Hire software developers who take a feature from spec to release
A job post may bring hundreds of CVs but few engineers you’d trust with production. With us, you hire senior software developers who already work well together. They can join your sprints or build the product for you, and you interview every engineer before they start.
Contact usWhy hiring engineers takes longer than planned
Every unfilled role slows the roadmap. These numbers show why hiring delays are so common.
How we handle it
Engineers who already know how we work can join your team after the first call, not after a full recruiting cycle.
53.7%
of IT companies struggle to find candidates with the skills they need
Techreviewer, IT Labor Market reportHow we handle it
We match engineers based on experience with your technology stack and industry, not keywords in a CV.
$135,980
median annual pay for a US software developer, before taxes and benefits
U.S. Bureau of Labor StatisticsHow we handle it
You pay for delivered work, without recruitment fees, employee benefits, or hardware costs.
Since 2019
Autobound has worked with our engineers, starting with one and growing into a full team
Softonix client storyHow we handle it
Our engineers stay for years, so product knowledge stays with your team.
Which developers does your product need?
Choose your product’s technology stack. Each page explains what those engineers can take on and how quickly they can start contributing.
Full stack developers
Products that need one person to own a feature across frontend, API, and database.
Python and Django developers
Backends, data pipelines, and integrations with AI models.
React and Next.js developers
Web apps where page speed and SEO affect sign-ups.
Vue and Nuxt developers
Dashboards and admin panels with heavy data on screen.
Node.js developers
Real-time features, APIs, and high-traffic backends.
.NET developers
Enterprise products and older .NET systems that need new features.
Flutter developers
iOS and Android apps built from one codebase.
Lovable and Replit developers
Founders whose AI-built app needs an engineer to take it further.
Hiring decisions that save money now and cost more later
Most teams make at least one of these decisions under deadline pressure. The cost becomes clear about 6 months later.
| The decision | What it leads to |
|---|---|
| Hiring the cheapest hourly rate | Senior engineers spend their weeks rewriting junior code |
| Picking freelancers for each part | Three people, three styles, and nobody owns the gaps between them |
| Hiring from a CV and one interview | A mismatch you discover only after the first release |
| Adding people without a lead | More pull requests than anyone has time to review |
| Keeping knowledge in one head | A resignation letter that freezes a whole module |
Tell us what the backlog needs, and meet the engineers who fit it. You decide who joins.
Ways to bring our engineers in
Most software developers for hire come through one engagement model. We offer three, based on who leads your engineering team today.
Engineers in your team
You already have a tech lead and a working process. When you hire remote developers from us, they join your standups, work in your repository, and follow your review process. Each engineer owns complete features from start to finish.
- Senior engineers who need no hand-holding
- Work inside your tools, from Jira to GitHub
- Capacity you adjust between sprints
A self-managed product team
You need to build or rebuild a complete product, but your internal team is focused elsewhere. We provide a dedicated lead, engineers, designers, and QA specialists who work only on your product.
- One team responsible for the complete result
- A demo and changelog at the end of every sprint
- Code repositories, cloud infrastructure, and accounts in your name
A technical lead
You don’t yet have someone making the architecture decisions. A senior engineer from our team steps into that role, then helps you hire the people who will report to them.
- Architecture and technology decisions you can clearly explain to investors
- Support with interviews as you build your in-house team
- A structured handover when your own CTO joins
Rather than coding for its own sake, their team is passionate and takes great pride in what they build.
Daniel Wiener
Co-Founder and CEO of Autobound
From first call to merged code
Recruiting agencies send you CVs and leave the rest to you. Our process ends with engineers delivering working code in your repository.
Step 1. Scope the work
We discuss your product, technology stack, and backlog. Based on the work ahead, we recommend the roles and seniority you need. The right team is sometimes smaller than you expected.
Outcome: A proposed team structure with roles, seniority levels, and a monthly cost.
Your partJoin one call with the person who knows the product best.
Step 2. Meet the engineers
You interview the people who will do the work, not a sales manager. Ask them anything, from architecture decisions to how they approach code reviews.
Outcome: A team you’ve personally approved.
Your partJoin one or two short interviews.
Step 3. Onboard the team
The engineers get access, review the codebase and start with real tasks from your backlog. They follow your existing process from day one.
Outcome: Engineers contributing in your repository and working within your sprint rhythm.
Your partProvide access and introduce them to the team.
Step 4. Keep, scale or adjust the team
Once the work is underway, you decide how the team should grow. If someone is no longer the right fit, we find a replacement and manage the handover within the team.
Outcome: A team that changes with your roadmap.
Your partSet priorities and join sprint reviews.
Tell us what the backlog needs, and meet the engineers who fit it.
Contact usClient Stories
We run the entire engineering function — built the web app, AI engine, and Chrome extension from scratch
4M
raised in Seed funding
5X
dev velocity increase
250+
G2 reviews (avg 4.9/5)
View details
It started with a single senior backend engineer helping a founder and their CTO untangle early infrastructure and build the first version of the product.
As trust grew, that one seat turned into a full team. Today, we run their entire engineering function while founders focus on sales and growth.
With more than $4M raised in seed funding and $1.2M+ in ARR, the product continues to scale rapidly.
