Your roadmap can't
wait for a 4-month
hiring cycle
IT staff augmentation lets you add vetted external engineers to your existing team under your own management, without the 3–6-month local hiring cycle. nCube takes you from the first call to an engineer in your standup in 2–4 weeks — same processes, same standards, fully under your lead.
2–5 days
To first candidates
200K+
Pre-vetted engineers
3.5 yrs
Average engineer tenure
Vetted engineers embedded in teams across FinTech, HealthTech, Consumer SaaS and beyond
01 / When it's the right move
When IT staff
augmentation makes sense
You have a roadmap, a backlog, and a leader at the helm — you just lack the engineering capacity to deliver it. If any of these sound like your team right now, staff augmentation fits.
/ 01 Capacity
Your roadmap is
growing faster than
your team
nCube sources and places senior engineers into your team. You don't reorganize - your sprints, ceremonies, and tools stay the same.
/ 02 New product line
You're branching out
into a new product
line
nCube builds a dedicated unit that accumulates domain knowledge, so pulling engineers off your core team doesn't hurt your main product.
/ 03 Specialist skills
You need a senior
skillset your team
doesn't have
Ship advanced features without delay - nCube sources in-demand specialists like ML engineers, security architects, or platform leads, operational in weeks.
/ 04 Continuity
Your contractor
model rotates people
out too soon
nCube's engineers stay an average of 3.5 years — the same team, start to finish, keeping knowledge in your company.
02 / What's included
What nCube handles — and
what stays with you
Your roadmap, your standards, your direction — we cover the operational routine of hiring, HR, and compliance.
Talent sourcing & vetting
HR, payroll & compliance
Onboarding & integration
Talent matched to your time zone, tech stack, and culture, drawn from nCube's network of 200,000+ pre-vetted engineers. Every profile clears our technical, English, and culture-fit screening before it reaches you.
Office & infrastructure setup
Dedicated account management
Salary benchmarking & retention
Free replacement, no questions asked
Your first call is with me.
Not a sales rep.
Chief Revenue Officer, nCube
On our 30-minute call I'll figure out your direction, then build the augmentation plan to get you there — no sales pitch.
Get your first candidates
03 / Which model fits you
Individual, team, or
a dedicated unit?
Not sure which engagement model fits your stage? Tick what's true for your team right now — the gauge reads your fit in real time.
Fit reading
Team augmentation territory. Worth scoping a 4–10 engineer unit.
Tap the signals that are true for you — the gauge updates live. Begin with one engineer, add more as the business grows.
04 / Staff augmentation vs in-house hiring
Scale fast, keep full control
In-house hiring is right for permanent roles, but it's slow and expensive. Outsourcing is for fixed-scope work you don't need to control. Staff augmentation gives you the combination: scale fast, keep control, and build a lasting team.
In-house hiring
Staff augmentation
Speed to first engineer
2–4 weeks
Management control
Full — you manage directly
Cost
Flexible nearshore rates, 40–70% below local
Long-term continuity
High — avg 3.5 yrs with nCube
IP ownership
Fully yours — NDAs signed before work starts
Pick by what you're building and how much control you need — no 3-to-6-month wait, no lost control.
See which model fits your roadmap
05 / Engagement models
Add a role, or
assemble a team
Our model is built to flex. Shift team size at your own pace — begin with one engineer, add more as the business grows.
1
1–3 engineers
Individual augmentation
Low-risk, on-demand. One or several skills your roadmap depends on — a senior React developer, a DevOps architect, an ML specialist. You're not betting big until you're ready to expand.
2
4–10 engineers
Team augmentation
Your own development unit, embedded in your engineering ecosystem. Engineers stay with you for years, learning your product and taking ownership of key areas.
3
10+ engineers
A dedicated engineering team
A full strategic partnership. Staffing and operational support fully handled by nCube — beyond the scope of staffing — while you guide product development.
06 / Cost context
Cost that makes a
long-term team viable
Senior nearshore engineers usually charge $50–$90/hour, while similar local hires cost $120–$200/hour — roughly 56% in savings at the midpoint.
Senior engineers,
without inflated local rates
Rates depend on seniority, region, and team size, with no extra recruitment fees. Works best for engagements over 12 months, since cost per feature drops as engineers learn your product.
