IT staff augmentation: dedicated developers who join your team

IT staff augmentation is a model where an outside company provides its own engineers to work inside your team on a dedicated basis. The engineers join your sprints, your standups and your tools, and you direct their work day to day exactly as you would an internal hire. They stay employed by SpiderHunts, so you carry no recruitment cost, no payroll and no long hiring cycle. It is often the fastest way to add senior engineering capacity without changing how your team already works.

No. SpiderHunts is not a recruitment agency and not a traditional staffing agency. We do not recruit candidates for you, send you CVs to screen or handle permanent placements. Every engineer who joins your team is one of our own senior in-house engineers, employed by SpiderHunts and accountable to us for quality. You manage their work day to day; we handle their employment, payroll and performance. That is staff augmentation, not recruitment.

An IT staffing agency sources, screens and places candidates, then invoices a commission; its involvement usually ends at the placement and the person joins your payroll. A staff augmentation company provides engineers it already employs, who work inside your team while staying on its payroll, and it remains accountable for their performance for the whole engagement. Use a staffing agency for permanent headcount. Use augmentation when you need capacity now without adding permanent staff.

Yes. SpiderHunts Technologies Ltd is registered in the UK with its office in London, and our engineers are based in Lahore. We provide developer team augmentation to UK companies on UK contracts with GDPR-aware engineering practice, and to teams in the USA, Canada, Europe and Australia with an agreed daily overlap.

Our engineers are our own employees, not candidates we found for you. We recruited them, vetted them and trained them, and they have been shipping production code inside our company before they join a client team. We match on the stack, seniority and domain you need, and then you run your own technical and cultural interviews before anyone starts. Nobody joins your team without your approval.

Yes, and we encourage it. After a short discovery call we propose engineers whose skills match the role you described. You interview them exactly as you would any candidate, technically and culturally. If none of the engineers we propose are right, we propose different ones.

Usually within days to weeks, compared with the months a permanent senior hire takes once sourcing, interviews and notice periods are counted. The main variables are how quickly you can interview and how fast you can provision access to your repositories, environments and tools.

Our engineers work remotely with a daily overlap with your working hours, agreed before the engagement starts and set out in your contract. For teams in the USA we can shift hours so that standups, code reviews and pairing happen live rather than over email. We agree the overlap window up front because remote engineering depends on it.

You pay a monthly rate per engineer that depends on seniority, how scarce the skill is, how many engineers you need and how long the engagement runs. As an indicative guide, a senior developer is £3,500–£5,000 a month, a senior AI, data or DevOps specialist £4,500–£6,500, and a lead engineer £5,500–£7,500. We confirm a clear rate per engineer after the discovery call. There are no recruitment fees, placement fees or commission on hire, because we are not a recruiter.

With project outsourcing you hand over a defined scope and the vendor manages delivery. You get an outcome, but you give up day-to-day control and the knowledge often leaves when the vendor does. With staff augmentation you keep control: our engineers work inside your team, on your roadmap, in your repository, and the knowledge stays in your codebase. Outsource when the scope is fixed and separate from your core product. Augment when the work is core and you want to own it. If a full custom software build would be cheaper, we will say so.

Tell us early. If an engineer isn’t the right fit, we’ll work with you on a replacement and on a handover that keeps disruption to your sprint as low as possible. You can also scale the team down on agreed notice as your needs change — you are adding capacity, not committing to permanent headcount.

Honestly, no. We are not a recruitment agency and we do not place external candidates with client companies, run job listings for clients or pass CVs on. The engineers who work on client teams are employed by SpiderHunts directly. If you would like to be considered for a role at SpiderHunts itself, use the contact form on our homepage. This page is written for companies that want to add engineers to an existing team.