Grow your engineering team after the round without lowering the bar

1. How should a Series A or B company plan its engineering hires?

A round usually comes with a plan that needs more engineers than the team has. Before opening roles, write down what each hire is for: the system they will own, the work they unblock, and the date that work matters. That list gives you the order of hiring, and it tells you which roles need a senior engineer and which can wait.

It also shows where the bottleneck is. In most teams it is the time of the senior engineers who interview, review code and carry the system knowledge. Every new search takes hours from the same people, so a plan that opens six roles at once can slow delivery before anyone joins.

2. Which roles belong on your own payroll?

Some engineers should be your employees from day one: the person who will own a core system, a future team lead, anyone you would build the team around. For those roles, a permanent hire on your own payroll fits. With Wild.Codes, a permanent hire carries a one-time fee from 12% of the engineer's annual salary, paid on the start date, and the first vetted candidates arrive within 5 workdays.

Other roles need an engineer working full time on the product soon, while you keep payroll, contracts and compliance off your plate. Subscription fits those. You pay a monthly rate per engineer, from $6,400 to $9,600 all-in for a senior engineer, and on subscription engineers stay about 1.5 years on average. The page on dedicated developers covers how one subscription engineer works inside your team. Both models run on one platform, so you can pick per role.

3. How do you hire several engineers without wearing out your senior team?

Move the first technical screen out of their calendar. In the Wild.Codes full search, every engineer on the shortlist takes the same timed video interview for your role: AI writes the questions from your brief, the engineer gets about a minute to think, then answers on camera. A talent manager checks the results and signs off the shortlist, and your engineers watch the recording before they decide whom to meet.

Write one brief per role, and keep your own interview for the decision itself. Because every engineer takes the same timed interview, many can be interviewed for one role at once, and opening a second or third role does not double the hours your senior engineers spend screening.

If your local market is thin for a role, widen the search. Our network covers 15,000+ engineers in Eastern Europe and LATAM; see developers in Latin America for one region in detail.

4. What do timing and cost look like when several roles are open?

You see pre-selected engineers from our ready pool as soon as you describe a role, each with a monthly rate. When you confirm the role, the full search starts. On subscription, the first shortlist arrives within 47 hours after you confirm the role; for a permanent hire, the first vetted candidates arrive within 5 workdays. Neither is a start date, because that depends on the engineer's availability and your own interview.

There is no cost until you hire. Subscription has a 160-hour monthly minimum and no placement fee, starts with a paid trial week you can end with one day's notice, and includes lifetime replacement. A permanent hire includes a 60-day free replacement, with no retainer and no exclusivity. If an in-house recruiter runs your permanent searches, the talent leaders page covers how they work with us.

5. When is Wild.Codes the wrong fit?

We are a poor fit while the engineering work is not defined yet or the role has no budget. If you want an outside team to build the product for you at a fixed price, that is a different service from hiring engineers. If nobody on your side owns the technical work, hire that person first. If you are earlier than a Series A, the pages for CTOs at seed and Series A and for founders making their first engineering hires fit your stage better.