The Right Talent,
On Your Terms.

Contract staffing places skilled IT professionals for a defined project or period — typically 3 to 12 months — with no obligation to convert to permanent employment. Temporary staffing covers short-term urgent needs, often days to 3 months, and is ideal for cover or sudden workload spikes. Permanent staffing places full-time employees who join your company directly, with a focus on long-term cultural and technical fit. All three models use the same vetting process — the difference is the engagement structure and duration.

For contract placements, our first shortlist is typically ready within 5 business days. For urgent temporary staffing needs, we can often deploy a vetted professional within 48–72 hours, drawing from our pre-screened active talent pool. Speed depends on the specificity of the role — the more detailed your brief, the faster and more accurately we can match. We'll give you a realistic timeline on the same day we receive your request.

Yes — contract-to-hire is a common and supported path. Many clients use a contract engagement as a working trial before committing to full-time employment. If you decide to convert a contractor or temporary placement to a permanent role, we facilitate the transition. The process, terms, and any applicable conversion fees are outlined clearly in your engagement agreement before the contract begins.

Every staffing model carries a guarantee. Permanent placements include a 90-day free replacement if the hire doesn't work out for any performance-related reason. Contract and temporary placements include a 14-business-day performance replacement clause — if the contractor or temporary professional isn't meeting the agreed standard, we replace them at no additional cost. All guarantees are clearly defined in the engagement agreement with no hidden conditions.

For contract and temporary engagements, we can operate as the employer of record — handling payroll, tax compliance, and contractor agreements so you don't need to. For international contractors, we can facilitate compliant arrangements across multiple jurisdictions. For domestic US contractors, we ensure proper 1099 or W-2 classification based on your requirements. We discuss the right structure during our initial call before any contract begins.

Yes. We support both single-role engagements and concurrent multi-role hiring programs. Enterprise clients often run 5–15 simultaneous roles with us across different staffing models. Each role is assigned a dedicated account manager and its own talent brief — so nothing gets deprioritized. We'll align on a volume plan and timeline at the outset to ensure capacity is never the bottleneck.

We staff across all major technology disciplines: software engineering (frontend, backend, full-stack), DevOps and cloud engineering, data science and ML engineering, cybersecurity, product and UX design, QA automation, mobile development, and engineering leadership. We place these roles across all three staffing models — contract, temporary, and permanent — with the same technical vetting process applied regardless of engagement type.

For temporary staffing, there is no strict minimum — we can place professionals for as short as a single week if the need is genuine. For contract staffing, we typically recommend a minimum of 8–12 weeks to allow the professional to make a meaningful contribution and for the engagement to be commercially viable for both sides. For permanent staffing, there is no minimum — it's a direct hire. We'll help you identify the right model and structure during your first conversation with us.