The backlog exceeds available engineering time
You have priorities and technical direction but need more people to implement the work.
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Team augmentation · Dedicated engineers
Add senior engineers where your team needs them
For engineering leads with a roadmap bigger than the team. Senior here means years of shipping software for clients in the US, Israel and Europe, not a job title. Everyone we propose has passed our four-stage hiring, CCAT included. You get a profile written for your role, with the projects that person actually worked on, and then you interview them yourself.
They work in your repo, your tracker and your review process, explain trade-offs in plain English and log hours per task where you can see them. A Pirxey program lead reviews their work, and if someone doesn't fit, replacing them is our problem, not yours.
- 130+People, remote across Poland
- QA + productMost of our 2026 hires
- 5.0Clutch rating, 11 reviews
This is for you if you have leadership but need more capacity
Your lead spends the day unblocking others
Routine implementation questions keep pulling your lead away from technical decisions. You need engineers who investigate the code, propose a solution and bring clear trade-offs to review.
Recruitment leaves a delivery gap
Interim capacity while you hire, with a start date we confirm once the right people are available.
A particular skill is missing
AI integration, DevOps, QA automation or mobile, or one person who can cover a bit of everything, for the months the phase lasts, not forever.
What you get. Engineers integrated into your team
Profiles written for your role
Not a pile of CVs. For each person we propose you get a profile matched to the job: the projects they worked on that look like yours, what they did there and the stack they used. Every line is something they can back up in your interview, and a trial task is yours if you want one.
Work you can see
Code and docs go through the same review as the rest of your team, so nothing lives only on our side. Hours are tracked per task and visible to you, with statuses daily at first and weekly once trust is there.
Hired through four stages
A CV review against the role, the CCAT cognitive test (80% of our crew score above the 90th percentile), a technical interview with two senior developers from the same field and a final talk with a lead. Your own interview comes on top of that.
A program lead, and training that doesn't stop
Leads from our Frontend, Backend, Web and AI programs review their work and step in when something doesn't fit. Hiring isn't the end of it: product training, communication workshops and a monthly AI survey keep everyone learning.
Engineers who talk like people
They'll explain a trade-off to your founder without a wall of jargon, and they talk about users, deadlines and money, not only tickets. One client put it this way on Clutch: "They thought like product owners, not contractors."
AI-forward or a one-person Swiss Army knife
Pick the shape you need. An AI-forward developer works with Claude Code, Cursor or Codex every day and still reads every line before it ships. A Swiss Army knife takes a feature from the database to the deploy and talks it through with your product people.
Meet engineers from our team
10+ years, including crypto products on EVM chains, with hands-on experience in the OpenAI API and machine learning.
Andrzej
Senior Full-Stack Engineer, AI
Deployed ML services for X-ray analysis on AWS ECS and optimized the architecture for lower latency. Wrote a Kubernetes operator that scales pods by queue length.
Mateusz
ML Platform Engineer
Builds retrieval on knowledge graphs with Neo4j, LangChain and vector databases, certified in graph-based generative AI, with scraping and ETL pipelines behind it.
Andrzej
Full-Stack Engineer, LLM and RAG
10+ years. Delivered generative AI in banking with Azure OpenAI, Semantic Kernel and Vertex AI, and works with GPT models and embeddings in Qdrant. Lead engineer of an AI product consultant.
Bartłomiej
LLM Engineer and Tech Lead
Tech stack. Senior engineers from our programs
Backend, frontend, mobile and AI engineers matched to your stack, with program leads reviewing their work. This is what our people have shipped on for clients.
Tech stack
- TypeScript
- Node.js
- NestJS
- Fastify
- React
- Next.js
- Angular
- Vue
- React Native
- Java
- Spring Boot
- .NET
- C#
- Python
- Go
- PHP
- Laravel
- PostgreSQL
- MySQL
- MongoDB
- AWS
- Azure
- GCP
- Docker
- Kubernetes
- GitHub Actions
- Claude Code
- Cursor
- Codex
How we work
Fit the person to the responsibility
We start with the work an engineer will own and the support your team already provides. Then we come back with people who have already passed our own hiring, each with a profile written for your role. You meet them before onboarding, and the first assignment shows how they handle your codebase and your review.
