Five ways we work with you. Pick the one that matches where your project actually is.

You already have a working team. You need two more senior engineers, or a DevOps person, or a QA who can write automation, and you needed them last month. We send people who read your codebase in week one, ship something small in week two, and behave like the rest of your team by week four. Your tech lead stays in charge. We just add hands.

Typical setup: one to five people, full-time, embedded in your standups, your repo, your sprint board.

What good looks like: someone joins on a Monday and opens a pull request that same Friday.

You are building something new, or carving out a new product line inside something old. You have a CTO, a vision, and a deadline. You do not have a team. We build one. Backend, frontend, DevOps, QA, the right shape for the product. Your CTO stays in charge of architecture and roadmap. We handle hiring, retention, the awkward conversations, and the part where someone has to actually write the code on Tuesday morning.

Typical setup: five to twenty people, working as one unit under your product leadership, often for years. We also run large dedicated teams, fifty plus engineers with narrow skill stacks, kept stable across years. That is a separate machine, with its own recruiting pipeline, internal substitution, and retention work. We have done it for a European e-commerce platform, for an American data security and recovery business, and in fintech.

What good looks like: two years in, the team feels like yours and you have forgotten which one of us hired which one of them.

The product is live, the launch is over, the original team has moved on. Now you need someone who keeps the lights on, ships small improvements, handles incidents, and does not panic when an old service throws a strange error at three in the morning. We are good at this because most of our work is long-term to begin with. We do not get bored of mature systems.

Typical setup: a small standing team, on-call rotation if you need it, calm and quiet for months at a time.

What good looks like: you stop thinking about the system because it stopped surprising you.

You are not looking for vendor hours. You are looking for engineers, on your payroll, under your contract. We have spent twenty years building the pipeline, the interview process, the screening, the offer choreography, the relocation paperwork. We can run that pipeline for you and hand you finished hires. You decide who joins. We make sure the right people show up at the interview.

Typical setup: a clear role spec, a target headcount, a deadline. We come back with shortlisted candidates inside two to three weeks.

What good looks like: the offer goes out, the candidate signs, and three months later they are still there and shipping.

Salesforce is a large part of what we do, in two shapes. We configure Salesforce for corporate clients directly. We also work as a delivery partner for agencies in the Salesforce ecosystem, the ones that need senior implementation capacity without growing their own bench.

Every engineer here is trained internally, certified, and ready to ship. The training is built around Salesforce certifications, with practice and depth, and our engineers pass them cleanly. We also wrote and sell a subscription product for Salesforce developers, The Welkin Suite.

What good looks like: your Salesforce work is handled by people who understand both the platform and the business case behind the config.