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Extend Your Team.
Team Extension & Augmentation
Extend Your Team.
Maintain Your Standards.
Add experienced engineers and delivery leaders to your team exactly when you need them — without the cost, delays, and overhead of traditional hiring cycles.
Engagement Models
- Staff Augmentation: individual specialists — frontend, backend, full-stack, DevOps, QA, BA — integrated directly into your existing team, working to your tools, processes, and standards from day one. The right model when you have a functioning team and delivery structure but need more capacity or a specific skill you don't have internally.
- Dedicated Squads: a complete, self-managing delivery unit — PM/BA + UX/UI + Frontend + Backend + QA — capable of owning a product track or feature stream end to end. The right model when you need a parallel team that can run independently without consuming your internal leads' time to manage and coordinate.
- Delivery Leadership Overlay: senior architects, tech leads, and delivery managers who set technical standards, unblock teams, run architecture reviews, and provide governance and accountability — without displacing your internal leadership. The right model when delivery is slipping and you need an experienced external perspective to diagnose and fix it.
- Fractional CTO / Tech Lead: strategic technical leadership — platform decisions, team structure, vendor selection, technical due diligence, and engineering culture — for companies that need senior guidance at the executive level without the cost and commitment of a full-time hire. Common in pre-Series A startups and companies navigating a significant technical transition.
Common Triggers
- "We need to ship faster but can't hire fast enough": the backlog is growing, sprint capacity is maxed out, and your last three job postings have been open for months with no suitable candidates. The velocity problem is real and compounding — every week of delay is a week of features not shipped, technical debt accumulating, and your team burning out covering gaps. We can have people working in your codebase within days, not after a hiring process that takes quarters.
- "We have a project that needs skills our team doesn't have": a specific technology, platform, or domain — AI integration, SAP Commerce, Kubernetes, mobile, cloud migration — that's needed for a defined track and doesn't justify a permanent hire you'd struggle to keep busy afterward. You need the expertise for the duration of the project, not a full-time employee you're not sure what to do with once it's done.
- "Our lead engineer is leaving and we need continuity": knowledge transfer, codebase stabilisation, documentation of the decisions only one person currently understands, and technical leadership to bridge the gap while you rebuild internally. A key departure without a transition plan is one of the most disruptive events an engineering team can face — and one of the most preventable with the right support in place quickly.
- "We won a large contract and need to staff up immediately": a new engagement, a product launch, or a committed delivery date requires people on the ground now. The 6-month hiring cycle that's normal in any other context would cost you the contract, the client, or the launch window. Surge capacity, the right roles, within the timeline that actually matters — not the one that would be comfortable for a talent acquisition team.
What Makes It Work
- Fast onboarding: profiles matched to your stack, domain, and team culture before anyone starts — so the first week is productive, not spent getting access to systems and reading documentation. Most members are contributing meaningfully within the first week, not the first month, because we've done the matching work upfront rather than treating it as the client's problem to solve after the person arrives.
- Aligned delivery standards: we work with your tools, your branching strategy, your PR review process, and your definition of done — not a generic offshore playbook that creates a parallel workflow your team has to bridge. The goal is zero friction at the integration point, so your leads spend time on delivery, not on managing the coordination overhead of an external team.
- Clear communication: regular syncs, transparent reporting, and a single point of contact for escalations — so when something isn't working, you know about it from us before you notice it in the sprint. No chasing status through multiple layers, no discovering problems at the end of a month when it's too late to do anything about them that week.
- Flexible scaling: add capacity for a sprint, a quarter, or a year, and scale up or down as your roadmap and budget evolve — with no penalties, no minimum commitments that outlast the actual need, and no lengthy renegotiations every time the scope changes. The engagement should fit your delivery reality, not force your delivery reality to fit the engagement.
Roles & Skills We Cover
- Frontend engineers: React, Vue, Angular, Next.js, TypeScript — specialists who write component libraries, optimise rendering performance, and produce accessible, well-tested UI code that other engineers can maintain and extend, not just code that works in a browser today. When frontend work is done by engineers who can technically use the framework but aren't specialists in it, the codebase degrades progressively — inconsistent patterns, missing accessibility, growing bundle sizes, no test coverage — in ways that are expensive to reverse once they've accumulated across a large component tree.
- Backend engineers: Node.js, Python, Java, .NET, Go — engineers who design and build APIs, microservices, data pipelines, and server-side systems with explicit attention to reliability, performance under load, and the operational characteristics that matter in production. The difference between a backend engineer who's thought about failure modes and one who hasn't shows up months after delivery — in database queries that time out under real load, connection pools that exhaust under concurrent requests, and APIs that behave correctly in tests but fail in ways nobody anticipated under production conditions.
- Full-stack engineers: end-to-end feature delivery across frontend, backend, and infrastructure — the right fit for product tracks where context-switching cost is low and you need one person who can own a feature from the database schema to the UI without handoff delays. We recommend full-stack engineers for well-scoped product work where breadth matters more than depth in any single layer, and specialists where the frontend or backend complexity genuinely requires it — the distinction matters, and we'll tell you which situation yours is rather than defaulting to whichever profile is easier to fill.
