From a requirement to an engineer in your standup.
Six steps. You own three of them outright, and nobody joins your team without your assessment.
- 01Together
Understand the requirement
What the roadmap needs, what your team already has, and where the gap actually is. This is a conversation about engineering, not a form.
This is the point where we say if staff augmentation is the wrong shape for the problem.
- 02Ours
Matching
We confirm what we can support, then introduce relevant profiles for your review.
You see the profiles we put forward, with the role, the stack and the domain experience set out plainly.
- 03Yours
You review and interview
You meet the engineers we put forward and assess them the way you assess anyone joining your team.
Your process, your questions, your bar. We do not ask you to accept an assessment you did not make.
- 04Yours
You select
You decide who joins. We handle the employment from that point.
Nobody is assigned into your team.
- 05Together
Integration
Your tools, your ceremonies, your standards, your definition of done. They are briefed like a colleague because that is what they are.
The first weeks are about context — your architecture and your domain — not about proving they can code.
- 06Yours
Working together
Day to day, they work to your priorities. Employment, payroll and benefits stay with us and stay invisible to you.
You brief them directly. There is no account manager in between.
Which is which.
The split does not change once the engagement starts. It is the same on day one and in month eleven.
You keep every decision that makes it your product.
The lists are different lengths on purpose. You are gaining capacity, not handing over control.
Your team owns
- Product
- Business priorities
- Roadmap
- Architecture
- Sprint priorities
- Engineering standards
- Day-to-day technical collaboration
Talent.ID owns
- Employment relationship
- Payroll
- Employee benefits
- Talent administration
- Ongoing employee relationship
What people ask at this point.
- Do we interview the candidates ourselves?
- Yes. Nobody joins your team without your own assessment.
- Who employs the engineer?
- Talent.ID. They are our employees.
- Who manages them day to day?
- You do — your priorities, your ceremonies, your engineering standards.
- Who handles payroll and benefits?
- Talent.ID handles both.
- What is the standard engagement term?
- Twelve months is the standard minimum.
Replacement and what follows the first term depend on the engagement, so we give you the actual terms rather than a general answer here.
Start with the requirement.
Tell us what the roadmap needs and we will tell you whether we can help.