Engineers who hit the ground running. No six-month search.
Hiring a senior engineer takes 3–6 months and costs more than the salary in recruiter fees, interview time, and onboarding. We place vetted engineers, designers, and consultants into your team within weeks — people we know, whose work we've seen, who understand how to operate in an existing codebase rather than rewrite everything from scratch.
What's included
- Staff augmentation — individuals embedded in your team within 2–3 weeks
- Dedicated development teams with self-managing tech leads
- Fractional CTO and technical leadership for startups and scale-ups
- Permanent technical recruiting with engineer-led screening
- IT consulting and architecture review
- DevOps, cloud, and platform engineering specialists
- QA and testing engineering — manual, automation, and performance
- Data engineering, ML engineering, and AI engineering placement
How we deliver
- 1Candidate shortlist within 72 hours of role brief
- 2Technical screening scorecards for every candidate
- 3Structured onboarding plan and first-week success checklist
- 4Monthly engagement health check with both client and engineer
- 590-day replacement guarantee on permanent hires
- 6Documentation and handoff plan at engagement end
Technologies we use
- Node.js
- React
- Python
- Java
- .NET
- Flutter
- AWS
- Azure
- GCP
- DevOps
- Data Engineering
- QA
- ML Engineering
Why Origin for IT Staffing & Consulting
We vouch for every placement personally
We don't run a CV-matching database. Everyone we recommend is someone whose work we've seen firsthand — or who comes from our vetted network.
Two-week replacement guarantee
If a placement isn't working within the first two weeks, we replace them at no cost. No awkward conversations, no lost time.
We stay involved after placement
Most staffing firms disappear after the invoice. We check in monthly, mediate issues early, and make sure the engagement actually works for both sides.
How we can work together
Choose the engagement model that fits your situation.
Staff Augmentation
Individual engineers, designers, or QA specialists embedded into your team. You direct their work; we handle contracts and admin.
Best for: Teams needing to add capacity quickly without a long hire process
Dedicated Team
A self-managed team unit with a tech lead, engineers, and QA that takes ownership of a product or workstream end-to-end.
Best for: Sustained product development with defined ownership
CTO-as-a-Service
A fractional CTO for technical strategy, hiring decisions, architecture review, and vendor management — without the full-time cost.
Best for: Startups and scale-ups that need senior technical leadership
Industries we serve
“We needed a senior backend engineer in three weeks or we'd miss a critical deadline. Origin had three vetted candidates to us in 48 hours. The one we picked was a genuine senior — not just someone who claimed to be.”
Frequently asked questions
- What's the difference between staff augmentation and a dedicated team?
- Staff augmentation means adding individual engineers or designers to your existing team — they work under your direction, in your tools, on your roadmap. A dedicated team is a self-contained unit (typically a tech lead, 2–3 engineers, and a QA) that takes ownership of a product area or workstream end-to-end. Most clients start with augmentation and move to a dedicated team as scope grows.
- How do you vet the people you place?
- Technical screening (live coding, system design, code review depending on seniority), reference checks, and a trial project or paid assessment where time allows. We also only place people whose work we've either seen firsthand or who come from our network of vetted contractors. We don't run a staffing database — everyone we recommend is someone we'd vouch for.
- What happens if the person you place isn't working out?
- Tell us within the first two weeks and we'll replace them at no additional cost. After that, we investigate: sometimes it's a skills mismatch, sometimes it's a communication or expectation problem that's fixable. We stay involved through the engagement — this isn't a placement-and-disappear model.
- Can we hire the person permanently after working with them?
- Yes. After a minimum engagement period (typically three months), you can convert a contractor to a permanent hire. There's a conversion fee, but it's structured to be significantly less than a traditional recruiter fee given you've already worked with the person and know they're the right fit.
- We need someone for a six-week sprint — is that too short?
- Six weeks is workable, though the onboarding overhead means you'll get more value from engagements of three months or more. For short-term needs, we recommend framing it as a specific deliverable (build X, fix Y, audit Z) rather than a time block — it gives the person a clear goal and you a clear outcome to evaluate.
Specialisations
Dive deeper into specific areas of IT Staffing & Consulting.
Staff Augmentation
Senior engineers embedded in your team within weeks, not months.
Dedicated Development Team
A self-managed team that owns a product area end-to-end.
CTO-as-a-Service
Fractional technical leadership without the full-time cost.
Technical Recruiting
Permanent hires you're confident in, without the six-month search.
IT Consulting & Technical Advisory
Technical strategy that comes from engineers, not PowerPoints.
DevOps & Cloud Engineering Staffing
DevOps and cloud specialists who build platforms, not just pipelines.
QA & Testing Staffing
QA engineers who prevent bugs, not just find them.
Data & AI Engineering Staffing
Data engineers and ML practitioners who ship working systems.