Technical & Operations Staffing
Engineers Who Join Your Team and Work the Way You Already Work
Staff augmentation is not a delivery contract. The people we place sit in your standups, commit to your repositories and take direction from your leads. We handle selection, contracts, notice and replacement — the work and the ownership stay with you.
You Write the Brief. We Shortlist Against It.
A role description that is only a list of technologies produces a shortlist that only matches keywords. So we start from the work: what this person owns in their first quarter, whose review they need, and what about your codebase will surprise a newcomer. We source against that, and you interview everyone before anyone starts.
- A brief written around the work, not a keyword list
- You interview and approve every person before they start
- Contracts, invoicing and equipment handled on our side
- Notice periods and replacement terms set out up front
- IP assignment and access scope agreed before day one
What Teams Most Often Ask Us to Cover
Architecture & Technical Leadership
Someone to hold the shape of a system across teams — integration boundaries, migration sequencing, the decisions that are expensive to reverse. Often a fixed-term or part-time need rather than a permanent seat.
Application Developers
Backend, frontend and mobile engineers working inside your repositories, your review process and your release cadence. Briefed against a named stack rather than a generic full-stack slot.
Cloud, DevOps & Infrastructure
Pipelines, environments, cost and access. This is where the permissions being requested are real, so scope and approval routes are agreed before the first day rather than during it.
QA & Test Automation
Manual testers and automation engineers working in the same sprint as the people writing the code, instead of forming a separate gate at the end of it.
Operations & Business Process
Support desks, release coordination, data handling and back-office workflow — roles that keep delivery moving but rarely justify a permanent hire on their own.
Onshore, Offshore or Hybrid
Where people sit changes what works. Overlap hours, review turnaround and who runs standup matter more than the label, so we settle those before deciding the mix.
The Stacks We Source Against
We brief and screen against a named stack rather than a general seniority band, because "senior engineer" means something different in every company. If a role needs something not listed here, tell us — sourcing for it is a conversation, not an automatic yes.
Application Development Talent
4 core skills
- Node.js
- React
- Python
- Java
Cloud & Infrastructure Talent
4 core skills
- AWS
- Azure
- Docker
- Kubernetes
QA & Automation Talent
4 core skills
- Selenium
- Cypress
- Jest
- Postman
What Makes Augmentation Work — and What Makes It Fail
Failed staff augmentation tends to look the same from the outside: someone arrives, nobody owns their first fortnight, and three months later everyone quietly agrees it didn't work. We insist on the things below because they are what usually goes wrong.
Selection You Can See
We screen for the stack, for how someone explains a decision, and for whether they will speak up when a task looks wrong. Then you interview everyone on the shortlist — nobody joins your team on our word alone.
A Ramp With an Owner
First week: access, environment, one small real change shipped. A named person on your side answers questions. Placements fail most often because nobody was responsible for those first two weeks.
Hours That Actually Overlap
Location matters less than overlap. We agree the hours the role has to be reachable, and who runs standup, before anyone is placed — rather than after the first missed handover.
One Rate, Written Down
A rate per person, with notice and any replacement terms in the contract. Equipment, payroll and local employment obligations sit with us, not with your finance team.
Day-to-Day Direction Is Yours
Your leads assign work, review code and set priorities. We stay involved for contract, continuity and performance conversations — but we don't run a second management layer over people embedded in your team.
Handover Is Part of the Deal
When a placement ends — at notice or as planned — what they know gets written down and walked through before the last day. Nobody should leave holding the only copy of how something works.
How the Engagement Is Actually Structured
The model decides who carries which risk — and what happens if the fit is wrong. Worth choosing deliberately rather than inheriting whatever the first contract happened to say.
Dedicated Placement
One person, your team, full time and open-ended. Suits work that keeps coming, where most of the value is in somebody knowing the system deeply rather than in raw hours.
