We Sell Developers. We Do Not Sell Projects.
That single decision explains almost everything else on this site — why there is no portfolio, why the conversion is a request for profiles rather than a quote, and why we would rather tell you we have nobody suitable than send you a third profile to make the shortlist look fuller.
Staffing and Delivery Are Different Businesses
An agency takes your requirements away, builds something, and hands it back. That model works, and when you have no engineering team it is usually the right one. It stops working the moment you do have a team. Handing a slice of your own roadmap to an outside organisation means writing specifications you would otherwise have discussed in five minutes, maintaining two versions of context, and merging someone else’s idea of your conventions back into your codebase.
Staffing removes that boundary. The developer sits inside your process. They read your tickets, attend your standup, and open pull requests that your people review. The commercial relationship is with us; the working relationship is entirely yours.
We chose it because it is the model we would want as the client. It is also the harder one to fake: a delivery agency can hide a weak engineer behind a project manager and a status report for months, whereas a developer who joins your code review is visible in the first week.
Three Things, and Everything Else Follows
Most decisions inside this business come down to one of these. When they conflict, the order below is the tie-breaker.
The Shortlist Being True
A profile is on your shortlist because we think that person can do the work, or it is not on the list. This sounds like a low bar until you count how many shortlists contain a third candidate whose only purpose is to make the other two look decisive.
The Shortest Path to the Developer
Every layer between you and the person writing the code costs a day and loses a detail. So there is no account manager, no weekly summary written by someone who was not there, and no requirement that changes go through us before reaching the developer.
Being Correct Early
A mismatch found in week one costs a conversation. The same mismatch found in month four costs a quarter of roadmap, a demoralised team and a rewrite. Almost all of our vetting effort is spent pulling that discovery as far forward as it will go.
Five Positions We Do Not Negotiate
Not values in the poster sense. These are the rules that decide what we do when a commercially convenient answer and an honest one point in different directions.
You Talk to the Developer, Not to Us
Briefing, priorities, code review, the awkward conversation about an estimate that slipped — all of it goes straight to the person doing the work. We stay in the loop for contracts, invoicing and anything that needs a commercial decision. If you find yourself waiting on us to pass a message along, something has gone wrong and we would like to hear about it.
An Honest Shortlist, Including an Empty One
Some weeks the answer to a request is that we do not currently have anyone we would put in front of you for that role. Saying so costs us the engagement and keeps the one thing this business runs on, which is that a profile from us means something. We will tell you what we can offer instead — a different seniority, a slightly different shape of role, or a date when someone is likely to be free — and you can decide whether to wait or go elsewhere.
You Interview. You Choose.
We never place a developer on your team without you meeting them. Run your normal loop: a technical conversation, a pairing session, your own take-home if you use one. We would rather you spend an hour interviewing than accept our judgement and discover you disagree with it a month in. If your process is heavy, tell us up front so candidates know before they commit to it.
The Replacement Guarantee Is a Consequence, Not a Promise
If the fit is wrong inside the first two weeks, we replace the developer at no cost to you. We can offer that because vetting is live coding and system design on real production scenarios rather than whiteboard trivia, so genuine surprises in week one are rare. A business that vetted lightly could not afford this clause, which is precisely why it is worth reading as a statement about the vetting rather than as a marketing line.
No Lock-In Beyond the Notice You Agreed
Engagements run part-time, full-time or project-based, and they scale up and down with your roadmap. There is no minimum team size, no mandatory management layer, and no penalty for hiring one developer instead of four. When an engagement ends, it ends on the notice in the contract, with access revoked and a handover written down.
Monday to Friday, 10:00–19:00 IST
That is the window in which the business itself operates — contracts, invoicing, replacements, anything that needs us rather than the developer. It matters less than you might expect, because the thing you depend on day to day is the developer’s working hours, and those are agreed per engagement rather than fixed by us.
What it means in practice depends on where you are. For Europe and the UK, our day covers essentially all of yours. For US Eastern, the overlap lands in your early morning: a question you send at the end of your day is answered before you open your laptop. For US Pacific and the West Coast generally, expect asynchronous by default, with developers shifting hours where an engagement genuinely needs live overlap. For Australia and New Zealand, the overlap sits in your afternoon.
Say how many hours of live overlap you need when you send the brief. It is a real constraint on who can be shortlisted, and it is far better handled before the interview than negotiated after someone has started.
How engagements are structuredWhen We Are Worth Contacting, and When We Are Not
Reading the right-hand column and deciding against us is a good outcome. It costs you an afternoon instead of a quarter.
- You already have engineers and a codebase, and more roadmap than capacity
- Someone on your side can brief a developer and review their work
- The work is JavaScript and TypeScript — React, Node, React Native, Vue and the frameworks around them
- You want to interview candidates yourself rather than accept an allocation
- Hiring locally is either too slow or too expensive for the role in question
- You need to add and remove capacity as the roadmap changes
- You have no technical person at all and need someone to own the outcome — that is an agency engagement, not a hire
- The stack is outside JavaScript — a Rails monolith, a .NET service, native iOS in Swift
- You want a fixed price for an outcome with a moving definition
- The role genuinely requires someone in your office, or full overlap with a US Pacific working day
- Nobody has time to onboard anyone — a new developer needs a first week from someone
- You are looking for the cheapest hourly rate available and nothing else matters
If you are on the right-hand side, say so when you write. We will point you at whoever is genuinely better suited, including businesses that are not this one.
The Four Things You Can Hold Us To
Every one of these is checkable against your own calendar and your own contract. There is nothing here you have to take our word for.
3 days
Business days from your brief to two or three vetted profiles
2 weeks
Window in which a wrong fit is replaced at no cost
0
Account managers between you and the developer
USD
Rates quoted per developer, per month or per hour
Deliberately absent from this strip: developers in the network, placements made, years in business, satisfaction scores. None of those are verifiable from where you are sitting, so quoting them would be asking for trust we have not earned yet.
The Pages That Answer the Rest
How We Vet
The live coding and system design work a candidate does on real production scenarios before a profile reaches you.
See the processHow Hiring Works
Brief, shortlist, interview, start — what happens on each side and how long each step realistically takes.
Walk through itContracts & IP
Who the developer is contracted through, who owns the code, and the direct-hire position stated plainly.
Read the termsSend the Role. See Who Is Available.
Two or three vetted profiles within three business days, a replacement at no cost inside the first two weeks, and an honest answer if we have nobody worth your interview time.