Hire Nexera provides IT staffing services for companies building software. We fill permanent, contract, and offshore engineering roles from one vetted talent pool, and all three run through the same four-stage screening. You get three scored candidates in five business days, not a stack of resumes.
Three engagement models, one screening standard. All three run through the same four-stage vetting, and the bar does not drop because the contract is shorter.
Direct-hire placement for roles you are building a team around. The engineer joins your payroll, and we carry the risk with a 90-day replacement guarantee plus check-ins at day 7, day 30, and day 90.
Best when the work runs past twelve months, the role is core to your product, and you want the person invested in outcomes rather than hours.
See permanent staffing servicesFixed-term engineers for defined delivery windows, covered by a 14-day performance replacement guarantee. You direct the work day to day without adding permanent headcount, and the engagement ends when the work does.
Best when the requirement has an end date, sits outside your core stack, or needs to start before a headcount request clears approval. Typical engagements run three to twelve months.
See contract IT staffing servicesEngineering capacity screened for distributed work, with timezone overlap confirmed in hours rather than promised as flexible. Available on both permanent and contract terms, under the same four-stage vetting.
Best when your local salary band has stopped clearing offers, or when the stack you need is scarce within commuting distance.
See remote recruitmentMost companies searching for IT staffing services know they need help and are unsure which shape it should take. Picking wrong costs a quarter. This is the decision as we would put it to you on the intake call.
| If this is true | The model that fits | Why |
|---|---|---|
| The work continues past twelve months | Permanent | One-time cost, and the engineer builds product knowledge that stays |
| There is a delivery date and the work stops after it | Contract | You are not carrying salary once the project ships |
| Headcount is frozen but budget exists | Contract | Contractor spend usually sits in a different budget line |
| You need to test fit before committing | Contract, converting later | Both sides get evidence before a permanent decision |
| The role is core to your product and roadmap | Permanent | Contractors leave, and the context leaves with them |
| The skill is needed a few days a month | Contract | A permanent hire will be underused and will leave |
| You need ten or more hires this quarter | Talk to us about RPO | Individual searches stop making sense at that volume |
Two things worth saying plainly. A contractor costs more per hour than a permanent employee and less over a three-month engagement, so the honest comparison is total cost across the actual duration of the work, not the hourly rate. Converting a contractor to permanent later is normal, provided the conversion terms are written into the original agreement rather than negotiated in month five when both sides are attached.
The CTO is running hiring between sprints and screening 200 applicants is eating the week.
Delivery capacity has to move with the client pipeline, which usually means a permanent core team with contract engineers added per project.
The requisition has been live for two months and the applicants are not clearing your technical round.
Founders without an engineering background need external screening, because a confident 45-minute interview does not tell you what a candidate can build.
IT staffing services
Tell us the role, the stack, and the model you think fits, and we will confirm it before we source.
No marketing, no finance, no operations. That restriction is why we can tell a mid-level React developer from a senior one during a 20-minute call, and why you will never receive a Node.js profile for a Go position. Firms that broaden their scope lose the technical judgment that made them useful to engineering buyers.
A senior developer in the candidate's own stack runs the 45-minute interview and writes the score. Recruiters coordinate; they do not grade.
Each profile carries an assessment score, a written summary of strengths and gaps, and a note on where that candidate is weaker. Shortlists of twelve sit unopened for a week because the filtering was left to you.
Contract engineers clear the same four-stage vetting as permanent hires. Plenty of firms quietly relax the bar on short engagements, and it shows up in week three.
The person on your 30-minute intake call is the person on your day 90 check-in. No handoff to an account team.
Thirty minutes. We capture the stack, seniority, timezone overlap, and start date, and we ask what your last unsuccessful hire got wrong.
If you briefed us for a permanent role and the requirement reads as a three-month contract, we say so before sourcing starts.
We search our vetted pool first. Candidates clear a portfolio and repository review and a 20-minute screening call before going further.
A take-home task matched to your stack, scored on structure, naming, and error handling, not only on whether the output is correct.
Forty-five minutes with a senior engineer: code review, one system design discussion, one scenario problem.
Three scored profiles with our reasoning on each and a written note on where each candidate is weaker.
We coordinate scheduling, support the offer, and run check-ins at day 7, day 30, and day 90 after the start date.
How it works
Contract engineers clear the same four-stage vetting as permanent hires.
Technical skill is the easy part to test. These four checks decide whether a placement survives its first quarter.
A candidate saying they keep flexible hours is not an answer. We record how many hours they will genuinely be online against your working day and hold them to it. Four hours of overlap works for most product teams. Below two hours, standups and code review stop functioning regardless of how strong the engineer is.
On a distributed team, writing is a core part of the job. We read a candidate's public pull request descriptions and issue comments where they exist. Two-word PR titles predict the collaboration problems that surface in month two.
Engaging an engineer as a contractor when the working relationship resembles employment creates real exposure: back taxes, social contributions, and in some jurisdictions permanent establishment risk. Direction of work, fixed hours, and equipment provision all bear on it, and we raise it on the intake call rather than after the first invoice.
Contractual notice runs to three months in some markets, and candidates on employer-sponsored visas may need transfer processing on top of it. We put the actual figure on each of the three profiles so a 30-day plan does not quietly become 90.
We quote per engagement rather than publishing a rate card, because the number depends on the model, the seniority, and how scarce the stack is. A senior security engineer on a six-month contract and a mid-level frontend developer on permanent terms are not comparable searches, and a single published rate would be wrong for both.
You get the figure in writing after the 30-minute intake call, before any sourcing starts, alongside the timeline and the guarantee terms. Nothing is billed until you have signed.
Book a 30-minute intake callSend us one role. Brief us on Monday and review three scored candidates by Friday.
Book a 30-minute intake call