Fixed-Term Cover
A defined stretch — a migration, a launch, a parental leave. Everyone knows the end date from the start, which makes it far easier to insist on a handover plan.
Contract to Hire
Work together first, convert later if it fits. Conversion terms and any fee are agreed at the outset, so nothing gets renegotiated once people are attached to each other.
Onshore, Offshore, Hybrid
Decided by overlap hours and review turnaround, not by rate card alone. A cheaper hour that adds a day to every review is not a cheaper hour.
How Selection Works
We source against your brief, screen on the stack and on how a candidate reasons out loud, then send a short list with our notes. You run your own interviews and make the call.
Notice and Replacement
Notice runs both ways and sits in the contract. If a placement isn't working, say so early — replacement terms are agreed before anyone starts, not negotiated during a bad month.
Sectors These Roles Usually Sit In
Fitness and wellness apps
Mobile engineers who have shipped against wearables, subscription billing and offline sync.
E-learning platforms
Backend and video work, plus QA that understands what term-time load does to a release plan.
Food and delivery
Real-time dispatch, mapping and payment integrations, where changes ship into live traffic.
HR and workforce systems
Data-heavy backend roles and integrations with systems your team does not control.
Banking and financial services
Roles that need tighter access scoping, audit trails and change control from the first day.
Media and streaming
Encoding, delivery and front-end work under traffic that peaks sharply and briefly.
The Parts People Only Ask About Later
IP and ownership
Work produced for you is assigned to you, settled in the contract before anyone opens an editor. It is a far harder conversation once the code exists and nobody wrote down who owns it.
Access and security
Access is scoped to the role and granted through your systems, so you can see it and revoke it without asking us. Devices, multi-factor authentication and network conditions are agreed up front, and we work to your policy where it is stricter than ours.
Confidentiality
Placed engineers sign confidentiality terms covering your data, your customers and anything they see in the course of the work. Where your own agreements need to apply instead, we sign yours rather than argue about paper.
Continuity
Notice runs both ways, handover is scheduled rather than improvised, and what someone learns about your system gets written down while they are still there to correct it.
Got questions?
How are candidates selected?
We start from your brief — the work, not a keyword list — and source against it. Screening covers the named stack, how a candidate reasons through a problem out loud, and how they behave when a task looks wrong to them. You then interview every shortlisted person yourself and decide. We don't claim a standard vetting rate or a ranked pool; the shortlist is only as good as the brief it was built from.
Who manages the people you place?
Your leads do. They assign work, review code and set priorities, the same as for anyone else on the team. We stay responsible for the contract, for continuity, and for performance conversations if one is needed — but we don't run a parallel management layer over someone sitting in your standup.
How long does it take to get someone started?
It depends on the role, the stack and how tightly scoped the brief is — a common backend role moves faster than a narrow specialism. We would rather give you a realistic date once we've seen the brief than quote a standard turnaround here. Access, equipment and contracts usually take longer than people expect, so we start those in parallel.
What happens if a placement isn't working out?
Tell us early. Notice runs both ways and is written into the contract, along with the terms for replacing someone. Raising it in week three is a much better conversation than raising it in month four, and no one benefits from a placement that everyone has privately given up on.
How are IP, access and confidentiality handled?
Work produced for you is assigned to you, and that is settled in the contract before anyone opens an editor. Access is scoped to the role and granted through your own systems so you can see and revoke it. Placed engineers sign confidentiality terms covering your data and your customers — and where your own agreements need to apply instead, we sign yours.
Vetted by the vendor, not just by us.
A partner badge is granted, not claimed. These came from Odoo.
- Odoo Partner
- Odoo Certified Consultants
Tell us what you're
trying to build
The problem, who it's for, and where you are now. That's enough for us to come back with something useful.
hello@aryavos.com
HQ
Noida, India & New York, USA
What happens after you send it
A developer reads it, not an auto-responder. Expect questions about scope and constraints first, then a suggested way to start.