Pirxey is a very communicative and caring team.
How it works. From missing capacity to an integrated engineer
Describe the role in context
Walk us through the stack, the backlog and the decisions this person will make. We agree a first task, review expectations, overlap hours and who accepts the work, then send profiles with the projects each engineer worked on that match your case.
Interview the people
Meet the engineers who would actually join. Ask about the projects in their profile, what they built and which decisions were theirs, or give them a trial task. They've been through our technical interview already; this one is yours.
Onboard through a real contribution
Access, environments and a first change in your tracker that goes through your development and review process.
Review fit and contribution
A monthly look at what shipped, time per task, and whether to grow, shrink or change skills. Contracts have a notice period, not a lock-in.
Proof, not promises
EdTech · Platform
A WCAG-compliant social platform for 10,000+ students
AI · FinTech
Taking over a crypto platform no one else could ship
Security · Government
Financial-crime investigation software for Poland's authorities
Questions about adding engineers to your team
- No. Our engineers work in your repository, your backlog and your code review process, with the tools your team already uses.
- With a 30-minute call about the role and the work. We propose people who fit, you meet them before they join, and the terms are agreed before work starts.
- Yes, that's the default. The engineers contribute through your review structure; our program leads support them without replacing your decision process. You own the code and the knowledge: they work in your repositories and tools and document as they go, so nothing leaves with them.
- Backend, frontend, mobile, AI, DevOps and QA, from a company of 130+ engineers. Profiles are proposed for the actual responsibilities you describe and show the projects each person worked on that are close to yours. Two shapes work especially well in small teams: an AI-forward developer who builds with Claude Code, Cursor or Codex every day, and a one-person Swiss Army knife who covers frontend, backend and deployment.
- By company policy every developer has a $60 a month budget for AI tools and picks them: Cursor, Claude Code, Codex, Copilot. Before they use a tool on your code, we agree what data it may see and your review rules. If you want it, every commit can record its AI share, model and tool, the way we report it on a live client project.
- Yes. On a US campaign-finance platform we built the MVP, then moved to one senior engineer embedded with the client's own developers as they took over long-term ownership.
- In four stages. First we read the CV against the role: commercial experience, the stack, education. Then the CCAT, a cognitive aptitude test of problem solving, math, logic and verbal reasoning, plus a personality test, both in English; 80% of our crew score above the 90th percentile. Next comes a technical interview of about 45 minutes with two senior developers from the same specialization, focused on how the person thinks through problems. Last is a conversation with a lead about how they work with people. Only after all that can someone be proposed to you.
- Tell the lead responsible for the engagement. We talk it through with you and agree the next step, whether that's a different person or different skills for a role that grew. Any change is agreed with you, not assumed from the original brief, and any handover follows the agreed terms.
- We quote for the role and availability you need and agree the terms before anyone starts. Hours are tracked per task and visible to you, and contracts have a notice period, not a lock-in.
- Yes, all the time, and not only on code. In August 2026 our engineers went through product training with Tomek Tomaszewski of Product Academy (product discovery, product metrics, experiments), then put it to work at a company hackathon. We run workshops on proactive communication and how we work with clients, and every month our people fill in an AI Pulse survey on the tools they use and what slows them down. The goal is engineers who understand the business they're building for, not just the ticket.
- In Poland, working remotely, and they work in English every day. We agree overlap hours with your team at kick-off; we've worked this way with clients in the US, Israel and across Europe.
How we think about this, in our own words
Interactive briefs and articles by our team, picked for this service
Do you even use AI? The receipts
How our engineers record AI use in every commit, so you can see how a person you add to your team works.
Read the briefThe AI Pulse: 77 people, no grading, no filter
What 77 people at Pirxey report each month about the AI tools they use, the hours gained and lost and what blocks them.
Read the briefHow to compare software companies and pick the right partner
How to compare software companies, spot red flags and understand pricing models before you add their engineers to your team.
Read the articleHow much does an intelligent decision weigh?
Why we hire for knowledge, speed of thought and careful reading, and what the CCAT tells us about the people we bring to your team.
Read the briefDescribe the engineer your team is missing
Tell us the stack, responsibilities and review structure the person would join.
Direct contact
Mike KacprowiczBook a callChief Growth Officer