Vetted IT Talent.
Deployed in 48 Hours.

Temporary staffing covers short-term IT needs — from a single week to around three months and is specifically suited to situations where speed of deployment is as important as the quality of the hire. It's the right choice for parental and sick leave cover, unexpected resignation bridges, workload spikes, specialist skill gaps for a specific deliverable, and compliance deadlines. Contract staffing is better suited to longer defined-term engagements of 3 months or more with a clear project scope. If your need is urgent and short, temporary staffing is the model. We'll help you decide during your first call if there's any doubt.

For urgent temporary needs, we can deploy a vetted professional within 48–72 hours of receiving your brief. This is possible because our temporary talent pool is pre-screened and on standby — we're matching, not sourcing, when your brief comes in. For less urgent needs, our standard 5-business-day shortlist timeline applies. The 48-hour capability is specifically for genuine urgent situations — parental cover starting Monday, unexpected resignation requiring immediate bridge, compliance deadlines, and similar. Tell us the urgency level when you brief us and we'll prioritise accordingly.

Yes — and this is something we feel strongly about. The assumption that "it's only temporary so vetting can be lighter" is exactly how companies end up with temporary engineers who waste the first two weeks of a four-week placement getting up to speed. Every temporary candidate in our pool has completed a structured technical assessment, a communication review, and availability verification before we ever activate a brief against them. When you call us for urgent cover, we're matching from an already-screened database — not starting a new vetting process from scratch. That's what makes fast deployment and quality screening compatible.

If your temporary professional fails to meet the agreed technical or professional standard within 14 business days of starting, we replace them at no additional cost. The guarantee covers technical underperformance, misrepresentation of skills, communication or workflow integration failures, or any performance issue that prevents them from contributing at the agreed level. The terms are written into your engagement agreement before the placement starts — not a verbal commitment we can later qualify. We apply this guarantee to every temporary placement regardless of duration, even for very short-term engagements.

No strict minimum — we can place temporary professionals for as short as a single week if the need is genuine and specific. That said, for placements of less than two weeks, we'll often recommend assessing whether the work truly requires a full-time temporary professional or whether a different approach might serve you better. Our goal is to make every engagement worthwhile for you and the candidate — and very short placements require a clear, contained scope to be genuinely effective. We'll discuss this openly during your initial call before any commitment is made.

Yes — both. If your temporary need turns out to be longer than expected, extensions are straightforward and can often be arranged within 24–48 hours. If a temporary professional turns out to be an excellent fit for your team and you want to convert them to a contract or permanent role, we support that transition as well. Conversion terms — including any applicable fees — are outlined clearly at the start of the initial placement, so there are no surprises later if you decide to extend or convert.

Yes. For US temporary placements, we manage proper worker classification (1099 or W-2 depending on the engagement structure and your requirements). For UK placements, we handle IR35 determination. For international temporary workers, we can facilitate Employer of Record (EOR) arrangements to ensure full compliance in the candidate's jurisdiction. All payroll, tax documentation, and compliance admin is handled by us — you receive the talent, we handle the back-end. The structure is discussed and agreed during your initial call before the placement begins.

Yes. Multi-role temporary placements are common — particularly for workload spike situations where a single additional engineer won't move the needle. We regularly place 2–6 temporary engineers simultaneously for the same team or product build. Each role gets its own brief and its own talent match. We can coordinate onboarding windows so the entire group starts together if your timeline requires it. Tell us how many you need and the required start date in your initial brief and we'll structure the search accordingly.