IT TALENT SERVICES
Two ways to build the engineering team you need.
Add one senior engineer. Build a dedicated squad. Different models, same approach: calibrated talent, fast shortlists, no body-shop bench.
02 / Dedicated Teams
You need a squad, not five strangers.
Build a stable team around a product, stream or technical domain.
Best for:
Long-term product development
Engagement:
6+ months
You manage:
Priorities and outcomes
We manage:
Team assembly, contracts, replacements
Billing:
Monthly
01 / Staff Augmentation
You have the roadmap. You're missing the hands.
Add senior engineers directly to your existing team.
Best for:
Skill gaps, extra capacity, project peaks
Engagement:
3–24 months
You manage:
The work
We manage:
Sourcing, contracts, administration
Billing:
Hourly, monthly invoice
Pick the model that matches the problem.
01 · Staff Augmentation
Plug a gap in your sprint before it becomes a roadmap problem.
Sometimes you don't need another vendor, a project team or a six-week hiring process. You need one or two strong engineers who can join the team you already have and start contributing.
Tell us the role, stack, seniority and working-hours overlap you need. We source and screen specifically for that brief — not from a bench of whoever happens to be available. You receive a short list of calibrated candidates with context on their experience, expectations and fit.
You interview them using your own process. Once you choose, the engineer joins your team, your stand-ups and your workflow. You stay in control of the work; Bonapolia handles the commercial relationship, contracts and administration.
BEST WHEN
▸ A key engineer left and the roadmap didn't move.
▸ You need a skill that isn't available internally.
▸ Hiring permanently would take too long.
▸ You need extra capacity for the next 3–24 months.
02
Curated shortlist
We screen the market and send only candidates who match.
01
Brief
Send us the role, stack, seniority, location and budget.
03
Your interview
Your process, your technical standards, your decision.
04
Start
We handle our side of the paperwork. The engineer joins your team.
HOW IT WORKS
02 · Dedicated Teams
A small squad that owns a part of your product.
Adding individual engineers works until the problem itself needs a team. That's where the dedicated model starts to make more sense.
We assemble a team around what you need to build — typically developers plus the technical or delivery roles required to make the squad work as a unit. Every person is selected for the same product, technical environment and way of working.
The team works with you long term and exclusively on your roadmap. They use your communication tools, join your ceremonies and become part of the way your product gets built. You keep control over direction and priorities; we handle sourcing, contracts, administration and replacements when needed.
Unlike project outsourcing, you're not handing us a specification and waiting for a delivery. You're getting a stable engineering capability that works with you every day.
BEST WHEN
▸ You need several engineers around one product or workstream.
▸ Continuity matters more than short-term capacity.
▸ You want direct access to the people building the product.
▸ You need to scale without creating another internal hiring operation.
WHAT A TEAM CAN LOOK LIKE
Tech Lead
Dev
Dev
Dev
QA / PM when needed
The shape follows the work — not a predefined package.
STAFF
AUGMENTATION
Monthly
DEDICATED
TEAM
Hourly
3–24 months
Day-to-day priorities
Capacity / skills
1+
Contract engineer
Commercial model
Who joins your company?
Contract team
Number of people
Best for
Typical duration
You manage
Usually 3+
Product ownership
Outcomes / priorities
6+ months
Still not sure which model fits?
What stays the same, whichever model you choose.
Small shortlists.
We'd rather send three people worth interviewing than fifteen CVs worth deleting.
No bench logic.
We search for your brief instead of trying to place whoever happens to be available.
Senior attention.
The people running the relationship are close to the people sourcing your team.
Fit beyond the CV.
Technical background matters. So do communication, expectations and the way someone will actually work with your team.