Roles open for months
A senior engineer or architect position sits unfilled for a quarter while the project it was meant to staff slips.
Technology Talent Solutions
IT staffing for the engineers your roadmap needs, vetted and ready to start.
IT staffing and dedicated teams for companies that cannot wait a quarter to hire. Contract, contract-to-hire, direct hire and team extension, with every candidate technically screened by our own engineers.
- Define the role
- Day 1
- Source and screen
- Days 2 to 5
- Interview and select
- Days 5 to 10
- Onboard and support
- From start date
Every candidate is screened by our own engineers.
The problem
Why hiring technical talent is harder than it should be
Resumes that do not match the work
Screening is done by recruiters who cannot evaluate a system design answer, so your engineers spend their week interviewing people who should never have reached them.
Headcount you cannot commit to
The project needs eight people for nine months, but adding permanent headcount for a temporary peak is not an option.
Compliance and work authorization risk
Contractors sourced through layers of subvendors leave you unsure who is actually doing the work and whether they are authorized to do it.
What we do
Four ways to add engineers.
Our IT staffing services cover contract staffing, contract-to-hire, direct hire and dedicated engineering teams. Every engineer, architect and analyst is technically screened by a YLinkTech engineer before you meet them.
Contract Staffing
Experienced engineers, architects and analysts on contract for project peaks, backfills and specialized skills, screened by our engineers and ready to start within days.
Good fit when
A project needs extra capacity or a specialist skill for a defined period.
What you get
Talk to us about this
A screened shortlist, typically within a week for common skill sets, and an engineer who works under your direction.
What is included
- Engineers, architects, analysts and delivery leads on contract
- Technical screening by a YLinkTech engineer
- Screening on AI-assisted workflow as well as core skills
- Onboarding, timesheets and payroll handled by us
- Replacement options if the fit is not right
Contract-to-Hire
Bring a candidate on under contract, evaluate them on real work, and convert to a permanent hire when you are sure. Lower hiring risk, no extended search.
Good fit when
You want to hire permanently but want to see the person work before you commit.
What you get
Talk to us about this
A lower-risk route to a permanent hire, with conversion terms known from the start.
What is included
- Candidates screened for both the role and long-term fit
- A contract period to evaluate them on real work
- Conversion terms agreed before the contract starts
- Regular check-ins with you and the engineer
- Support through the conversion to your payroll
Direct Hire
Permanent placement for senior and leadership roles, from staff engineer to head of engineering, with a technical screen before any candidate reaches your calendar.
Good fit when
You are hiring a senior or leadership role, from staff engineer to head of engineering, and cannot afford a wrong hire.
What you get
Talk to us about this
A shortlist of two to four technically screened candidates with interview notes.
What is included
- Role definition and compensation benchmarking
- Search across our network and active sourcing
- Technical interview by a YLinkTech engineer before you meet any candidate
- Interview coordination and feedback
- Offer and onboarding support
Dedicated Teams & Team Extension
A full delivery team or a group of engineers who join your existing team, under your direction, on your tools, for as long as the roadmap needs them.
Good fit when
The roadmap needs more people than you can hire, for longer than a single contract.
What you get
Talk to us about this
A stable team that knows your product, without adding permanent headcount.
What is included
- A complete delivery team with its own lead, or engineers who join your team
- Work in your tools, your sprints and your working hours
- Team size adjusted as the roadmap changes
- Sourcing, screening, onboarding and replacement handled by us
- Senior oversight from YLinkTech throughout
How we work
Why senior, AI-capable engineers are what teams need now
AI coding tools have changed what a team needs. Routine coding is faster and cheaper, which reduces demand for junior developers who only write code. It raises demand for senior engineers who can specify the work, review what the tools produce, catch what is wrong and take responsibility for what ships. We screen for exactly that: engineers who use AI tools fluently and know when not to trust them.
- Every candidate screened on AI-assisted workflow, not just syntax
- Seniors who review, correct and own AI-generated code
- Architects who can design for AI and data workloads
- Fewer, stronger engineers over larger, slower teams
Process
From first call to a placed engineer.
A typical contract placement. Specialized and leadership roles take longer, and we say so on the first call.
A typical placement, day by day
TypicalOngoing
Define the roleDay 1
Source and screenDays 2 to 5
Interview and selectDays 5 to 10
Onboard and supportFrom start date
StartDay 2Day 4Day 6Day 8Day 10Day 12
Define the role
What happens
A 30-minute call to capture the skills, seniority, working model, start date and the outcome the role is meant to deliver.
Source and screen
What happens
Candidates from our network and active sourcing, screened by a YLinkTech engineer on technical depth and AI-assisted workflow.
Interview and select
What happens
A shortlist of two to four candidates with screening notes. You interview, we coordinate scheduling, feedback and offer.
Onboard and support
What happens
Onboarding and paperwork, including Form I-9 and E-Verify for engineers we employ, regular check-ins with you and the placed engineer, and replacement options if the fit is not right.
Roles
Roles we place.
Senior engineers and specialists across AI, cloud, software and data.
AI/ML Engineers
Cloud Architects
Full-Stack Developers
Data Engineers
DevOps Engineers
QA Engineers
Product Managers
Cybersecurity Analysts
Mobile Developers
Solutions Architects
Business Analysts
Scrum Masters
Industries
Industries we staff for.
Financial Services & InsuranceEngineers with payments, lending and insurance platform experience
Healthcare & Life SciencesEngineers with EHR, HL7 FHIR and healthcare integration experience
Retail & Consumer GoodsEngineers with commerce platform and integration experience
Software & High-TechSenior full-stack, backend and platform engineers
ManufacturingData engineers and analysts with industrial data experience
Logistics & Supply ChainIntegration engineers with WMS, TMS and EDI experience
Insights
All insights Related insights
Talent
Contract-to-hire for engineering roles: how it works
Contract-to-hire lets you see an engineer work on your real backlog before you make a permanent offer. Here is how the process runs, when it fits and what to evaluate…
Nov 12, 20265 min read
TalentStaff augmentation vs dedicated team vs managed services
Three ways to add engineering capacity, compared by who directs the work, who carries delivery risk and how each is priced, with questions that point you to the right one.
Nov 12, 20266 min read
AI & DataAI agents vs workflow automation: when each one fits
Workflow automation follows steps you define. An AI agent chooses its own steps. Here is how the two differ on cost, predictability and risk, and how to decide for a…
Nov 12, 20265 min read
Questions
Frequently asked questions
How fast can someone start?
For contract roles with common skill sets, a screened shortlist is typically ready within a week and a start within two. Specialized or leadership roles take longer, and we tell you the realistic timeline on the first call.
What is the difference between adding individual engineers and a dedicated team?
Staff augmentation adds individual engineers to your team under your management. A dedicated team is a complete group with its own lead that delivers a defined scope. We offer both and help you choose based on how much management capacity you have.
Who screens the candidates?
Our own engineers. Every candidate goes through a technical interview with someone who does the work, covering system design, hands-on problem solving and how they use AI tools day to day.
Are your contractors authorized to work in the US?
Engineers we employ complete Form I-9, and we confirm their employment eligibility through E-Verify after they accept an offer and start work, as E-Verify rules require. We never use E-Verify to pre-screen candidates. We work with our engineers directly rather than through layers of subvendors.
Do you place remote, hybrid or on-site?
All three. We place engineers with clients around the world. Most placements are remote or hybrid, and we source locally for roles that need to be on site.
Tell us what you are trying to build.
A 30-minute call is usually enough to know whether we are the right fit. We reply within one business day.