Eastern Europe: 40–60% below local rates
LATAM: 40–70% below North American rates
Pay only for the capacity your roadmap needs
07 / Nearshore hubs
Eastern Europe
& LATAM
18+ years on the ground is the difference between a team that knows your product for years and a rotating cast you keep re-onboarding.
Eastern Europe
40–60% below local rates
Best for
Complex backend, data engineering, AI/ML
Overlap
6–8 hrs with Western Europe
Typical use
Regulated domains — fintech, healthtech
On the ground
18+ years of offices, local HR & legal
LATAM
40–70% below North American rates
Best for
Full-stack & mobile expertise
Overlap
6–8 hrs with US time zones
Typical use
Product-led teams shipping fast
On the ground
Same hands-on model as Eastern Europe
Combined network
200,000+ pre-vetted engineers
Best for
Any team size, 1 to 10+
Flexibility
Scale up or down anytime
Typical use
Individual to dedicated team
Guarantee
Free replacement within 30 days
08 / Why nCube
Weeks to start.
Years to stay.
Where most staff augmentation agencies stop at the hire, we protect your delivery by keeping your team stable throughout the engagement. This is what changes with nCube.
09 / What changes
Why engineering
teams choose nCube
What actually changes once nCube handles vetting, onboarding, and retention.
Weeks to start, years to stay
Before: recruiting eats months
After: a technical leader with the authority to take ownership and accountability for high-impact calls.
18+ years on the ground, not a bench for hire
Before: a network of engineers waiting to be deployed
After: technical priorities align with long-term business goals instead of reacting to what feels urgent.
You only meet candidates already filtered
Before: you screen every résumé yourself
After: a hiring strategy based on the roles, seniority, and team composition you'll need a year out.
A dedicated account manager, not a ticket queue
Before: an impersonal support model
After: debt mapped and prioritized, vendors evaluated properly, security built into the strategy.
10 / What stays with your team
Your roadmap, your
standards, your direction
You handle delivery, we handle the operations — hiring, HR, compliance for the whole engagement. You manage engineers, not another vendor.
Direct management
You drive daily execution with full visibility. No "who's the boss?" confusion — engineers report to your leadership.
Architecture & technical decisions
Final say on architecture and technical direction is yours. Engineers execute against your decisions, not their own.
Roadmap ownership
What you build and at what pace are 100% your decisions. You define the destination – we provide the team to get you there.
11 / How it works
From first call
to engineer in your
standup: 2–4 weeks
You get a hiring plan for where your team is going. No random CV dumps. The account manager you meet at step one stays with your team for as long as the engagement runs.
A 30-minute call - we talk through your roadmap, team, and tech stack. No sales pitch
We design the team - size, seniority, location, and timeline, with a 6–12-month horizon in mind
Profiles in 2–5 days, not 5 weeks — matched against your roadmap from 200,000+ pre-vetted engineers
We stay involved after the hire - your account manager supports retention, team health, and growth
In your sprint by week one - workspaces and workflows are set up as you handle integration
12 / Testimonials
What engineering leaders say
about nCube
Jan Koschitzki
CTO at Flightright
After almost a year of our cooperation, it's clear that we have built a strong partnership. The team has found us awesome technology talents and proactively helped us to establish a powerful environment in their office. Together we have discovered new ways to reinvent my nearshore approach. The hiring process has an outstanding time to market, since it takes a maximum of 2 weeks from getting to know you to the final decision.
13 / FAQ
Frequently asked
questions
Everything technology leaders ask before adding IT staff augmentation to their team.
What is IT staff augmentation?
How is staff augmentation different from outsourcing?
How fast can you add engineers to my team?
How much does IT staff augmentation cost?
Who manages the augmented engineers?
Contact us
Where does your engineering team need to be in 12 months?
30 minutes with our expert. No obligation. Tell us your stack, your roadmap, and where you need the team to be in 6–12 months - we'll come back with a team structure, a regional recommendation, and a timeline.
First candidates in 2–5 business days
Average engineer tenure: 3.5+ years
Teams launched in 2–4 weeks
14 / Insights
See how engineering teams
approach nearshore augmentation
Insights on what it takes to build a team that lasts.
