We staff the technology capability itself: executive and engineering hiring on Recruit, staff augmentation and dedicated teams that plug into your delivery, and Symbiosis Learn for turning your existing workforce into the team your modernized stack needs. A modern platform run by an unprepared org slides back into legacy.
Every transformation has a people clause. The cloud platform needs SREs; the AI rollout needs people who can read an eval report; the modernized codebase needs engineers who won't recreate 2009 inside it. We treat talent as part of the architecture.
We recruit as engineers, not keyword-matchers. Screens are calibrated by people who build these systems - which is why shortlists stay short, and why candidates who pass them clear your team's bar too.
Augmentation done right has an exit plan: pairing, documentation, and deliberate knowledge transfer so capability stays when the contract ends. Bodies-for-hire is not what we sell. Learn cohorts measure training in shipped work.
Sprint → Phase → Retainer
Assessment first, always. Scope and investment are bespoke to your estate - book a demo and we'll walk the plan together.
TALENT SPRINT
Calibration, market scan, and a hiring or Learn upskill plan with realistic timelines.
- → Role/squad specs
- → Market & compensation scan
- → Hiring or Learn ramp plan
PLACEMENT / SQUAD LAUNCH
Shortlists delivered or squad embedded, with fit checkpoints.
- → Shortlists or embedded squad
- → Assessment reports
- → Onboarding plan
LEARN COHORT LAUNCH
Skills Map → cohort → labs → capstone → certify on Symbiosis Learn.
- → Gap heatmap
- → Cohort live
- → Capstone evidence
- → Cert pack
TALENT RETAINER
Standing recruitment or team capacity with quarterly calibration; Learn refreshers optional.
- → Pipeline SLAs
- → Quarterly reviews
- → Bench access
- → Learn analytics
Talent & Workforce, answered
How is your screening different from a normal agency?
The people doing our technical screens build systems for a living inside the same company that would have to deliver with the hire. That incentive alignment is the product: we can't pass weak candidates without eventually staffing beside them.
Onshore, nearshore, offshore?
All three, chosen by communication intensity and compliance constraints, not rate card alone. We'll model total cost including coordination overhead - the cheapest hourly rate is often the most expensive team.
Can you train our team on the systems you build for us?
That's the default, not an add-on. Every build engagement includes handover training; Symbiosis Learn programs go further and turn operators into owners with capstones, assessment, and refreshers.
Recruit vs Learn when we have a skills gap?
If the gap is trainable on a useful timeline, Learn first (and Recruit for internal mobility). If the role needs production judgment now, Recruit - then Learn for the team around the hire.
Start with the sprint.
Fixed fee, few weeks, and you end up with a plan you could execute without us. Most clients don't - but the leverage is yours either way.