FAQ

On subscription, you get one invoice a month for each engineer, at the monthly rate you saw on their profile before you hired them. That rate is all-in: payroll, contracts, compliance and PTO sit under one B2B contract with Wild.Codes, and nothing is added on top. A permanent hire is paid once, as a fee on the engineer's start date.

Subscription is billed monthly per engineer, and each invoice is payable within 10 days. For a permanent hire, the one-time fee is invoiced on the engineer's start date. It is payable within 10 days, or 30 days if we agree on that in advance. Seeing matches, confirming a role and interviewing engineers are never invoiced.

Yes. The first week of a subscription engagement is a paid trial: you can end it with one day's notice, no questions asked, and you pay only for the days the engineer worked. After the first week, ending the engagement takes 15 days' notice. If the engineer is the problem rather than the role, ask for a replacement instead.

A permanent hire costs a one-time fee from 12% of the engineer's annual salary, paid on the engineer's start date. There is no retainer and no exclusivity, and we charge nothing for a candidate already in your own pipeline. The engineer joins your payroll on your own contract, with one free replacement during the first 60 days.

No. Seeing pre-selected matches, confirming a role, the full search and the interviews for your role cost nothing. On subscription, billing starts once the engineer starts work. For a permanent hire, the fee is invoiced on the engineer's start date, with no prepayment or retainer before it. There is no cost until you hire.

Subscription is priced as a full-time monthly rate per engineer: $6,400 to $9,600 a month for 160 hours, which works out to $40-60 an hour. The exact rate depends on the engineer's skills, seniority and location, and you see it on the profile before you request an interview. Top architects can cost more and are quoted per role.

Subscription engineers work remotely, mainly from Eastern Europe and LATAM, inside your team and under your management. If you need someone in your office, a permanent hire is the better route: we search the open market where the role is, locally for on-site roles, and the engineer joins your own payroll for a one-time fee from 12% of annual salary.

Describe the role at app.wild.codes/hire and you see pre-selected engineers from our ready pool, each with a monthly rate. If one fits, request an interview. If none does, confirm the role: our headhunter agent searches for it, a talent manager checks the results, and you get a shortlist with technical interviews recorded for your role.

Once you have picked an engineer after your own interview, you agree on a start date with them. On subscription, you sign one B2B contract with Wild.Codes, and the first week is a paid trial. From then on the engineer works in your team, in your tools and meetings, while we handle payroll, contracts, compliance and PTO in the background.

Yes. On subscription, the engineer works under your management as part of your team, so you talk to them directly every day in your own channels, stand-ups and code reviews. Nobody relays messages in between. Wild.Codes stays in the engagement after the hire and steps in whenever something about the contract or the fit needs attention.

It depends on the hiring model and on the engineer. On subscription, the full search returns a shortlist within 47 hours after you confirm the role. For a permanent hire, the first vetted candidates arrive within 5 workdays. Neither figure is a start date: the engineer starts after your own interview, on a date you agree with them.

Yes. Every engineer has a structured profile built from their CV, with experience, skills, seniority and the monthly rate. Engineers on a full-search shortlist also carry a written technical assessment with a score and a technical interview recorded for your role, which you can watch before you decide whom to meet yourself.

Yes. The recorded interview helps you decide whom to meet, but it never replaces your own. You choose who to interview, run whatever technical stages you normally use, and make the final call. A talent manager signs off the shortlist, and the hiring decision always stays with you.

Tell us early. During the first week, the paid trial, you can end the engagement with one day's notice. After that, subscription includes lifetime replacement: if an engineer does not work out, we find you another one for the same role. A permanent hire comes with one free replacement during the first 60 days.

Engineers log their working hours, and you can read and export them through our Client API. We don't install time-tracking or screen-recording software: the engineer works under your management, so progress shows up in your own tools and reviews. If your company requires a specific tracker, tell us and we will work out a solution together.

