Offshore talent

Scale your delivery. Not your payroll.

Dedicated developers, QA engineers, and social marketing experts from Pakistan — assessed, interviewed by you, and embedded in your tools. Senior-grade output without recruitment fees, payroll burden, or long-term lock-in. How we vet · Browse available team.

16+
Years placing technical and marketing talent
3–5 days
To a shortlist of assessed profiles
2–3 wks
To a working team member
30 days
Notice to scale a team down

Four talent verticals, one partner

Every professional is assessed on skill, English, and client-facing readiness before you see a CV. You interview. You approve. You keep control.

Software development

Full-stack engineers who ship production code inside your sprints, your repo, and your standards.

Role details

QA and test engineering

Dedicated quality ownership so your developers stop testing their own work and get back to building.

Role details

Social marketing and growth

Specialists who run the channel end-to-end — strategy, content, paid, and reporting on pipeline, not vanity.

Role details

UI/UX and creative

Design and video talent so the product and the pipeline look like they belong to a bigger company.

Role details

Your growth is capped by hiring cost, not demand

Most software houses and product teams are not short of work — they are short of margin. A local hire commits you to months of recruiting and overhead you cannot reverse when a project ends.

Lower cost per seat

A fraction of a fully-loaded local hire, with no hidden employer overhead sitting on your books.

Faster start

Shortlists in a few working days. A productive team member inside two to three weeks.

Zero overhead

No recruitment fees, payroll tax, benefits, hardware, office space, or HR admin on your side.

Elastic capacity

Scale a team up for a launch and back down after — on 30 days' notice.

Overheads you stop paying

Recruitment and agency fees
Employer payroll taxes
Health and benefits packages
Laptops and equipment
Office space and desks
Paid leave and sick cover
HR and payroll administration
Severance and redundancy risk
Training and certification
Per-seat software licences

Three ways to engage

Dedicated, fractional, or a managed pod. We match the shape to the load. Pricing is quoted after we understand the role — send a job description and we will come back with a commercial.

Dedicated full-time

The closest thing to an in-house hire. Best when the role is a standing seat on the team.

Best fit: One or more specialists working only for you, in your tools and your daily stand-up.

Embedded in your stand-up, repo, and chat
A delivery lead who owns cover and reporting
Room to grow into a pod when the roadmap needs it

Part-time / fractional

Enough hours to own the job, without paying for idle time. We agree the weekly rhythm up front.

Best fit: A QA function, a social channel, or a maintenance load that does not yet justify a full head.

A named person, not a rotating bench
Overlap hours you can actually use
A path to full-time if the load grows

Managed pod

You get one weekly report and one accountable lead. Useful for an MVP, a launch, or a white-label delivery bench.

Best fit: A ready-made squad — developers, QA, designer, and a delivery lead who owns the outcome.

Multi-role team scoped to the next two quarters
Sprint ownership and written handover
Scale roles in or out on 30 days' notice

Included with every seat

Dedicated workstation and equipment
Delivery lead oversight
Weekly progress reporting
Replacement and leave cover
NDA and IP assignment from day one
Timezone overlap hours

Monthly invoice, fully time-tracked. Thirty days' notice to scale down. No placement fee. Free replacement if someone is not the right fit.

How software houses actually use our teams

Six engagement patterns we see repeatedly. Named references are available on request. These describe typical situations, not guaranteed results.

Digital agency · UK

The agency capacity ceiling

Challenge. A small agency was turning away retainers because every new client meant a local hire they could not justify.

Our team. White-label developers and a QA engineer, working inside the agency's own Jira, Slack, and Git — invisible to the end client.

Result. Delivery capacity roughly doubled within a quarter. Gross margin per project improved, and no local headcount was added.

B2B SaaS · United States

Releases that stopped slipping

Challenge. Developers were testing their own work. Regressions kept reaching production and the monthly release date had become a suggestion.

Our team. A dedicated QA pod — automation plus manual testers — who built a regression suite and wired it into CI.

Result. Release cadence moved from monthly to fortnightly, escaped defects fell, and senior developers went back to building features.

Software house · Australia

Coverage the clock could not give them

Challenge. Enterprise support SLAs were impossible to meet from a single timezone without a night shift nobody wanted to work.

Our team. A support and maintenance squad in Pakistan covering the Australian morning and the European overlap, with a daily written handover.

Result. Near round-the-clock response without a local out-of-hours rota, and SLA penalties eliminated.

Product company · Europe

A marketing engine, not a midnight hobby

Challenge. A strong product with no consistent social presence. The founder was writing posts at midnight and buying ads on instinct.

Our team. A social marketing pod: strategist, content and reel editor, and a paid-ads specialist reporting on pipeline.

Result. A publishing cadence that finally held, a steady flow of inbound demo requests, and acquisition cost below the previous agency retainer.

Funded startup · North America

MVP to market in one quarter

Challenge. The runway allowed for one senior local engineer. The roadmap needed a product manager, two full-stack developers, a designer, and QA.

Our team. A managed pod of five with a single delivery lead accountable for the sprint.

Result. A working MVP shipped in roughly twelve weeks without adding that local senior as the entire team.

Enterprise vendor · Middle East

Freeing the seniors from legacy

Challenge. The most experienced developers were consumed by legacy maintenance and a bug backlog, while the new product line stalled.

Our team. An offshore maintenance squad took ownership of BAU support, the bug queue, and the legacy Laravel and .NET codebase.

Result. Senior in-house engineers returned to roadmap work within a month, and backlog age dropped instead of growing.

Sixteen years of getting this right

16+ years of specialist experience

We have been assessing and placing technical and marketing talent since before offshore delivery was fashionable.

You hire, we handle everything else

Recruitment, payroll, taxes, equipment, workspace, HR, and cover for leave all sit with us.

Real timezone overlap

Pakistan sits at UTC+5 — live overlap with the UK and EU, mornings with Australia, early starts with US East.

NDA and IP assignment from day one

Your code, designs, accounts, and data remain yours. Signed before onboarding.

A delivery lead, not a body shop

Someone senior is accountable for output, weekly reporting, and escalation. You are never managing strangers alone.

Free replacement, 30-day exit

No placement fees, no multi-year lock-in, no penalty for scaling back when a project ends.

Documented handover

Work is written down as it happens, so knowledge stays in your repo and wiki rather than in one person's head.

If a team member is not delivering to the standard you approved, we replace them at our cost — and we do not bill you for the ramp-up of their replacement.

Send us one job description

Within five working days you will have two or three assessed profiles and a confirmed start date — at no cost and with no obligation. We quote the seat after we understand the role. Or browse people who are free to interview now.

Talk about offshore talent

View available team profiles