Read client storyRedesigned and rebuilt an enterprise HR platform from a slow legacy app into a fast, modern product we fully own and deliver
10K+
active daily users across Canada
100+
screens redesigned and rebuilt
5 years
of partnership and counting
View details
A founder came to us with an enterprise product that had hit a wall. The UI was outdated, and the app had become painfully slow across 100+ screens.
We started in 2021 with one goal: make the product fast again and refresh the interface. As we rebuilt the UI and fixed performance issues, the app became stable and responsive.
Over time, the client trusted us with more, and the work grew into full product ownership — covering frontend, backend, mobile, architecture, and delivery.
Read client storyExplore our tech stack
Industries our developers know
A developer with industry experience needs less context and makes fewer costly assumptions.
Automotive
Dealer, workforce, and compliance tools are familiar ground for our team, as is how a dealership group runs.
Fintech
Audit trails, access controls, and payment flows leave no room for a casual bug, and our engineers write code with that in mind.
TaxTech & WealthTech
A rounding error here ends up in someone’s tax return. That’s why we test every calculation against expected results.
Martech
Large volumes of customer signals and integrations with CRMs, inboxes, and outreach tools are daily work for the people we assign.
HR tech
Thousands of employees open recruitment, onboarding, and training platforms every day, so releases can’t break their routine.
Travel & tourism
Booking products depend on third-party feeds and seasonal traffic spikes, and we’ve built for both.
Healthcare
Clinic and procurement tools hold sensitive data under strict access rules, which our developers follow from the first commit.
Testimonials
More Than a Vendor
We work as an extension of your team, combining technical expertise, ownership, and clear communication to deliver real business results.
"The most impressive aspect of Softonix is their willingness to take on new challenges and work."
Daniel Locksley
VP Product & Technology
"Rather than coding for its own sake, their team is passionate and takes great pride in what they build."
Daniel Wiener
Co-Founder and CEO
"They care for your product as much as you do."
Andreas Zimmerer
Head of Engineering
"Their engineers are world class and communication from the team is fantastic. I couldn't have asked for a better team."
John Figueiredo
CEO
"These guys are incredibly easy to work with."
Chris McShane
CEO
"Pleasure to work with. They have great skills and are prompt. Absolutely planning to work with Softonix on future projects."
Jarrett Kuljis
Co-founder & Technical Director
"Exceptional team with very high quality and commitment. They are fast, efficient, and hardworking."
Sreejith Partha
CEO
"It's rare to find a team that combines strong technical execution with genuine commitment."
Jeff Chan
CEO
"The most impressive aspect of Softonix is their willingness to take on new challenges and work."
Daniel Locksley
VP Product & Technology
"Rather than coding for its own sake, their team is passionate and takes great pride in what they build."
Daniel Wiener
Co-Founder and CEO
"They care for your product as much as you do."
Andreas Zimmerer
Head of Engineering
"Their engineers are world class and communication from the team is fantastic. I couldn't have asked for a better team."
John Figueiredo
CEO
"These guys are incredibly easy to work with."
Chris McShane
CEO
"Pleasure to work with. They have great skills and are prompt. Absolutely planning to work with Softonix on future projects."
Jarrett Kuljis
Co-founder & Technical Director
"Exceptional team with very high quality and commitment. They are fast, efficient, and hardworking."
Sreejith Partha
CEO
"It's rare to find a team that combines strong technical execution with genuine commitment."
Jeff Chan
CEO
Let’s talk
If you are building something meaningful and need a team you can rely on, we are ready to step in. Tell us what you are working on or book a call when it suits you.
Hire software developers: FAQ
The cost depends on the number of engineers, their seniority, and the technology stack. After the first call, you receive a monthly estimate for the team your product needs. There are no recruitment or placement fees.
Yes. You interview the engineers who will work on your product and approve each person before they join the team.
Tell us, and we’ll find a replacement. We manage the handover within our team, so your roadmap doesn’t stop while the new engineer gets up to speed.
You do, from the first commit. The repositories, cloud accounts, and design files remain in accounts you control.
Our engineers work from Lviv and Warsaw. When you hire Eastern European developers through Softonix, you get overlap with European business hours and much of the US workday.
Clients who hire offshore software developers through us usually schedule team calls during their morning.
If you already have a technical lead, adding developers who report to that person and follow your process usually works well.
If you don’t have a technical lead, a complete project team with its own lead is safer because someone needs to own technical decisions and quality. You can switch between these models later.
Yes. DealerPILOT HR needed several developers quickly and expanded the team more than once during the project, as described in the client’s Clutch review.
New engineers onboard through the existing team, which already understands your code, so they can start contributing faster.
A freelancer usually works alone. Our engineers work with a lead, follow shared development practices, and review one another’s code. The team can also provide coverage during vacations or illness.
On Upwork, where many clients compare both options, we have a 100% Job Success Score and the Top Rated Plus badge across more than 37,000 hours of work since 2017.
Start with a clear description of the work they’ll handle during the first three months, rather than a long list of technologies. Give candidates a paid test task that reflects the real job, and involve a senior engineer in every interview.
If you don’t have that senior engineer yet, they’re usually the first person you need to hire, either in-house or through Softonix.