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Add senior engineers to your team without a hiring cycle

IT staff augmentation for teams with a backlog and no headcount. We put vetted senior engineers into your repository, your sprint and your standups. They work to your lead, your standards and your release process.

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What this covers

Add senior engineers to your team without a hiring cycle, end to end.

AI engineers

People who have taken agents and copilots past the demo: retrieval, evaluation, guardrails, monitoring and rollback. They work with your data and your risk appetite, not a generic template.

Full-stack product engineers

React, TypeScript and modern back ends, in your repository and your review process. They pick up tickets from your board and ship them the way your team ships, rather than building a parallel version of your product.

Webflow and Shopify builders

Marketing sites, stores and templates built so your marketing team can edit them without a developer. Useful when a launch is coming and your engineers should be on the product instead of landing pages.

Headless CMS and integration engineers

Webflow CMS and Strapi builds, plus the integrations that connect them to the rest of your stack. They model the content properly, so editors are not raising a ticket to change a heading.

Product designers

Flows, prototypes and a design system your engineers can build against without guessing. They join your reviews, so the design that ships is the design that was agreed.

Platform and DevOps engineers

Pipelines, environments, monitoring and release process. The people who make a deploy boring: alerts that mean something, a rollback that works and security updates that actually get applied.

How it runs

Plan. Build. Run.

01

A 30 minute call

You tell us what is stuck: the work, the stack, the seniority and how long you need it for. We tell you honestly whether staff augmentation is the right shape, or whether a scoped build would serve you better.

02

Named profiles and interviews

We put forward specific people with the relevant experience, not a bench summary. You interview each of them and run your own technical exercise if you want. A no costs you nothing and we go again.

03

Onboarding into your process

Before day one we agree access, environments, working hours and who they report to. They join your standups, your board and your review process, so the first contribution goes through the same gate as everyone else's.

04

Review, extend or hand back

We check in on a fixed cadence: what shipped, what is blocked, whether the mix of skills is still right. Scale up, scale down or end it on the agreed notice, with a written handover either way.

Why infoloop

We do not hand over and leave.

  • Senior people, matched to the workWe put forward people who can do the specific job, not whoever is free. If we do not have the right person, we say so rather than sending an approximation and hoping it works out.
  • They work your way, not oursYour repository, your tracker, your definition of done, your release process. Augmentation only pays off if the person disappears into the team, so we do not run a parallel process alongside yours.
  • We build products, not just supply hoursThe same people build our own systems and client products: 50+ products shipped across 6 countries, at a 4.8 average rating. They arrive knowing what production actually looks like.
  • Knowledge is written down as they goDecisions, runbooks and open threads are documented while the work happens, not scraped together in a final week. When someone rolls off, your team keeps what they knew.
  • We stay after the handoverMost shops hand over and leave. If you want it, the work moves onto our managed retainer: monitoring, fixes with agreed response targets, security updates and a monthly report.

What you get

Every engagement includes these, in writing, before work starts.

  • Named profiles before you interview, and you meet every person before they start.
  • A written scope: role, seniority, start date, notice period and rate, agreed up front.
  • Full ownership of code and IP from the first commit, stated in the contract.
  • An access and environment checklist, so the first week is not spent waiting on logins.
  • Work in your tracker, your branches and your definition of done.
  • A written handover of code, decisions and runbooks before anyone rolls off.

Who this is for

Three situations where this is the right call.

A role has been open for months

The roadmap is slipping while you interview. Augmentation puts a senior person on the work now and lets the search keep running in parallel, so your delivery date stops depending on when someone accepts an offer.

Specialist work you will not hire for

One AI agent to get into production, one Shopify replatform, one CMS migration. You need the skill for a defined stretch, not forever, and a permanent hire would be idle once it is done.

A team that has built it but never run it

Your engineers are good, but nobody has taken an AI feature past a demo, or carried a store through a peak. Bringing in someone who has done it once already is cheaper than learning it on your customers.

Proof

Software we built, and still run.

Hire a dedicated team

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Questions

What buyers ask us first.

What is IT staff augmentation, and how is it different from outsourcing a project?
Staff augmentation means individual engineers join your existing team and work under your lead, on your backlog, in your tools. You keep priorities, code review and the definition of done. Outsourcing hands a whole outcome to a supplier who runs it their way. infoloop does both, and will tell you which fits: if you have a working team with a gap in it, augmentation is faster; if you have no team and a fixed outcome, a scoped build is usually the better deal.
What does it cost, and how is an engagement structured?
People are priced monthly per person, based on the role, the seniority and how long you need them. We do not publish a rate card, because a senior AI engineer and a Webflow builder are not the same purchase, and a short burst is not the same as a long engagement. The shape is always the same: a 30 minute call, then a written scope with the role, the rate, the start date and the notice period, agreed before anyone starts. There is no charge for interviews, and you can scale up, scale down or stop on the agreed notice.
How do you vet people, and what happens if someone is not right?
Every person we put forward is assessed on the actual work: a technical conversation, past code or builds, and how they behave in a review. You then interview them yourself and run your own exercise if you want to. Saying no costs you nothing and does not slow anything down; we go again. If someone starts and is not working out, tell us early and we replace them at our cost, with the handover written up so the next person is not starting from zero.
Can they work in our stack, tools and security requirements?
Yes, that is the point of the model. They work in your repository, your tracker, your Slack or Teams, your branching and review rules, and to your definition of done. Access is least-privilege and agreed before day one, NDAs are signed by us and by the individual, and we work to your own onboarding and security checks rather than asking for exceptions. If your stack is unfamiliar to us we say so, rather than putting someone in to learn on your budget. Working hours and overlap are agreed in writing up front.
What happens when the engagement ends, or after we launch?
Two things are fixed before anyone rolls off: a written handover of code, decisions, runbooks and open threads, and a period where your team can still ask questions. Nothing walks out with the person. After launch you have a choice. Your own team can take it, or the work moves onto our managed retainer, where we monitor it, fix things against agreed response targets, apply security updates, make improvements and send a monthly report. Most shops hand over and leave. We would rather keep running what we helped build.
Who employs the engineers, and who owns the code and IP?
The people are engaged and paid by Infoloop Technologies Inc, so you carry no employment liability and no payroll admin. You own the code and the IP from the first commit; it is written into the agreement, not negotiated at the end. Everything lives in your repositories and your accounts, never ours. We work across 6 countries, so time-zone overlap with your team is agreed in the scope rather than discovered later.

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You have the backlog. We have the people.

One 30 minute call to work out the role, the seniority and how long you need it. You get named profiles to interview, a rate and a notice period in writing, and no obligation to take anyone we put forward.

Book a call → Get the CTO checklist
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