01
Nationwide talent network
Across software, cloud, security, data and infrastructure.
IT staff augmentation and technology staffing
Scale your team with contract, contract-to-hire and direct-hire talent across software, cloud, security, data and infrastructure. Recruiters with technical backgrounds, a national network, and engagement models that flex to your program — built for speed, fit and scale.
Software and productCloud, DevOps and SRECybersecurityData and AIContract to direct hire
01Nationwide talent networkAcross software, cloud, security, data and infrastructure.
the brief
02Role calibration and skills screenMatched to your stack, team and timeline.
the shortlist
03Technical-recruiter screeningFor real skill, not keywords, by someone who has held the job being filled.
the offer
04Your shortlist, ready to moveDays, not weeks.
Days, not weeks — because the screen is done by someone who has held the job being filled.
Definition
What IT staff augmentation actually is
Staff augmentation puts a vetted engineer on your team, under your direction, for as long as the work needs — without the hiring cycle, and without handing the work to an outside team you do not manage. It sits between a contract placement, where you take on the whole search yourself, and an outsourced project, where you hand over the outcome and lose the control. You keep the direction; we supply the person.
It fits when the roadmap is fixed and the headcount is not: a migration that needs two more cloud engineers for six months, a product team short a senior developer through a release, a security function that needs an analyst before the next audit.
The process
How we deliver
02
Role calibration and skills screen
Matched to your stack, team and timeline.
03
Technical-recruiter screening
For real skill, not keywords, by someone who has held the job being filled.
04
Your shortlist, ready to move
Days, not weeks.
Models
Engagement models
| Model | When it fits |
|---|---|
| Contract | A defined piece of work with an end date |
| Contract-to-hire | You want to be sure before you commit, and so do they |
| Direct hire | A permanent role, with the search done by someone technical |
| RPO | You are hiring at volume and want the whole recruiting function run |
| MSP / VMS and contingent workforce | A large contingent workforce that needs a single point of management |
Coverage
Domains we staff
| Domain | Roles |
|---|---|
| Software and product | Software engineering, product management, UI/UX and design |
| Cloud, DevOps and SRE | Cloud architecture, platform engineering, site reliability |
| Cybersecurity | Security engineering, analysts, GRC — and for identity specifically, IAM staffing |
| Data and AI | Data engineering, analytics, machine learning |
| Infrastructure | Network, systems and end-user computing |
Sourcing
How we source
Most of our placements come through an established contractor network built over years rather than from a job board. That is why a shortlist takes days: the people are already known to us, and the screen is a conversation with someone who has done the job rather than a first introduction.
It also means we can move on roles outside the ones listed here. If the requirement is adjacent — a niche stack, an unusual seniority, a location constraint — it is worth asking rather than assuming. The network reaches further than the categories on this page.
Boutique attention, national reach. Big staffing firms have scale and treat every requisition the same. Independents are attentive and cannot reach far. We sit between: a focused team with recruiters who actually understand technology, backed by a national network, so you get fit and speed at once. It is the same recruiting discipline behind our identity placements, extended across the wider stack.
FAQs
Common questions
The screen is done by someone technical. A recruiter who has held the role can tell a strong candidate from a well-written résumé; one matching keywords cannot.
Days to a shortlist for most roles, because the network is already built and the screen is the part we do properly rather than skip.
Yes, and they get a stricter screen: a hands-on lab on the platform, run by engineers who deliver it. See IAM staffing.
Ask anyway. Most of our placements come through a contractor network rather than a job board, and it reaches further than the five domains above. If we cannot fill it, we will say so quickly rather than run a search that goes nowhere.
Tell us the role
Send the brief. A shortlist comes back in days, screened by someone who has done the job.