Years
0
Delivering technology talent across 15 countries
talent
as-a-service./
Specialist IT talent, sourced from two continents and managed as one team.
The Challenge
Scale digital capacity without the usual trade-offs
Finding a qualified engineer is a solved problem. Finding one who understands your regulatory environment, aligns with the team culture, works in an overlapping time zone, and can become productive quickly enough to justify the placement — that is the actual challenge.
European technology teams often need specialist capability faster than local hiring markets can provide it. Critical roles stay open, delivery pressure builds, and existing teams absorb the gap. The issue is not only recruitment speed, but the mismatch between demand and the talent actually available.
Our Approach
Dual-shore staffing with one management model
Requirement capture, competency-based screening, aligned onboarding and continuous service improvement across European and Latin American talent pools.
01
Requirement-led matching
We start by understanding the role in context: technical needs, delivery pressures, team dynamics and business constraints. That lets us match each requirement to the right talent pool rather than defaulting to a single geography or hiring model.
02
Competency-based screening
Profiles are quality-assured through technical interviews, competency-based assessment and role-specific evaluation. Clients are not filtering a random shortlist; they are meeting candidates already aligned to the actual challenge.
03
Technical & cultural onboarding
We onboard professionals against your ways of working, delivery cadence and team culture, not just your tool stack. The goal is fast integration into the team you already have, with less friction after placement.
04
Continuous upskilling & service review
The model does not stop at placement. Regular reviews, mentor support and ongoing upskilling keep talent aligned to evolving project needs, including practical enablement in areas such as Gen AI-assisted delivery.
What the Market Says
Talent scarcity is hitting speed, cost and resilience
Real pain points from organisations trying to find specialist technology talent without overloading internal teams.
“We need AI and cloud skills urgently, but the market is brutal. There simply aren't enough qualified people, and the ones who exist know exactly what they're worth.”
— Engineering Director, Financial Services
What We Offer
Flexible staffing models built around your delivery reality
Embedded individual specialists for your existing teams: engineers, designers, data professionals, architects and QA, added without the overhead of recruitment, payroll, contracts or local employment administration.
Why Clients Choose Us
More control, better talent, less recruitment drag
- Precise matching — We align profiles to your specific technology stack, domain and team culture. No CV farming.
- Low turnover — Retention and continuous training programmes keep turnover below 10%, against an industry average roughly double that.
- Speed — Average time to fill is 13 days. Critical roles can be presented within 48 hours of briefing.
Proven Track Record
Our impact at scale
Clients
0+
Across financial services, insurance, healthcare, telecoms and retail
Projects
0+
Delivered worldwide
NPS
0%
Client satisfaction score (H1)
How It Works
A structured hiring process with ongoing delivery support
We move from briefing to onboarding quickly, then stay involved to keep quality, continuity and team fit high.
1
Briefing
Direct engagement with our talent acquisition team to understand the role, the context and the challenge. No intermediaries.
2
Screening & shortlisting
Competency-based and technical interviews calibrated to the role. We present pre-qualified candidates with context, not just CVs.
3
Onboarding
Technical and cultural integration aligned with your business and team dynamics.
4
Ongoing support
Continuous upskilling from technical and cultural mentors, with delivery-bench coverage for planned absences or unexpected leave.
5
Review & optimise
Regular service reviews to assess satisfaction and adjust the engagement as needed.
Market Positioning
Soho Staff Augmentation vs. traditional staffing
| Criteria | Soho Staff Augmentation | Traditional Staffing |
|---|---|---|
| Talent pools | European and Latin American — matched to role requirements | Single geography |
| Time-zone coverage | CET + Americas (GMT-3 to GMT-6) for follow-the-sun delivery | Single time zone |
| Talent retention | Retention and training programmes; < 10% turnover | Market average (~12%+) |
| Mentorship | Ongoing support from technical and cultural mentors | None |
| Upskilling | Continuous, project-aligned training including Gen AI enablement | None |
| Working model | On-site, remote, hybrid, nearshore, offshore — your choice | Remote only |
| Operational continuity | Bench coverage for holidays and unexpected absences | No cover |
| Assigned contact | Dedicated Customer Success Manager | Key Account Manager |
| Service monitoring | Monthly satisfaction reviews | No regular metrics |
Need specialist talent without a long hiring cycle?
Let's talk about your staffing needs.
Schedule a conversation with our team to discuss the roles, the delivery context and the fastest route to a strong shortlist.
Get in touch