A freelance marketplace hands you a catalog and leaves the vetting to you. Here you describe a role, see pre-selected engineers with a monthly rate, and once you confirm the role our headhunter agent searches 15,000+ engineers for it. Engineers on the shortlist take a timed video interview for your role, and a talent manager checks the results.

Each shortlisted engineer gets a written technical assessment with a score. For your role, they take a timed video interview: AI writes the questions from your brief, and after about a minute to think, the camera starts. AI reviews the recordings, a human expert checks the strongest, and a talent manager signs off the shortlist before you see it.

Our engineers work in English with international teams. Engineers on a full-search shortlist also record a technical interview for your role, so you can judge how they communicate before you spend any interview time. Your own interview then lets you check their English first-hand, in a real conversation.

Most engineers in our ready pool are senior or lead. About 3 in 4 have five or more years of experience, and the median is around eight years. Client demand looks similar: most roles described on the platform ask for senior or above. Each profile shows the engineer's experience and seniority, so you can compare before requesting an interview.

Junior roles are not our focus. The ready pool is built around experienced engineers, and about 3 in 4 have five or more years behind them. If your role needs a mid-level engineer, describe it at app.wild.codes/hire and see who matches. The monthly rate on each profile reflects experience, so you can weigh seniority against budget.

Our engineers cover JavaScript with React, Node.js, Angular and Vue, Python, Ruby on Rails, Java, PHP with Laravel, and mobile work in Swift, Kotlin, Flutter and React Native. We also hire QA engineers, data engineers and DevOps engineers for AWS, GCP and Azure. If your stack is unusual, describe the role and see who matches.

Every subscription engagement starts with a one-week paid trial. You pay for the days the engineer actually worked, and during that week you can end the engagement with one day's notice, no questions asked. If the fit is wrong but the role is right, ask for a replacement instead, because subscription includes lifetime replacement.

Subscription engineers are based mainly in Eastern Europe and LATAM. You can filter profiles by country in the app, so it is easy to pick engineers whose working day overlaps with yours. For a permanent hire we also search the open market where your role is, and locally when the job is on-site.

No. The engineer works under your management, inside your team, processes and tools, just like anyone you hire directly. We don't put a project manager between you, which keeps misunderstandings out. What we provide sits around the work: payroll, contracts, compliance and PTO, plus a Wild.Codes contact who stays in the engagement after the hire.

Yes. If you are unsure which role to open, what seniority you need, or whether subscription or a permanent hire fits better, book a call and we will talk it through with you. The call costs nothing. You can also start by describing the role at app.wild.codes/hire, and the call stays available whenever you want one.

No. Wild.Codes is not a software studio selling fixed-price delivery. On subscription you pay a monthly rate per engineer for full-time work, and the engineer builds what you prioritise, under your management. Because the rate is fixed per month, your cost stays predictable even when the scope changes, and nothing is added on top of it.

Yes. Subscription is a full-time engagement: 160 hours a month per engineer, priced as one monthly rate rather than sold by the hour. That way the engineer is fully part of your team instead of splitting attention between projects. A permanent hire has no hours requirement at all, since the engineer becomes your own employee.

There is no fixed minimum term. The first week of a subscription is a paid trial with one day's notice, and after that you can end the engagement with 15 days' notice. The 160-hour monthly minimum applies to every month the engagement runs, so plan the work in full-time months rather than in hours.

Yes. Our contract assigns the work the engineer creates for you to your company, and we are happy to sign additional IP or confidentiality documents your lawyers ask for. With a permanent hire, the engineer is your own employee on your own contract, so intellectual property follows your standard employment terms from the first day.

Everything you share with us stays confidential. Our engineers and our own team are bound by contract to protect your confidential information, and we sign your NDA if you have one. Access to your code, systems and documents is something you grant and control, as with any member of your team, and you can revoke it at any time.

We stay in the engagement after the hire. Someone on our team keeps in regular touch with each engineer and with you, so a problem surfaces early and gets solved with both sides involved. It shows in how long people stay: on the subscription line, engineers stay with a client for about 1.5 years on average.