Dedicated development teams that are relational, not transactional.
Whether your product team faces a backlog, deadlines, loss of key team members, or needs to add talent, Praxent has access to the top design and development experts. Our staff augmentation experts provide outsourcing by leveraging relationships with nearshore programming talent that’s painstakingly vetted, diversely skilled, specialized in financial services and speaks your language.
There’s good reason clients typically choose the first candidate Praxent sends their way.
Top talent
We only outsource the top 1% of nearshore development experts in .NET and JavaScript, who speak your language, are in your timezone, and have financial services and fintech domain knowledge so you can ramp up quickly and confidently.
Whiteglove Service
No costly CV reviews or excess meetings on your part – our warm bench recruitment process tailors the selection of your dedicated development team to your needs, reducing time to hire to 38 days or less.
Low risk
Candidates are fully background checked and validated, and participate in Praxent company culture from the get-go, resulting in high retention and collaborative staff augmentation services with less change on your end.
If your Fintech is facing accelerating deadlines and the need for more engineering talent, staff augmentation might be the solution.
But outsourcing staff augmentation can be a tough decision. Here’s why.
- You recognize the need for more talent to support a new/ongoing project, or perhaps you’ve recently lost key functional team members, but you just aren’t ready to invest in hiring on more full-time designers or developers right now.
- You already have a strong base layer of talent and you can’t afford to keep them tied up and distracted with more projects than they can handle at once.
- You have an implementation backlog and in order to accelerate delivery against it, you need more talent in support of configuring, customizing, and integrating your product.
- A consultant isn’t the solution – you already have the internal expertise – but you do need top talent that can ramp up quickly and requires little training to do so.
- An agency may not be the solution, either – after all, you own the project at the end of the day, and the security of your business processes and data is critical. How do you ensure that your project remains uncompromised?
- You and your FI customers are in a regulations-heavy environment and security isn’t optional. Not only are thorough vetting and background checks obvious necessities, but the ability to mitigate risk throughout the entire project timeline.
- You’re not looking to play the telephone game, typical of hiring offshore. While the technical talent is there, waiting on conflicting timezones, translators, feedback, and updates is expensive. Details will inevitably be overlooked and miscommunicated.
- You need talent that speaks your language fluently — not just an exceptional degree of English fluency, but the same goes for technical jargon. How will a recruiter understand the technical language requirements of your project and discuss them with candidates?
When you engage Praxent for staff augmentation services, you aren’t paying for a headhunter and their non-differentiated professional network. You get a dedicated team of niche development and design experts who also happen to excel at outreach and recruitment. We work with market leading companies in fintech and financial services, so we understand the complexities you face and the support you need in this rapidly consolidating ecosystem.
We also understand that your time is finite. That’s why we’re proactive, collaborative, committed, and consistent in our recruitment approach. We obtain full background checks on all nearshore candidates — not an option in many offshore markets. We maintain a warm bench of vetted nearshore talent that’s integrated into Praxent culture, saving you time and energy. When we select final candidates, you can be confident that their core technical, niche, and soft skill sets align with both your culture and your desired outcomes.
When you trust our secure recruiting engine, you can step back and do your job, confident in our relentless validation process and quick time to hire.
Why choose staff augmentation? And why Praxent?
Between accelerating deadlines, loss of key staff, budgetary constraints, and implementation backlogs, there are plenty of reasons to consider staff augmentation services. If you’re a fintech, there are even more reasons to consider Praxent for your company’s secure staff augmentation needs. Here are just four.
Value packed
When staff augmentation is done right, companies experience the benefits of a talent support layer that bolsters their preexisting talent base layer with ready-to-work, technically-competitive experts. Talented labor becomes readily accessible — without the need to invest in long term staffing.
Why Praxent? We do the heavy lifting for our clients, minimizing the time and resources they’d otherwise spend on the hunt for the right talent for the job. Our recruiting engine focuses on outsourcing nearshore programming talent. The benefits? Full access to background checks, high fluency in English and technical languages, same or neighboring timezones, and reduced labor costs.
Security focused
Staff augmentation services with integrity always place clients’ security front and center. That should be obvious. Most recruiters get it right, to a point. Background checks are the norm, but the degree of thoroughness varies considerably from shop to shop.
Why Praxent? We don’t rest on assumptions. It’s not enough to run a background check like an admin task — we build relationships and dig deep, relying on insights gleaned from clients and an internal rubric based on decades of experience with high stakes client projects. And with our device management policy, we ensure the client’s security throughout the work engagement.
Industry specific
Recruiters and headhunters alike know that to effectively source the top talent, waiting for applications to pour in isn’t going to cut it. Retaining specialists with networks in key industries ensures that the client gets the right talent for their project.
Why Praxent? With over 300 successful fintech and financial services projects delivered since inception, we know what differentiates the top talent in the industry. We don’t just rely on our networks, but conduct targeted, personalized outbound recruiting to ensure that we’re outsourcing the nearshore developers and designers others compete for.
Obsessively proactive
The recruitment process is more than transactional; at its best, its relational. Staff augmentation involves more than checking .NET or Javascript fluency off a list, though those are highly competitive skills. Integrating dedicated software development teams into your company culture also requires a strong basis of trust.
Why Praxent? The Praxent recruiting engine runs because of real people. Engineers who happen to excel at building relationships, assessing critical areas of strength and weakness, and communicating across complex business and technology layers. We operate with an eye on tomorrow, tackling questions before they become issues and tying all collaborative decisions to the client’s goals.
At Praxent, we speak your language — because it’s our language, too.
Our personally vetted candidates help you accelerate from stuck, to dedicated development teams, to project completion in record time.
Here’s how.
1. Discovery call
We set up a 30-60 minute discovery session to meet with your hiring manager and project stakeholders. We’ll determine who your ideal candidate is and what their role would entail. We tailor our selection process to the niche skill set required, seniority of the position, soft skill relevance, and timezone requirements.
2. Validation
We select candidates from our pool of background checked, vetted, and warm benched talent, and validate final selections against the expectations you set in our Discovery Call.
3. Follow up
We go the extra mile, ensuring that we continue delivering the top talent in the financial services space as your needs change. The labor market is competitive – you’ll continuously have access to the talent your competitors wish they had.