- Mobile engineers: React Native for cross-platform efficiency, Swift for iOS, and Kotlin for Android — from greenfield apps to complex integrations with device hardware, push infrastructure, and third-party SDKs, with the platform-specific depth that separates apps that feel native from ones that don't. Native-quality mobile requires platform-specific decisions about navigation patterns, background processing, offline handling, and push notification behaviour that engineers without genuine platform depth get wrong in ways that aren't obvious during development and are immediately obvious to users.
- DevOps & platform engineers: AWS, Azure, GCP, Kubernetes, Terraform, CI/CD — the infrastructure and deployment expertise most product teams genuinely can't justify hiring full-time, available for the duration you actually need it rather than as a permanent headcount commitment. Most teams feel this gap as a persistent undercurrent of pain: deployments that require manual steps and senior oversight, environments that drift from production, secrets managed through environment variables nobody audits, and infrastructure that nobody owns until something breaks at the worst possible time.
- QA & test automation: Cypress, Playwright, Selenium, API testing, and performance testing — engineers who build test coverage as a delivery discipline, not a box-ticking exercise, and who treat a passing suite as something worth trusting rather than something to work around. Test suites built by engineers who treat quality as a secondary concern produce green CI builds and production bugs simultaneously — coverage that hits the happy paths and systematically misses the state transitions and edge cases that real users encounter first.
- Tech leads & architects: senior technical leadership embedded in your team — setting standards, reviewing architecture decisions, unblocking engineers, running technical interviews, and mentoring your people while they're there, leaving the team in a better technical position than they found it. Beyond code review, these are the people who catch the architectural decisions that will be expensive to reverse before they're locked in — data model choices, API contract decisions, service boundary calls — and who give junior and mid-level engineers the context to make better decisions independently rather than escalating every uncertain choice.
- BAs, PMs, & UX designers: discovery, requirements, roadmap management, and design — the full delivery capability beyond engineering, for teams who need more than code and have a product or programme that requires the whole discipline to deliver properly. Discovery and design work done by engineers who aren't trained in those disciplines consistently underestimates requirements complexity, sequences the highest-effort features before the highest-value ones, and produces interfaces that look correct in Figma and confuse real users in production — because the skills that make a good engineer don't automatically transfer to product thinking or user-centred design.
How We Match & Onboard
01
Requirements Intake
We understand your stack, team dynamics, delivery standards, and specific role needs — not just a job description.
02
Profile Matching
2–3 curated profiles within days — people we know, whose work we trust, matched to your context. Not a CV dump.
03
You Choose
You meet the candidates and make the final call. We don't assign people to clients without their sign-off.
04
Active Onboarding
Structured first week, active check-ins, and ongoing performance alignment to make sure things are working — for both sides.
Who It's For
- Engineering teams under delivery pressure: you have the roadmap, the architecture, and the standards — you just need more hands you can trust to operate to them without adding management overhead. The bottleneck is capacity, not capability, and you need it resolved in days rather than the months a hire would take.
- Product companies moving fast: building new features faster than your internal hiring pipeline allows, in a market where the speed of delivery is a competitive variable. You can't afford to slow down while you hire, and you can't afford to cut corners on quality to maintain pace — augmentation is how you do both.
- Enterprises running multi-track delivery: specific technical skills needed for defined tracks — AI integration, cloud migration, ecommerce platform work, security hardening — where the alternative is spinning up a separate vendor relationship for each one, with all the overhead, context loss, and coordination cost that creates.
- Startups that need a full team now: full delivery capability — engineering, design, QA, and delivery management — available today, without the 12-month process of hiring, onboarding, and building a team from scratch while your runway is counting down and your window in the market is open.
Why Kubrik for Talent Support
- We know the people we place: we don't search job boards, collect CVs, and forward the ones that look close enough. Every person we propose is someone whose work we've seen directly — code we've reviewed, systems we've seen them build, delivery situations we've watched them handle. We'd put them on our own client engagements, which is often exactly what we're doing. That's a fundamentally different level of confidence than a recruiter's reference check.
- Domain depth across the stack: from SAP Commerce Cloud and Magento to AWS, Kubernetes, and Terraform to React, React Native, and mobile — we place specialists who know the technology you actually need, not generalists described in the right terms. When you need a Hybris developer, you get someone who has delivered Hybris projects. When you need a platform engineer, you get someone who has run Kubernetes in production under real load.
- Integrated, not outsourced: the people we place join your standups, follow your branching strategy, use your Jira or Linear board, and report to your leads. They operate to your definition of done, your code review standards, and your deployment process — not a separate offshore playbook that creates a coordination layer between you and your own delivery. The goal is that your team barely notices the boundary, because there effectively isn't one.
- No lock-in, no surprises: transparent pricing, clear contracts, and the ability to scale down or end the engagement without penalties, notice periods measured in months, or painful commercial renegotiations. We'd rather you scale down cleanly when the project phase ends and come back when the next one starts than trap you in a commitment you're trying to exit. Our commercial model is built around making it easy to keep working with us — not hard to stop.
Results You Can Expect
People in your codebase and contributing to your sprints within days — not the weeks or months a traditional hiring process would take. Team continuity through leadership gaps, unexpected departures, and sudden scope increases without the delivery disruption those events normally cause. Flexible capacity that scales in both directions as your roadmap evolves, with no penalties when you need less. And engineers and leaders who leave your codebase, your processes, and your team in better shape than they found them — because they operated to your standards, treated your product as their own, and brought the kind of ownership that short-term contractors rarely do.
