Hire offshore developers

Engineers who join your sprints, your codebase and your management line. You interview and choose them. We employ them, pay them and carry the compliance.

Get a 7-day shortlist →Work out your in-house cost

What you are actually getting

Not a project team, and not a pool of interchangeable resources. A named developer who works only for you, inside your tools and process, to your priorities. The arrangement is offshore staff augmentation: you direct the work exactly as you would with an employee, and the employment relationship sits with us.

That distinction is the whole point of the model. You keep control of what gets built and how, without taking on an employment contract in a country you have no entity in, and without the recruitment fee, notice period and severance exposure of a permanent hire.

Disciplines we staff

For AI, machine learning and data engineering specifically, see hire AI engineers, where the screening is different enough to warrant its own page.

How the hire works

  1. Brief, day 1 to 2. The role, the stack, the seniority, the overlap hours you need and what good looks like in 90 days.
  2. Shortlist, by day 7. Screened candidates drawn from our network and from targeted search, with the screening notes attached.
  3. You interview. Technical and cultural, your process, your bar. We do not put people on your team; you do.
  4. Onboarding, week 2 to 4. Contract, equipment, access and integration into your tools. The product context has to come from you, and it is the highest-return time your seniors will spend that quarter.
  5. Review at 90 days. Against the expectation written down at the start, not a vague sense of how it is going.

The full process, including what we do and do not handle, is set out on how it works.

Vetting, and what it does not prove

Every candidate goes through structured screening for technical skill, communication and reliability before reaching a shortlist. We are candid about what screening can and cannot establish: it filters reliably for capability and for whether somebody can explain their reasoning, and it cannot tell you whether a person will thrive in your particular team. That is what your interview is for, and why we never skip it. Our view on running that assessment well is in how to vet offshore developers.

Cost, compared honestly

We do not publish rates, because the honest figure depends on discipline, seniority and overlap hours. What we will say plainly is how to compare. Our rate is inclusive: employment, payroll, insurance and benefits are inside it rather than added afterwards. The correct comparator is therefore not a UK salary but the fully loaded employer cost of that salary, including secondary National Insurance, pension, recruitment fee and equipment.

You can work that number out for your own role on the cost calculator, and the structural breakdown is on what offshore staffing actually costs. Ask us for the rate card and we will send the inclusive figure against your specific role.

When this is the wrong answer

If the role is a permanent capability at the centre of your product, and you can afford the search, hire in-house. If you need an outcome owned end to end rather than capacity added to your team, that is managed services and not this. And if the standing requirement is a large team over several years, an offshore development center may beat augmentation on unit cost, which we have set out in ODC versus staff augmentation.

Questions

How long does it take?

A shortlist within 7 days of a signed brief, and a developer working in your sprints typically within 2 to 4 weeks. The variable is usually your interview availability rather than supply.

Who employs the developer?

We do, through our registered entity in the United Kingdom, the UAE or Pakistan. You direct the work; we carry the employment, payroll, statutory benefits and compliance, and you do not need an entity of your own.

What if it does not work out?

We replace within 7 days at no extra fee, and scaling down is a 30-day notice. A role that stops being needed stops being billed.

Can I hire more than one?

Yes, and most engagements grow that way: one role, reviewed at 90 days, then expanded once it is unambiguously working. Starting with a single seat is the lower-risk path and the one we recommend.

Start with one role

Tell us the role and the stack. You will get a shortlist in seven days, and no obligation beyond that.