Headcount is the most expensive line on the budget, and the slowest to get right. We place vetted web and software engineers on contract, contract-to-hire, or direct terms, and provide fractional technical leadership to steer the work. The result: the right resource at the right cost, scaled up or down as the roadmap demands.
What you can tap into here.
Each capability is its own engagement. Start with one, layer on the rest as you grow.
— Ideal For
Built for operators who want growth.
01
Companies that need senior engineering without a full-time hire
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Teams scaling up or down around project cycles
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Organizations streamlining a leaner, more cost-effective technical org
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Leadership wanting fractional technical oversight to steer delivery
Every detail, itemized and in the open.
Expand any capability for exactly what's included and the questions clients ask most, or open its full page.
Contract and direct placement for web roles, vetted engineers, project-based staffing.
What's included
- Role definition and requirements gathering
- Candidate sourcing and vetting
- Technical screening and interviews
- Contract and direct placement options
- Onboarding support
- Ongoing contractor management (for contract roles)
- Replacement guarantee for direct hires
Common questions
- What types of roles do you fill?
- We focus on web engineering: front-end, back-end, full-stack developers, and web designers. Primarily JavaScript, React, Node, PHP, and related stacks.
- How quickly can you fill a role?
- Timeline depends on requirements. Contract roles can be filled in 1 to 2 weeks. Direct hires typically take 3 to 4 weeks.
- What are your fees?
- Contract roles are billed hourly or project-based with our margin included. Direct placement fees are a percentage of first-year salary. Contact us for specific rates.
- Do you provide contract-to-hire?
- Yes, we offer contract-to-hire arrangements with conversion terms agreed upfront.
Senior technical leadership without the full-time hire: strategy, architecture, hiring, and oversight from a CTO on a fractional basis.
What's included
- Technology strategy and roadmap
- Architecture and technical decision-making
- Engineering hiring and team structure
- Vendor and tooling evaluation
- Code and delivery oversight
- Security and scalability planning
- Stakeholder and board communication
- Hands-on guidance for your team
Common questions
- How much time does a fractional CTO commit?
- It scales to your needs, from a few hours a week of oversight to deeper involvement during a build or transition.
- Can you lead our existing engineers?
- Yes. We provide direction, structure, and oversight for your in-house or contract team.
- Can you help us hire?
- Yes. We define roles, vet candidates, and build the team structure so your engineering org is set up to succeed.
Vetted engineers on your team fast, on contract or contract-to-hire, so you scale capacity without the full-time commitment up front.
What's included
- Vetted contract software engineers
- Contract-to-hire placements
- Staff augmentation for existing teams
- Front-end, back-end, and full-stack roles
- Fast matching and onboarding
- Flexible scaling up or down
- Coverage for roadmap surges
- Conversion to direct hire when it fits
Common questions
- How quickly can someone start?
- For common roles we can usually present vetted candidates within days, not weeks.
- What does contract-to-hire mean?
- You work with an engineer on contract first, then convert them to a permanent hire if it is a good fit, lowering hiring risk.
- Can we scale the team down later?
- Yes. Flexible scaling up and down around your roadmap is the point of a contract model.
A full, managed engineering team that works as an extension of yours, ready to own a product or project end to end.
What's included
- Dedicated, managed engineering team
- Full-stack roles assembled to your needs
- Technical lead and delivery management
- Established process and tooling
- Sprint planning and reporting
- Scalable team size as needs change
- Knowledge retention across the engagement
- Direct collaboration with your stakeholders
Common questions
- How is this different from contract developers?
- A dedicated team comes managed, with a lead and process, so they own delivery instead of needing you to direct each person.
- Who manages the team?
- We provide a technical lead and delivery management so you get outcomes and reporting, not a coordination burden.
- Can the team grow with us?
- Yes. We scale the team up or down as your roadmap and priorities shift.
Permanent technical hires done right: sourcing, screening, and placing engineers who fit your stack, your team, and your roadmap.
What's included
- Role definition and scorecard
- Technical sourcing and outreach
- Skills screening and evaluation
- Culture and team fit assessment
- Interview coordination and support
- Offer and negotiation guidance
- Permanent placement
- Replacement guarantee terms
Common questions
- How do you screen technical candidates?
- We use a role scorecard plus skills and fit screening so you only spend time on candidates who can actually do the job.
- Do you offer a replacement guarantee?
- Yes. If a placement does not work out within the guarantee window, we find a replacement.
- Do you recruit beyond Charlotte?
- Yes. We recruit locally and remotely depending on the role and your team setup.
Engineering support built for PE portfolio companies: technical due diligence, cost-efficient delivery, and staffing decisions that protect and grow EBITDA.
What's included
- Technical due diligence for acquisitions
- Engineering cost and EBITDA analysis
- Build, buy, or staff recommendations
- Right-sizing engineering spend
- Fractional leadership for portfolio companies
- Vetted engineering talent at the right cost
- Post-close 100-day technical plans
- Roadmap support for value creation
Common questions
- How does engineering affect EBITDA?
- Engineering is often a large, under-managed cost line. Right-sizing spend, fixing inefficiency, and aligning talent to the thesis directly improves EBITDA.
- Can you support technical due diligence?
- Yes. We assess architecture, team, scalability, and risk so deal teams understand what they are buying.
- Do you work with portfolio companies post-close?
- Yes. We provide 100-day plans, fractional leadership, and staffing to execute the value-creation plan after close.
Ready to start growing?
Tell us about your project and we'll put together a plan tailored to your business.
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