Dedicated engineering teams
Senior engineers in your time zone, embedded in your process.
- Engagement
- Monthly retainer per engineer, 3-month minimum
- Typical timeline
- Rolling, most accounts run 12 months or longer
- Starts at
- $6,000 / engineer / month
Rates vary with seniority and specialization. A 30-day notice period applies after the initial term. We don't lock clients into annual commitments.
Book a callYou're probably reading this because
If two or more of these describe your situation, a 30-minute call will be worth your time.
- Hiring senior engineers in the US is taking six months and losing to bigger offers.
- You have roadmap you can't staff, and contractors who vanish mid-sprint.
- An offshore vendor gave you cheap hours, a 12-hour lag, and code you had to rewrite.
- You need to scale a team for two quarters without adding permanent headcount.
- Your in-house team is senior enough to lead but too small to deliver.
Concretely, what we deliver
Written as deliverables rather than activities, so you can tell whether you received them.
- 01
Engineers who pass an engineering bar
Candidates work through a real code exercise reviewed by our own senior engineers, plus a live pairing session. We reject the large majority of applicants. You interview every finalist and hold veto.
- 02
Genuine time-zone overlap
Latin America sits within roughly two hours of US business hours. Your standup is their standup. A blocked pull request gets unblocked the same morning, not the next day.
- 03
Direct communication in English
Every engineer we place speaks fluent professional English and talks to your team directly. No coordinator sits between your product owner and the person writing the code.
- 04
Embedded in your process
Your Jira, your repo, your CI, your code review standards, your definition of done. We adapt to how you already work rather than importing our own methodology.
- 05
Continuity and named backup
Retention is the entire point of this model. Engineers stay on one account long enough to build real domain knowledge, and a named secondary is already familiar with your codebase in case of illness or departure.
- 06
One US invoice
You contract with a Florida LLC. We handle employment, payroll, taxes, equipment and compliance in each country. No international payroll for you to figure out.
Our approach, and why
The reasoning matters more than the method. If you disagree with the reasoning, we should talk before you hire anyone.
Nearshore is a different product from offshore
The cheapest possible hourly rate is a false economy once you account for rework, review overhead, and a full day of latency on every question. We compete on overlap, retention and seniority, not on being the lowest bid, and we're straightforward that we won't be.
You get engineers, not resources
You know their names, you interview them, and you work with the same people month after month. We don't rotate staff between accounts to optimize our utilization, because the domain knowledge lost each time costs you more than it saves us.
Your standards, enforced
We review our own engineers' work internally before it reaches your reviewers. Our people should reduce your senior engineers' review load, not add to it.
Ramp measured in days
Onboarding is our job: environment running, codebase read, architecture understood, first small PR merged inside the first week. You shouldn't be paying for someone to find their bearings for a month.
Technologies we use for this
- Laravel
- Next.js / React
- .NET / C#
- Python
- Node.js
- React Native
- PostgreSQL
- AWS / Azure
- Terraform
- GitHub Actions
- QA automation
- DevOps
Selected per project against your team's existing skills and hiring market, not against what's fashionable. If your system runs on something not listed, ask.
What changes for you
- Roadmap you could not staff starts moving within weeks instead of quarters.
- Senior capability at a cost structure that survives a budget review.
- Capacity that flexes with your quarter rather than your hiring plan.
- Institutional knowledge that accumulates instead of resetting.
What people ask about dedicated teams
Across Latin America, with concentrations in several countries. Placement depends on the skills you need and the overlap you require; we tell you where each candidate sits before you interview them.
Tell us early. We replace them at our cost, and we don't bill you for the replacement's ramp-up time. That risk is ours to carry, not yours. If we vetted badly, we should pay for it.
An agency forwards you résumés and takes a cut. We employ these engineers, we technically vet them ourselves, we review their code, and we carry the risk if a placement fails. There is also a senior engineer at Codelogic accountable for the quality of what your team ships.
That's the most common arrangement. Usually your senior people set direction and own architecture while our engineers add delivery capacity underneath. We're explicitly comfortable not being in charge.
Every engineer signs IP assignment and confidentiality agreements enforceable through our US entity. We work inside your accounts with access provisioned by you, and we can accommodate device requirements, VPN and background checks.
Often combined with
Custom Software Development
Applications built for how your business actually works: the workflows no off-the-shelf product will ever match.
Software Architecture
Architecture, technology selection, and technical due diligence for systems that have to survive scale and staff turnover.
Support & Modernization
We take over existing systems (including ones whose original developers are long gone), stabilize them, and modernize them incrementally.
Let's talk about your dedicated teams project
Thirty minutes with an engineer who can scope it. You'll leave with a view on approach, a budget range, and an honest answer about whether we're the right firm, including when we aren't.