Remote recruitment | 90 days | Overlap, classification and onboarding are handled as part of the search |
| You are hiring four or more engineers a quarter | RPO | Per engagement | Individual searches stop making sense at that volume |
If two rows look right, the tiebreaker is who carries the employment. Contract and temporary keep the person off your payroll. Permanent and remote recruitment put them on it. Augmentation sits in between: Hire Nexera employs, you direct the work. And if none of the six fit, say so on the call, because we would rather tell you the requirement is wrong for us than sell you the nearest service we have.
IT talent solutions
Tell us the work and the date it has to be done by. We will tell you which of the seven fits before we source a single profile.
The vetting does not change between services. A contract engineer booked for six weeks goes through exactly what a permanent hire goes through.
Portfolio and repository review, a screening call, a take-home task built on your stack, then a 45-minute live interview covering code review and system design. Every shortlisted candidate has cleared all four before you see their name.
Not a recruiter with a question sheet. A senior developer in the candidate's own stack writes the score you read, and the written note says where that candidate is weaker, not only where they are strong.
A shortlist of twelve is a research project, and it usually sits unopened for a week. Brief us on Monday and three scored profiles with our reasoning attached reach you by Friday.
No marketing, no finance, no operations. That restriction is the reason a 20-minute call can separate a mid-level React developer from a senior one, and the reason a Go position never receives a Node.js profile from us.
Every engineer we put forward is assessed on how they work with AI tooling. This is the newest part of the Hire Nexera process and the part no competitor in our set is running.
Not whether a candidate uses Copilot or Claude, because almost all of them do. We put a function from their own take-home in front of them and ask them to walk us through it and explain why it is written that way.
An engineer who cannot defend code they submitted is the most likely failure mode on any 2026 placement, and it is the one a resume screen will never catch. It usually surfaces in week three, on your time.
Inside the take-home review rather than as a separate stage, so it costs the candidate nothing extra and it protects your 14-day or 90-day guarantee exactly where that guarantee is most exposed.
Companies come to Hire Nexera to hire software engineers, not to browse a database. Mid-level and above, three to seven years, across two families of work.
React and frontend, full-stack on Node.js and the MERN stack, Next.js, and AI integration work: engineers building LLM features, RAG pipelines and AI API integrations into your own product.
Bought by a CTO or a head of product. These engineers ship code into your repository and sit inside your delivery process.
WordPress and WooCommerce, Shopify, Webflow, Laravel and PHP, plus AI automation specialists who wire up n8n, Make, Zapier and Airtable inside your internal workflows.
Bought by a founder, an ops lead or an agency owner. Faster to brief, faster to start, and judged on what the candidate has already built.
If a requirement sits outside these, we say so on the intake call. QA and test automation, mobile, DevOps and data engineering are on the roadmap rather than on the shelf, and sending you a profile we cannot assess properly helps nobody.
Same bar, every service
A six-week contractor clears the same four stages as a permanent hire. Plenty of firms quietly relax the bar on short engagements, and it shows up in week three.
Searches that land in five days start with the same three inputs. The ones that stall are usually missing the second.
Strong engineers hold two or three conversations at once. A two-week gap before your first interview loses them to whoever moved faster, and that is the single most common reason a five-day shortlist turns into a six-week search.
Not a placeholder. We benchmark against the market the candidate works in and tell you at intake if the range sits 15% or more below it, rather than after three rejected offers.
Two paragraphs from the engineer who will sit next to this hire beats a formal job description every time, and it is what the 20-minute screening call is built around.
Permanent placements and remote permanent hires carry 90 days. Contract, temporary and augmentation engagements carry 14 days from the start date. If the placement fails inside that window we run the search again at no additional cost, and you are not billed twice for the same seat.
Book a 30-minute intake callTwo things fall outside every one of them, and we would rather say so here than in a clause you find later.
The guarantee does not cover a role eliminated through restructuring or a change in your funding position, because that is not a hiring failure. It also does not cover a placement where the scope of the role changed substantially after the start date, since we would be replacing against a brief we never worked to. In both cases we will still run the new search on reduced terms, agreed before we begin.
We quote per role rather than publishing a rate card, because the fee depends on seniority, stack scarcity and the market you are hiring into. A senior Rust engineer and a mid-level React developer are different searches, and pricing them identically would be dishonest.
The intake call takes 30 minutes. You leave it knowing the fee, the guarantee that applies, and the date your shortlist arrives. Nothing is invoiced before a placement starts.
Book a 30-minute intake callA technology talent partner that broadens into marketing or finance loses the technical judgment that made it useful to engineering buyers, and at Hire Nexera that judgment is the entire product.
Recruiters coordinate the process and book the calls. A senior developer decides whether someone can write software, because a recruiter cannot read a pull request.
Nearly every agency advertises 30 or 90 days. Few will name the exclusions before you sign, and the exclusions are where a guarantee is won or lost.
You deal with the same person from the intake call through to the final check-in, not a handover chain of three account managers.
Tell us the work, not the headcount. We will tell you which of the seven fits and what it costs before you commit to anything.
Book a 30-minute intake call