We connect your team with AI, machine learning, data, and platform engineers we would put on our own builds. Every candidate is screened by an engineer who has shipped the same kind of system, not by a keyword filter.
Agent architecture, retrieval systems, evaluation harnesses, and inference cost control. People who have put a model in front of real users and been paged when it started answering wrong.
Training pipelines, feature stores, error analysis on the cases that matter, and a retraining path that exists before the first version ships. Comfortable owning both accuracy and the GPU bill.
Batch and streaming pipelines, warehouse modeling, lineage, and quality checks that fail loudly. They would rather block a load than let bad rows travel downstream into a dashboard someone trusts.
Kubernetes, infrastructure-as-code, CI/CD, observability, and GPU scheduling. The people who make releases routine and make an incident diagnosable by whoever is on call that night.
They join your standups, your repository, and your on-call rotation, and they report to your lead. Month to month, so the arrangement has to keep earning itself.
Three to five engineers running their own sprints against a slice of your backlog, with one senior lead accountable for what lands.
We run the search and the technical screen; the engineer joins your payroll, not ours. Useful when the role is permanent and the bar is the problem.
We sit with your tech lead and write down what the role actually does: the systems it touches, the on-call load, and what the first ninety days have to produce.
Every candidate works through a real problem from your domain with one of our engineers. You get the session notes, including the parts that argue against the hire.
You interview two or three people, not twenty. We stay in the loop through the first month so ramping the new engineer is somebody’s explicit job.
Staffing firms are paid to move volume. We are an engineering company that places engineers, which means a bad placement costs us more than the fee is worth.
Everyone you meet has sat through a technical session with one of our engineers first.
If we do not have the right person for the role, we say so on the call instead of sending a near-miss.
Seniority is described by what the engineer has owned in production, not by the band on the résumé.
Embedded engineers can convert to your payroll, and we would rather that happen than lose the relationship.
Thirty minutes on the call. If the work is better solved by a build than by a hire, we will say that instead.
