Add the engineers you are missing today, not next quarter

Augmentation works when you already know what you need and who will manage it. You have a team, a backlog and a process, and what you lack is a pair of hands with a specific skill. A backend developer for a payment integration, a QA automation engineer for a release, a DevOps specialist to set up CI/CD. In these cases you gain speed without changing how you work.

It works badly when there is no manager. An augmented engineer is not a team, and nobody should expect a lone contractor to define the product, set priorities and review their own work. If you have the roadmap but not the management, a dedicated team with its own delivery lead is the better fit, and we will say so in the first call.

The other mismatch is a vague role. 'We need a developer' produces weak placements. 'We need someone who has built Salla or Zid integrations and can work in Laravel for four months' produces a good one. We help you sharpen the brief before sourcing, because it is the cheapest quality control there is.

You manage the person's daily work: tasks, priorities, code review and acceptance. We manage the employment side: contract, payroll, equipment, leave cover, performance conversations and anything that is a people matter rather than a work matter. This split keeps your managers focused on delivery and keeps awkward conversations out of your team.

Working hours follow the Saudi week, Sunday to Thursday, with the person available across your office day. The engagement letter fixes the hours, the notice period and the confidentiality terms. Everything the person writes belongs to your company, is committed to your repository, and is covered by an assignment of intellectual property signed before the first day.

Access follows the principle of least privilege. The person gets the repositories, environments and tools the role needs, nothing wider, and access is removed on the last day. Where the work touches personal data, we align the placement with the Personal Data Protection Law and your own data handling rules.

From a confirmed role to a first commit usually takes 5 to 10 working days. Within the first week we send one to three profiles with a short technical summary of each. You interview them, choose one, and sign the order. If you want proof, a trial week runs on a real, small task before the monthly commitment begins.

Billing is monthly, per person, in advance, with VAT shown separately. The rate depends on seniority and skill scarcity, and you can extend, reduce or end the placement with 30 days notice. There is no recruitment fee on conversion discussions, and no penalty for ending a placement that has run its course.

If the fit is wrong in the first weeks, we replace the person at no extra charge and you are not billed for the replacement's ramp-up. The same applies if someone leaves mid-engagement. A replacement is proposed within 5 working days and starts shortly after, with a handover note from whoever is leaving. You keep the code, the notes and the momentum.