Hire Remote Cloud Engineers for Azure and AWS

Your budget competes with big tech for the same people

If you have tried to hire a cloud engineer in the US lately, you know the shape of the problem. People who have run real migrations and cleaned up real cloud bills get pulled toward the big providers and the firms that pay like them. You rarely lose those candidates on the work itself. You lose them on money, and a counter offer only buys you a year.

We recruit outside that market. Offshore cloud engineering has a mixed reputation, and that reputation comes from shared teams and resume mills rather than from the talent. The people who hold these skills are working in the Philippines and Southeast Asia, Latin America, Eastern Europe and South Africa, on the same platforms your team uses. The rate is strong and competitive where we recruit.

The model works on the gap between labor markets, not on paying anyone badly. That is also why we will not put a percentage or a multiple on the page. What we will say is that the same budget reaches further into a much bigger pool, and that a cloud seat you have been unable to fill becomes a seat you can actually fund.

How hiring remote cloud engineers works with us

The contract sits with us. You pay one monthly invoice, we pay the contractor, and we carry the contracting and compliance work in their country. Day to day, none of that is visible to you. The engineer is dedicated to your account and no one else's, joins your standups, picks up tickets from your board, and reports to your managers like anyone else on the team.

These seats run as staff augmentation for one role, or as a dedicated team when a whole cloud function needs building out. Because these are senior technical seats, contract to hire and direct placement are also on the table if you decide later that you want the person on your own payroll. Both of those are quoted separately from the monthly model.

Starting is a $500 deposit to open the search. That deposit is credited back against your first month's invoice once the engineer starts, so a completed placement costs you nothing for the search itself. When they start, you commit to 90 days of fees. That is the whole commitment. Nothing longer gets signed up front.

The screening that happens before you interview

We are slower to send you people than a firm that forwards resumes. That is deliberate. We scope the seat properly first, recruit against that scope, then run every candidate through five gates: identity and work history, language proficiency, role specific skills testing, reference checks, and workspace and security posture. The skills test is built around your stack, not a generic cloud quiz.

The payoff is on your side of the process. You interview people who can do the job instead of filtering a stack of maybes. We will not tell you how long that takes. It depends on the seat, the stack and the market we are recruiting from, and any number we invented now would be a number we missed later.

Where this model does not fit

This is not a fit for a two week burst of work. If you need someone to run a single migration cutover and then leave, hire a project shop. The seat is built to be kept filled for a year or more, because that is the horizon over which the investment pays back. It is also wrong if you want a vendor to own outcomes. The engineer works inside your team, so you still need someone to manage them.