Engagement · Staff augmentation
An engineer in your team, not a ticket queue in another country.
You keep the roadmap, the standups and the code review. We supply a senior engineer who shows up to them, in your working hours, on a contract you can end in thirty days.
Augmentation only works when the engineer is genuinely inside the team.
Most of what goes wrong with this model is structural, and it is fixed before anyone writes code.
They join your tools, not a portal
Your Slack, your Jira or Linear, your repository, your on-call rotation if you want them there. There is no Avexo dashboard for you to check.
They speak for themselves
If your architecture is wrong, you hear it from the engineer in the review thread, not filtered through an account manager who is measured on renewal.
They are yours to direct
Priorities come from your product lead. We do not run a parallel plan, and we do not ask your engineer to timesheet against ours.
Embedded Engineer
per engineer, per month · full-time · monthly rolling
- Named senior engineer, no substitution
- Four hours of daily overlap, contractually
- Two-week paid trial with a real exit
- Replacement within 10 working days
- Independent senior code review
- Equipment, employment and taxes handled
Median from signed contract to first merged pull request
Of engagements extend past the first quarter
Applicants who make it through our engineering vetting
Notice period. No annual lock-in, ever
When augmentation is the right answer — and when it isn't.
A good fit
- You have engineers who can review pull requests.
- The roadmap is clear and the constraint is hands.
- You want to move faster this quarter, not next year.
- A specific skill is missing — ML, data, platform — and hiring for it locally has stalled.
- You would rather add one strong senior than two mid-level engineers.
A bad fit
- Nobody on your side has time to review code.
- The requirement is a whole product, from nothing, with no technical owner — that is a project, not a hire.
- You need someone in a US office, or on a US-hours pager overnight.
- The real problem is product direction rather than engineering capacity.
- You want the cheapest available hour. We are not that, and we will lose that comparison.
If you are in the right-hand column, a dedicated pod with its own lead or a fixed-scope project we deliver is usually the honest recommendation — and sometimes the honest recommendation is to hire locally.
How a role gets filled.
- 01Day 0
A 30-minute call
You describe the gap. We tell you which discipline it actually is — that answer changes about a third of the time — and whether we have the person.
- 02Within 5 days
Two or three profiles
Real engineers with availability, not a database dump. Each one comes with a written note on why they fit and where they would struggle.
- 03Days 5–9
You interview them
Your process, your bar, your rejection. We do not present anyone we would not hire ourselves, and the engineer who interviews is the engineer who ships.
- 04Days 10–24
Two-week paid trial
They join your standups and open real pull requests. Stop inside the trial for any reason and the engagement ends there.
- 05Ongoing
Embedded, and reviewed
Monthly rolling from there. A senior lead reviews their work independently of you, and we tell you before you have to ask.
Which discipline are you short of?
AI/ML engineers
Engineers who have taken an LLM feature past the demo — through evaluation, latency, cost and the failure modes that only appear with real users.
Backend engineers
Service and API engineers who have carried a pager, and who write the boring, well-tested code that keeps you off one.
Data engineers
Pipeline and warehouse engineers who care whether the number in the dashboard is correct, and can prove it.
Cloud & DevOps engineers
Infrastructure engineers who reduce the number of things that can page you, and who treat your cloud bill as an engineering artefact.
Staff augmentation questions.
Is this different from hiring a contractor on a marketplace?
A marketplace hands you a profile and a payment rail. We handle sourcing, vetting, employment, equipment, timezone, cover during leave, independent code review and replacement. If the engineer disappears, that is our problem to solve inside ten working days rather than yours to re-post.
Who manages the engineer day to day?
You do. They sit in your standups, take tickets from your board, and are reviewed by your engineers. We manage employment, wellbeing, growth and an independent quality review — the things you should not have to think about.
What happens when they take leave?
Twenty-two days a year plus Pakistani public holidays, planned with you at least two weeks ahead. For engagements of three engineers or more we arrange cover. Below that, we tell you early and adjust the invoice rather than quietly bill for an absent engineer.
Can we hire them permanently?
Yes. After twelve months there is no fee. Before that, a conversion fee of two months' billing applies. Two engineers from a 2025 pod are now full-time employees of that client, which we regard as a good outcome.
How many engineers can you place at once?
Comfortably eight to ten inside a quarter from the existing bench. Beyond that we would be honest that we are recruiting to your requirement rather than staffing from people we already know, and we would say so before you signed rather than after.
Do you work with agencies and consultancies?
Yes, as a white-label bench under your brand, with rates and terms adjusted for volume. Several of our engineers work under a client's own name and email address.
Send us the role you can't fill.
A job description or a paragraph, either is fine. Two or three profiles within five working days. Senior engineers, on your clock.