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Centricone Technologies
Centricone TechnologiesTalent Management

Hire the engineers you need, for exactly as long as you need them

Centricone staffs contract, contract-to-hire, and permanent technology roles across the US and Canada — screened by the same engineers who run our delivery teams.

Tell us the roleSee the roles we staff

Staffing is not a résumé-forwarding service. Every candidate who reaches your calendar has already sat a live technical assessment with an engineer who does the work.

58155

gates every candidate clears before a profile reaches you

36933

shortlisted people per role, not a stack of résumés to sift

Four ways to engage

Take one specialist, or a squad that runs itself

Contract staffing

Specialists who join your team for a defined window — a migration, a launch, a seasonal peak — and hand back cleanly when it closes.

1–12 months, extendable

Contract-to-hire

Work together first. When the fit is obvious to both sides, the contract converts to a permanent offer on a date agreed up front.

3–6 months, then conversion

Direct hire

Permanent roles filled end to end — sourcing, screening, scheduling, and offer support — so your hiring managers only spend time on finalists.

Permanent, on your payroll

Managed pod

A whole squad — engineers, QA, and a delivery lead — that we staff, run, and hold to your roadmap, reporting against your milestones.

6 months and up

Technology roles stay open for the same three reasons

01

The requisition outlives the project

By the time a permanent hire clears approvals, sourcing, interviews, and a notice period, the deadline that justified the role has already moved twice.

02

Keyword screening is not technical screening

Matching strings against a job description cannot separate a senior engineer from someone who has read about the framework. So your team does it — in interviews, at the cost of their own sprint.

03

Headcount is a one-way door

People hired for a temporary peak become a permanent cost, and a painful conversation, once the peak passes. So the hire never gets made and the work slips instead.

How we screen

Five gates, before a name reaches your inbox

Screening is the whole product. These run in order, and a candidate who fails one does not move to the next.

  1. 1

    Role fit

    We rewrite the brief with your lead until the must-haves and the nice-to-haves are actually separated. Most bad hires are decided here, before anyone is sourced.

  2. 2

    Recruiter screen

    Motivation, availability, compensation band, work authorisation, and time-zone overlap — settled in one call, before an engineer's time is spent.

  3. 3

    Technical assessment

    A live exercise in the stack the role actually uses, run by a Centricone engineer who works in it. No take-home puzzle, no algorithm trivia.

  4. 4

    Working session

    Your lead pairs with the candidate on a problem from your own backlog. It is the closest thing to a trial week a hiring process allows.

  5. 5

    References and checks

    Two reference calls with people who managed the work — not character references — plus background and right-to-work verification.

How an engagement runs

From brief to first commit

01

Brief

A working session with your lead: the stack, the backlog, the people this role sits between, and what the first month has to produce.

02

Shortlist

Three profiles, each with the assessment notes and the engineer's write-up attached. If none are right, we say so rather than pad the list.

03

Interviews

You run your own process. We handle scheduling, feedback loops, and the compensation conversation so nothing stalls between rounds.

04

Onboarding

Accounts, equipment, and access sorted before day one, then check-ins at 30, 60, and 90 days — with you and with them, separately.

Every role on this list, on one agreement

Seven skill groups, staffed on any of the four engagement models above.

The people who write, review, and ship the product itself.

  • Full-stack engineers
  • Frontend engineers (React, Next.js)
  • Backend engineers (Node, .NET, Java, Python)
  • Mobile engineers (iOS, Android, React Native)
  • QA and test automation engineers
  • Engineering managers and tech leads

Know the role you need rather than the engagement? Each one has a page covering what we assess before a shortlist reaches you.

Browse roles we staff

Why teams hand us the requisition

Screened by engineers who ship, not by keyword match

One agreement covers every skill set on this page

Scale back down without a severance conversation

Overlap with US and Canada working hours, every day

Which model fits the work

Talk it through with us

Contract staffing

Best for
A scoped push with an end date
Typical length
1–12 months, extendable
Day-to-day management
Your leads, in your standups
Converting to permanent
On request, for a conversion fee

Contract-to-hire

Best for
Roles you want to be certain about
Typical length
3–6 months, then conversion
Day-to-day management
Your leads, in your standups
Converting to permanent
Yes — no fee after the agreed term

Direct hire

Best for
Core roles on the org chart
Typical length
Permanent, on your payroll
Day-to-day management
You, from day one
Converting to permanent
Hired outright

Managed pod

Best for
A workstream you would rather hand over
Typical length
6 months and up
Day-to-day management
A Centricone delivery lead
Converting to permanent
Members can convert individually

What happens after someone starts

The placement is the beginning, not the invoice

A hire who leaves in month three costs more than the role sitting open did. So the first ninety days are run as part of the engagement rather than as goodwill.

Structured check-ins

At 30, 60, and 90 days — with your lead and with the placed person separately, because they rarely say the same thing.

Payroll and compliance

Contractors sit on Centricone's payroll. Classification, insurance, and right-to-work verification are ours, not your finance team's.

Replacement cover

If a placement does not work out inside the guarantee period in your agreement, we run the search again and you are not billed for it twice.

One point of contact

The same account lead through sourcing, onboarding, extensions, and offboarding — including the conversations nobody enjoys having.

Staffing questions, answered

Staff augmentation puts individual specialists inside your team, under your management, working from your backlog and in your tools. Outsourcing hands a whole scope of work to an external team that runs it their own way. Our managed pod sits between the two: our people and our delivery lead, against your roadmap and your milestones.
It depends on how scarce the skill set is and on how quickly your side can interview. Common stacks move faster than niche ones, and the largest single variable is usually interview scheduling rather than sourcing. We give you a realistic window at the brief, and we tell you when a role is going to be hard instead of quietly failing to fill it.
Tell us early. A contract engagement can be ended on the notice period in the agreement, and we cover the replacement search. Direct hire placements carry a guarantee period set in the contract — if it does not work out inside that window, we run the search again at no additional fee.
Yes. Contract-to-hire is built for exactly that, with the conversion date and terms agreed before anyone starts. A straight contract can also convert; the fee is defined in the agreement and tapers with time already served, so a long engagement converts cheaply.
You do, for contract, contract-to-hire, and direct hire. They sit in your standups, take work from your board, and follow your review process. The managed pod is the exception: a Centricone delivery lead runs the team and reports against your milestones.
Centricone does, for anyone on a contract engagement — payroll, statutory benefits, insurance, worker classification, and right-to-work verification. Equipment is either ours or yours, whichever your security policy requires; either way it is sorted before day one.
Software engineering, data and AI, cloud and DevOps, database, cybersecurity, product and design, and telecom and support — the seven groups listed on this page. If a role sits outside them, ask anyway: we would rather tell you we cannot fill it than take the brief and stall.