Talent
Engineers who adapt to your team and the way it already works.
Specialists selected for technical judgment and for how well they communicate, available for international collaboration.
Request talentEngagement models
Four ways to add capacity.
The difference is who directs the daily work and who answers for delivery.
01
Embedded specialist
When to use it: A specific role is missing inside a team that already works.
Commercial unit: Role per period
02
Dedicated cell
When to use it: You need sustained speed and continuity against an objective.
Commercial unit: Team per month
03
Fractional leadership
When to use it: You need architecture or delivery judgment without a full-time hire.
Commercial unit: Hours or defined periods
04
Managed project team
When to use it: The outcome is defined and the responsibility should be ours.
Commercial unit: Scope, schedule, and milestones
Roles
The roles we staff.
A team is assembled for a specific commitment. That is why we talk about roles and models rather than a headcount number we could not back up.
AEM Developer
Mid to Senior
- AEM
- HTL
- Sling Models
- OSGi
Available as: Any of the four models
AEM Tech Lead
Senior
- AEM
- Arquitectura
- Gobierno
- CI/CD
Available as: Any of the four models
React Frontend Developer
Mid to Senior
- React
- TypeScript
- Accesibilidad
Available as: Any of the four models
Full Stack Developer
Mid to Senior
- React
- Node.js
- APIs
- SQL
Available as: Any of the four models
Flutter Developer
Mid to Senior
- Flutter
- Dart
- Firebase
Available as: Any of the four models
Cloud / DevOps Engineer
Mid to Senior
- GCP
- Firebase
- DigitalOcean
- Docker
Available as: Any of the four models
QA Automation Engineer
Mid to Senior
- Pruebas
- Automatización
- CI
Available as: Any of the four models
Software Architect
Senior
- Arquitectura
- Integraciones
- Seguridad
Available as: Any of the four models
Technical Project Manager / Delivery Lead
Senior
- Delivery
- Documentación
- Riesgos
Available as: Any of the four models
Process
From the gap to the first commit.
Define the role
What the person has to solve, who they work with, and how you will know it is working.
Evaluation
Technical judgment, communication, and how they document. Not just a technology interview.
Presentation
We present candidates with their context and their limits. You decide, and interview if you want to.
Onboarding
Access, product context, and agreed first deliverables for week one.
Follow-up
Regular check-ins with the engineer and with you. If the fit is off, we correct it early.
The distinction
Staff augmentation is not a managed project.
Confusing the two is where most bad vendor experiences begin.
| Dimension | Staff augmentation | Managed project |
|---|---|---|
| Who prioritizes | The client | Editando Ideas, against agreed objectives |
| Responsibility for the outcome | The client | Editando Ideas |
| Scope | Variable, driven by the backlog | Defined, with acceptance criteria |
| What you see | The engineer's daily work in your tools | Incremental releases and progress reporting |
| Where the risk sits | In your planning | In our estimate |
Selection
How we evaluate.
Four criteria. Technical skill is necessary and not sufficient.
- Technical judgment: not only what they can build, but what they decide not to.
- Communication: explaining a problem to someone who is not an engineer.
- Documentation: leaving work in a state someone else can pick up.
- Accountability: raising a flag early when something is going sideways.
International delivery
Is your team outside Mexico?
We work with companies in the United States, Spain, and Latin America. The questions that actually block a cross-border contract — invoicing, code ownership, data protection, time zones — have their own page.
See how we work from MexicoQuestions
What people usually ask.
How many engineers do you have?
We answer with models and roles rather than a headcount number. A team is assembled for a specific commitment: what matters is the capacity we can commit to your case and by when, and that needs your context on the table.
What happens if the assigned specialist leaves?
Continuity is our responsibility, not yours. The work is documented from day one precisely for this, there is a handover between the person leaving and the person arriving, and the replacement is on us. That is exactly the difference between hiring a consultancy and hiring a freelancer.
Who owns the code?
You do, unless agreed otherwise in writing. We state it before you ask because it is the question that surfaces late and costs the most to resolve.
Do you work in our tools and our process?
Yes. In staff augmentation and embedded cells, the repository, the board, the ceremonies, and the standards are yours. We do not bring our own process to layer on top of one that already works.
Can we start small?
Yes, and it is usually the sensible move. A short period against a narrow objective tells you more about fit than any interview.
Tell us what capability your team needs.
With the context we can say which role fits and under which model.