For internal IT teams
IT staffing for internal IT teams, without new headcount
IT staffing for internal IT teams means one thing here: a senior systems, network, or security engineer engaged as a contractor through us, dedicated to your account and reporting to your managers. Recruiting internationally widens the pool you can reach and stretches the budget you already have.
Capacity without a new domestic headcount
Your headcount request was denied, or the local search has been open long enough that you have stopped checking it. Either way the work did not go away. Tickets queue, projects slip, and the two people you have absorb the difference. Staff augmentation solves the capacity problem without asking finance to approve another domestic salary line, because the seat is a monthly operating cost rather than a hire.
We recruit internationally, from the Philippines and Southeast Asia, Latin America, Eastern Europe, and South Africa, then place one person on your account. They are engaged as a contractor through us and dedicated to you alone, not shared across a book of clients. You get a named engineer in your standup, your ticket queue, and your on-call rotation.
IT staffing for internal IT teams, not an outsourced desk
An MSP takes the work off your plate and runs it their way, on their process, with their tooling and their idea of priority. That is a real option, and for some functions it is the right one. It is not what this is. Here you keep the runbooks, the escalation path, the change process, and the decision about what gets worked first.
The contractor sits inside your reporting line and answers to your managers, the same as anyone else on the team. You assign the work, you set the goals, you run the one-on-ones. What sits with us is the contract, the compliance obligations in their country, and the people management around the seat. You get one monthly invoice and no vendor between you and your own infrastructure.
A budget that reaches further into the engineer pool
Senior and Tier 3 technical seats run $3,500 to $4,500 a month, all in. That is the rate you pay us. It covers the contractor, the contracting and compliance work behind them, and the management wrapped around the seat. Compare it to what a comparable US systems, network, or security engineer costs you loaded, and the budget you already have approved starts to look like a bigger number.
The pool matters as much as the price. A US search for a senior engineer in your metro gives you the people who are open to moving and open to your band. Recruiting across four regions gives you engineers who run the same platforms, hold the same certifications, and are not being bid on by every company in your zip code. The rate is strong and competitive in the markets we recruit from, which means we are recruiting into a real market rather than the bottom of one.
Where this model is the wrong choice
This is a poor fit if you need someone on site to rack hardware, swap drives, or walk a floor. It is a poor fit if the work is a two-week burst rather than a seat you expect to keep filled. And it is a poor fit if you want resumes in your inbox tomorrow. We are slower to source than firms that forward candidate stacks, on purpose.
The intake is heavier at the front. We scope the seat with you properly, recruit against that scope, and run every candidate through five gates before you see anyone. You interview people who can do the job instead of filtering a pile. The model is built for seats you intend to keep filled a year or more, because that is the horizon over which the setup pays back.
What you get
Included in every engagement
Five gates before your first interview
Identity and work history, language proficiency, role-specific skills testing, reference checks, and workspace and security posture. Every candidate clears all five before a name reaches you.
A $500 deposit that comes back
A search opens with a $500 deposit, credited against your first monthly invoice once the engineer starts. We earn on the monthly rate, not on the introduction, so the search itself costs nothing.
Ninety days is the whole commitment
You commit to 90 days of fees when the engineer starts, nothing longer. If the fit is wrong inside that window we run the search again and waive the deposit.
Secure remote workstation, if you want it
One optional package priced apart from the seat: a US-hosted virtual desktop, centrally controlled access you can revoke, disclosed activity monitoring, and managed endpoint protection, patching, and response.
Contract to hire is open at this level
Tier 3 technical and management seats can move to contract to hire or direct placement, ending on your payroll. Junior and administrative roles stay on the monthly model.
Screening
Five gates before you see a shortlist
- Identity & work history
- Language proficiency
- Role-specific skills testing
- Reference checks
- Workspace & security posture
Questions
Frequently asked
How long does it take to get a shortlist?
We will not give you a number, and you should be wary of anyone who does. Time depends on the stack, the seniority, the hours you need covered, and how tight the scope is. A quoted timeline is a timeline someone eventually misses. What we will tell you is what stage the search is at and what is holding it, week by week.
Who does the engineer actually work for day to day?
You. They are engaged as a contractor through us, dedicated to your account only, and they sit in your reporting line under your managers. You run their priorities, their reviews, and their access. The contract and the compliance obligations in their country sit with us, and we pay the contractor. You pay one monthly invoice and manage a person, not a vendor relationship.
What happens after the first 90 days?
The engagement continues month to month at the same rate, and nothing new gets signed. Because the contractor stays engaged through us rather than converting to a headcount, keeping that seat filled remains our problem rather than a fresh search on your side. If the person moves on later, you are not starting from zero with a new vendor and a new invoice.
Can we hire the person onto our payroll?
For senior and Tier 3 technical and management seats, yes. Contract to hire and direct placement both exist at that level and both end with the person on your payroll, which is worth deciding early because it changes how we scope and recruit. Those two models are not available for Tier 1, junior, or administrative roles, which stay on the monthly engagement.
Who we staff
Other teams we staff
Open a search for the seat you could not fill
Tell us the role, the hours you need covered, and what good looks like in ninety days. We will come back with a plan and a shortlist.