Hire the engineer.
Skip the employment.
You choose the person, set their priorities and run them like any other member of your team. They stay on the Virtus Infotech payroll — so the contracts, taxes, benefits, hardware and cover are our problem, and you get one invoice a month.
Twenty-one roles, with the numbers attached
Rate bands are indicative and cover mid-level to senior. Lead time is from signed MSA to the engineer's first standup — it is longer for the enterprise platforms because the pool is genuinely smaller.
Need something not on this list — Rust, Go, Elixir, embedded, Unity? Ask us. We recruit to spec when the engagement is long enough to justify it.
You direct the work. We carry the employment.
This is the whole arrangement on one screen. Everything on the right is a cost, a filing or a risk that does not appear on your books.
Exactly what you would do for an employee
- Decide what gets built and in what order
- Run your standups, your sprints, your code review
- Give access to the repo and the tools
- Approve the monthly timesheet
Everything that makes hiring abroad painful
- Employment contract, salary and statutory benefits
- Payroll, taxes and local labour compliance
- Laptop, licences, secure workstation and VPN
- Health cover, leave management and appraisals
- A named delivery manager who watches quality
- A free replacement if the fit is wrong
Pick the one that matches who is doing the thinking
Dedicated engineer
One engineer, full-time, in your sprints and your standups. They report to your lead. We stay in the background handling employment, hardware and cover.
- Billing
- Monthly · per person
- Term
- 1 month minimum
Team extension
Three to eight engineers with the mix you specify — say two backend, two front-end, a QA and a designer. Scale the shape up or down with 30 days' notice.
- Billing
- Monthly · per person
- Term
- 3 month minimum
Managed pod
A self-contained team with our own tech lead and delivery manager, working to your roadmap against agreed milestones. You review outcomes, not timesheets.
- Billing
- Monthly · per pod
- Term
- 3 month minimum
Five steps, and none of them are a sales stage
Tell us the role
A job description is ideal. A two-line description of the problem works too — we will write the profile.
Shortlist in 48 hours
Two or three CVs with real project history, current availability and an honest note on where each is weaker.
You interview
Technical round, culture round, live coding — however you normally hire. We do not filter you from the engineer.
Contract and onboarding
MSA, NDA and IP assignment signed. Hardware issued, access provisioned, background check on file.
Day one inside your team
Typically 5–12 days from the first call. They join your standup, your repo, your board.
Six commitments that sit in the contract
Not a sales page promise — these are clauses. Ask for the MSA before you commit and you will find every one of them in it.
Two-week trial
If the engineer is not right in the first ten working days, you do not pay for them. No notice period, no argument.
Free replacement
For the life of the engagement. We carry the cost of the overlap and the handover, not you.
No recruitment fee
You are not buying a placement. There is no fee to hire, and no penalty if you stop.
Your IP, assigned
Work product is assigned to you in the MSA. Every engineer signs the NDA and the IP clause before they see the repo.
Real time-zone overlap
A minimum of four hours' overlap with your working day, written into the engagement, not left to goodwill.
One invoice
No payroll to run, no benefits to administer, no local entity to open. One monthly invoice in your currency.
Answered before you have to ask them
Who actually employs the engineer?
We do. They are a full-time Virtus Infotech employee on our payroll, with our benefits and our HR. You direct their work day to day; we carry the employment, the compliance and the risk.
Can they work only for us?
Yes — that is the default. A dedicated engineer is allocated to one client at a time and is not shared, split or rotated without your agreement.
What if we want to hire them permanently?
After twelve months of engagement you can convert them to your own payroll at no fee. Before that, there is a modest conversion fee that covers our recruitment and training cost. We will tell you the number up front.
How do you handle notice and exit?
Thirty days' written notice, either side, after the minimum term. We hand over documentation, credentials and a written knowledge transfer — that is part of the engagement, not an extra.
Do rates change with seniority?
Yes. The bands on the roster span mid-level to senior. Lead and architect profiles sit above the band and are quoted individually.
Send the role. Get three CVs by Thursday.
Tell us the stack, the seniority and the time zone you need to overlap with. There is no fee to see the shortlist and no obligation after it.