How we work

Provisioning

You may need technical direction, people to build, or both. We supply them through Fractional Technical Leadership and Team Provisioning. The two services work together or independently, depending on the gap.

Both start with diagnosis, before we scope work or source candidates. For a clear picture before committing to an engagement, start with a Product Blueprint or Product Audit.

Get a Product Blueprint Request a Product Audit

Fractional Technical Leadership

You need senior technical and strategic capacity inside your company, without committing to a full-time hire. We provide it on a retained basis.

The engagement starts with diagnosis. What your company needs determines the work: some engagements focus on architecture, others on hiring. Most involve a sequence of both.

Two ways in

Before you build

Product Blueprint

You have not built yet and need a plan before committing to code: what to build, on what stack, with what team and budget, and which risks to manage early.

Get a Product Blueprint

After you have built

Product Audit

You have built and are stuck. We review the same areas covered by a Product Blueprint against your existing product to identify what is blocking progress and what resolving it takes.

Request a Product Audit

What the Blueprint and Audit cover

Product Blueprint before you build Product Audit after you have built
Product scope Key MVP features and what to defer until after traction The features built, what is missing in your vision and what to defer
Stack and architecture A feasibility assessment and recommended technology stack Whether the technical foundation can support the roadmap
Delivery sequence and timeline A delivery sequence and timeline What is blocking progress and whether the sequence is realistic
Team The team required to build the product Who owns the work and where skills or capacity are missing
Budget An estimated budget Whether the estimates match the work and team required
Risks and technical debt Risks and decisions to settle before building, including stack limitations and common causes of cost overruns What needs resolving, in what order, and which decisions cannot wait

Our Fractional Flow

Every fractional engagement runs through four phases.

  1. Diagnose

    We identify the problem before scoping the work. This is a structured assessment of your product, commercial model, team and technical foundation, not a discovery call. You leave with a clear view of what is blocking your company and what resolving it takes.

  2. Design

    We turn the diagnosis into a plan: what changes, in what order, and what your company needs to carry it out.

  3. Implement

    We work alongside you to shape the product, make technical decisions and structure hiring. Progress is measured against the problems identified in Diagnose.

  4. Stabilise

    We ensure our fixes work and hand over so your team or the team we build owns the work that needed external leadership. If another phase is needed, it starts with a clear scope of work or proposal.

The goal is a company that no longer needs us for what it just needed us for.

Team Provisioning

A job description can match a CV and still miss what your product needs. Most recruiters work from that match, while early-stage job descriptions often leave the real requirement undefined.

We start there: the capability your product and team need at this stage. Technical recruitment then follows that requirement, from sourcing through to integration.

A wrong hire costs more than the fee or salary. It delays delivery, affects morale and can leave problems built into the product.

Two delivery modes

Local

Onshore

You need a structured local search, an assessment of candidates you have already found, or both. We support each route, using the same recruitment process regardless of market.

Global

Offshore

You need engineers who work as part of your team. We source, screen and place candidates from a network of more than 300 pre-screened engineers across offshore markets.

Runway calculator Pay Australian wages offshore and see what you get: more senior engineers, a bigger team or a longer runway. Run the numbers

Our work includes onboarding, integration and support through the first 90 days. Engineers join your sprints, stand-ups and product decisions as embedded team members, rather than working through a separate ticket queue.

Left, the current recruitment process as nested stages, from job analysis through candidate sourcing, technical screening, shortlisting, role and client assessment and vibe checks to the ideal candidate. Right, the model being built: a funnel of pre-vetted candidates, trainable on specific stacks and lifted by career guidance, producing teams that spin up and scale.
Fig. 01 Our technical recruitment process now, and what we are building towards.

Our technical recruitment process

  1. Define

    1. Job analysis

      Define the capability you need before relying on an existing job description.

    2. Role scoping

      Map the role to your product, team and technical constraints.

  2. Source

    1. Sourcing

      Identify candidates from onshore or offshore markets, according to your requirements and runway.

  3. Screen

    1. Technical screening

      Assess capability against your specific requirements rather than a generic benchmark.

    2. Client briefing

      Present a shortlist with the context you need to assess each candidate.

    3. Job simulation

      Use an assessment specific to your company for shortlisted candidates.

  4. Hire

    1. Founder interview / vibe check

      Help you structure the interview, join if useful and assess cultural fit.

    2. Recommendation

      Evaluate the assessment and interview results, then advise on the offer.

    3. Offer management

      Handle the offer conversation with you and the candidate.

  5. Onboard

    1. 90-day onboarding

      Stay engaged for 90 days after placement to confirm integration and flag early risks.