Perfect Fit, Regardless of Size
CodeTech works with engineering leaders across company stages who share one thing in common.
They need qualified engineers contributing to real work now, not in 90 days.
Enterprise Teams
You have the budget but your internal recruiting process moves slower than your product roadmap demands. Requisitions sit open for months. Approved headcount goes unfilled quarter after quarter while your existing engineers absorb the extra load and start updating their LinkedIn profiles.
CodeTech fits here when:
- Your engineering org has 100 or more developers and you need to augment specific teams without the overhead of a full time hire cycle.
- You are running a multi quarter product initiative and need three to five additional engineers embedded inside your existing scrum teams by next sprint.
- Your procurement team requires a vendor that can pass security, compliance, and data handling reviews without slowing down the engagement.
- You have been burned by a staffing vendor who sent impressive resumes and delivered underwhelming engineers. You need a partner willing to put their margin on the line to prove quality before you commit.
Example scenario: “A VP of Engineering at a $2B financial services company needs four full stack engineers for a platform migration. Internal recruiting has produced two qualified candidates in 60 days. Two product launches are now at risk. CodeTech delivers four pre-vetted engineers within two weeks. The migration stays on schedule. The VP stops explaining delays to the CIO”.
Small and Midsize Businesses
You do not have a recruiting department. You might not even have a dedicated HR team. Your CTO or engineering lead is splitting time between building the product and reviewing resumes, and both are suffering because of it.
Every week you spend searching for the right developer is a week your product falls further behind competitors who already have a full team.
CodeTech fits here when:
- Your engineering team is between 10 and 50 people and losing even one developer creates a visible gap in your sprint velocity.
- You cannot justify paying $180,000 to $220,000 for a senior US based engineer but you refuse to compromise on quality just to fit the budget.
- You need your technical leadership focused on architecture and product decisions, not conducting screening interviews three afternoons a week.
- You want a staffing partner that feels like an extension of your team, not a vendor you have to manage.
Example scenario: “A CTO at a 40 person B2B SaaS company has been trying to hire two backend engineers for three months. The best candidates are getting pulled away by Big Tech offers he cannot match. His lead architect is now splitting time between system design and code review for junior contractors who are not cutting it. CodeTech places two senior backend engineers within 10 days at 50% of the cost of a domestic hire. The CTO goes back to building product. The architect goes back to architecting.”
Startups and Founder Led Teams
Every dollar matters. Every week matters more. You are building toward a launch, a funding milestone, or a customer commitment and you cannot afford to wait three months for a recruiter to find someone who might work out.
You need engineers who can operate with minimal oversight, adapt to a fast moving codebase, and contribute meaningful work without needing a structured onboarding program that you do not have time to build.
CodeTech fits here when:
- You are a technical founder who needs two to three engineers to accelerate development without burning through runway on US market salaries.
- You just closed a funding round and your investors expect to see product velocity in the next 90 days, not a hiring plan that takes 90 days to execute.
- You are pre revenue and need engineers who are comfortable with ambiguity, changing priorities, and building things that did not exist yesterday.
- You need to stretch a $500K engineering budget into a team that would cost $1.5M domestically without sacrificing the talent level that your product demands.
Example scenario: “A two person founding team just closed a $3M seed round. Their investor deck promised a beta launch in four months. They need three full stack engineers immediately but they cannot compete with FAANG salaries and they do not have time to run a traditional hiring process. CodeTech places three engineers within two weeks at a combined monthly cost lower than a single senior US hire. The beta launches on schedule. The next investor conversation starts with traction data instead of excuses.”
A Smart Alternative to Traditional Outsourcing Markets
COMPARED TO WESTERN EUROPE
Lower costs with similar technical quality.
COMPARED TO ASIA
Better time zone alignment and stronger cultural compatibility.
COMPARED TO LOCAL HIRING
Faster hiring and greater flexibility.
What Our Customers Say
