Service · Teams and talent

We don’t send résumés. We send engineers who passed the screening.

Engineers do the screening, to the same standard we work by. If someone wouldn't pass it to join our own team, we don't propose them to you.

Discuss a role See the models

Why you're here

It's almost always one of these four situations

“We have more work than people”

The roadmap is slipping and your team can't keep up. → Team augmentation

“It needs to be built and we have no team”

You know what you need, but not who will build it. → Delivery cell

“We want to hire, but without getting it wrong”

A bad hire is expensive and an interview isn't enough. → Try before you hire

“We can't find the profile”

You've been searching for a while or have no way to assess it technically. → Direct placement

Models

Four ways to work with our talent

What changes between them is who directs the work, what you're buying and whose payroll the person ends up on.

Team augmentation

Engineers who join your team, your process and your tools.

This is for you if…: Your team knows what needs to be done but doesn't have enough hands. Your roadmap is behind or you're missing a specific skill.
What you get: Technical capacity that is already screened, without running your own hiring process.
You: Direct the day-to-day work and set priorities.
Us: Source, screen and manage the contractual relationship with the person. We follow up on their performance.

Delivery cell

A complete team with a technical lead, committed to deliverables rather than hours.

This is for you if…: You have a product or project to build but no technical team, or yours can't take it on.
What you get: An outcome: working software as agreed, without managing each person.
You: Define what needs to be achieved and validate each delivery.
Us: Assemble the team, lead it and answer for the quality of what is delivered.

Try before you hire

The person works with you through us and, if it's a fit, joins your payroll.

This is for you if…: You want to grow your in-house team, but a bad hire is expensive and an interview alone isn't enough to decide.
What you get: The chance to see the person working in your context before hiring them directly.
You: Direct the work and decide whether to move to a direct hire.
Us: Source, screen and manage the contractual relationship during the trial period.

Direct placement

We find the engineer and you hire them from day one.

This is for you if…: You've already decided to hire onto your payroll, but you can't find the profile or your team has no way to assess it technically.
What you get: Candidates who already passed a technical assessment done by engineers, not just recruiters.
You: Interview the finalists, choose and hire.
Us: Source, screen technically and introduce only those who passed.

The difference in one table

Question	Team augmentation	Delivery cell	Try before you hire	Direct placement
Who directs the daily work?	You	Us	You	You
What are you buying?	Capacity	An outcome	Capacity, with the option to hire	A hire
Who holds the person's contract?	Turpial	Turpial	Turpial, then you	You
Does the person end up on your payroll?	No	No	If it's a fit	Yes, from the start

The screening

Three stages before we propose anyone

Track record review

What they built, what failed and what they learned.

Real technical test

A problem similar to the one they'll solve on your team. No whiteboard puzzles.

Technical interview with our leadership

Architecture or quality, depending on the profile.

Questions

About hiring through us

How do I know which model fits?

Start with two questions: who will direct the daily work, and do you want the person to end up on your payroll? If you direct and don't need to hire them, it's team augmentation. If you want an outcome without managing people, it's a delivery cell. If you want to hire but test first, it's try before you hire. If you've already decided to hire, it's direct placement. If it's not clear, we'll sort it out in the first conversation.

What is the screening process?

A three-stage technical screening: track record review, a real technical test and a technical interview with our development or quality leadership, depending on the profile.

What time zone do you work in?

The team aligns with the client's working hours. Venezuela shares business hours with the US East Coast for much of the year, which makes working in real time easier.

Do you offer other models?

We're formalizing additional models. If your case doesn't fit any of these four, tell us about it.

Next step

Tell us what profile you need.

We'll tell you whether we have it and which model makes the most sense for your case. If we don't have it, we'll tell you that too.

Discuss a role See how we work