Engineering hires that stick,
from seed to scale.
Sunshift partners with founders and startup teams to build engineering orgs that last — embedded contract seats when you need capacity this sprint, a permanent search when you're hiring for keeps. Quality over quantity, every time.
Shortlist Friday, stand-up Monday.
No bench, no bait-and-switch, no forty-page process decks. Three steps between your open seat and a senior engineer sitting in it.
Named engineers, in 72 hours.
Tell us the stack and the seat. You get a shortlist of named senior engineers with real work samples — not anonymized resumes. You interview everyone before signing.
In your stand-up by Monday.
Your Slack, your board, your sprint cadence. Six to eight hours of overlap with your working day, from day one. No handoffs, no throw-it-over-the-wall.
Sharper every quarter.
Bi-weekly mentorship, the shared AI playbook, and a floating staff engineer reviewing their PRs. If it's not a fit, we swap the seat free in the first two weeks.
Two profiles, not twenty.
We send a short, named shortlist — seven-plus years average, C1+ English, interviewed on camera and tested before you ever see them. Nine of ten profiles we send get an interview.
Vetted like we have to work with them.
Because we do — every engineer we place joins our mentorship and review system. Three gates before a profile ever reaches your shortlist.
The resume, audited.
Every profile is screened for depth, job stability, and the skills the resume actually claims — before you ever see it.
The person, interviewed.
A live technical interview covering communication, work history, business context, and culture expectations — in English, on camera.
The claims, tested.
A real technical assessment validates the resume and the interview against working code. You get the results alongside the profile.
The same vetting behind our 100% fill ratio and 9-of-10 interview ratio as Open Source Talent
One seat, whole-system backing.
The difference between a contractor and a Sunshift engineer isn't the resume — it's what stands behind it.
The playbook
A shared library of AI patterns — prompts, evals, review habits — that every engineer arrives with and your team keeps. Claude Code and Cursor are standard kit, not a line on a slide.
The mentorship
Bi-weekly sessions and performance reviews at a high bar. Staffing agencies drop a resume and disappear; our engineers improve on your job, on our time.
The reviewer
A floating staff engineer reads your embedded engineer's PRs every week. You get one seat's cost with a second set of senior eyes behind it.
Placed, retained, on the record.
Founders and talent leads we partner with — mostly on the roles nobody else could fill.
“A 100% fill rate for the roles we have engaged them on. One of the most impressive things was when they filled a role that we were working on for three months in one week— and we've engaged them primarily on difficult-to-fill positions.”
“The best recruitment agency we have partnered with. When we engaged them, we were using five different agency partners — now they are our go-to. Other agencies have a sales-focused approach; OpenSource Talent puts your people and business first. They're not concerned with earning another buck — they're truly committed to the success of your organization.”
“Working with Juan has been nothing short of an absolute pleasure! He's really impressed us with the quality of candidates put forward and helped our growing team grow. Strongly recommend!”
The questions hiring managers ask.
If something's missing, mail juan.valdes@sunshift.dev — we answer in your working hours.
How fast can an engineer start?+
Shortlist in five working days; embedded in your stand-up the Monday after you sign. If you need multiple seats, we batch them into the same start week so onboarding happens once.
Do I get to interview them?+
Always. You meet every engineer before signing — the person on the shortlist is the person in your stand-up. We don't do bait-and-switch staffing, and we publish the rate: one number, no setup fee, no recruiter fee.
Contract or permanent?+
Both. Embedded engineers run month-to-month with a thirty-day exit. If you're hiring for keeps, our permanent-placement team — the same people who built Open Source Talent — runs the search with the same vetting, and every perm hire carries a 90-day guarantee.
What if it's not a fit?+
For embedded seats: tell us within the first two weeks and we swap the seat free, with a handover; after that the standard thirty-day exit applies. For permanent placements: every hire is covered by a 90-day guarantee — if it doesn't work out, we refill the role.
When should I choose a pod instead?+
When you have a spec-sized goal — something to ship rather than a seat to fill. A pod brings its own PM, writes the spec with you, and demos every Friday. Many teams start with one embedded engineer and graduate to a pod. See how pods work on the main page.
Hire your next engineer —
this sprint, or for keeps.
Twenty minutes. Tell us the stack and the seat — an embedded engineer now, or a permanent search — and you'll have named profiles within 72 hours.
Have a spec-sized goal instead? Bring us the whole thing → pods