A program is slipping
Cloud migration, ERP roll-out or platform modernization is behind plan and the internal team is at capacity. You need experienced hands who have done this before, not a learning curve.
02Flexible Delivery Capacity
Senior IT contractors for programs that cannot wait for a permanent hire
A migration is behind schedule; a data platform needs an architect for nine months; a regulatory deadline will not move. Permanent hiring takes too long, and generic staffing firms send résumés rather than solutions. We clarify the required skills, assignment scope and delivery expectations, then present senior contractors (individually or as a small squad) who take genuine responsibility for delivery.
Services · Project Contractors
Typical situations
A specialist skill for a defined period
A Databricks architect for the platform build, a Kubernetes specialist for the landing zone, a Salesforce integration lead for the go-live. Twelve weeks or twelve months, then the need ends.
Headcount freeze, delivery pressure unchanged
Permanent positions are frozen but the roadmap is not. Contractor capacity keeps the program moving without adding to permanent headcount.
A team, not just a person
You need a coordinated squad (architect, two engineers, a QA lead) that arrives as a working unit, onshore, nearshore or blended.
How we work
Our view: contractors fail for one of two reasons, and neither is competence. Either the scope was vague and the first month disappeared into discovery, or the person was dropped into a team that had no idea they were coming. We fix both before day one, in the scoping call and in a short onboarding note your program lead receives with the contract.
Scope in one conversation
We clarify deliverables, stack, seniority, duration and working model (onsite, hybrid, remote, nearshore) with the program lead, usually in a single call.
Assessed profiles
Contractors are interviewed and checked for references, availability and permit status before we present them. Where technical depth needs testing, the proposal names who assesses it.
Contracting structure
The contracting route depends on the country and the contractor’s status, and is set out in the proposal. Where an assignment would count as staff leasing, it is structured with an appropriately authorized party. Notice terms and the option to extend or convert to permanent are agreed up front.
Active engagement management
A partner stays close to the engagement and checks in with both sides. If the fit is not right, the options for replacement are set out in the agreement.
What you receive
Contractor capacity that is clearly scoped and actively managed, from the first call to the end of the assignment.
Scoped engagement brief
Deliverables, stack, seniority, duration and working model captured in one page so that every profile is measured against the same requirement.
Assessed profiles
Senior contractors interviewed before presentation, with references, availability and permit status checked.
Contracting structure
The contracting route for each assignment, set out in the proposal and assessed against Swiss, German or Austrian rules on staff leasing and contractor status.
Engagement management
Regular check-ins with both sides, agreed replacement options if the fit is wrong, and clear extension or conversion terms.
Engagement models
Choose the model that fits the outcome, the budget owner and the time zone, or combine them.
| Model | Best for | Typical duration | Where |
|---|---|---|---|
| Individual senior contractor | A defined skills gap: architect, lead engineer, integration specialist | 3–12 months | Onsite / hybrid in CH, DE, AT; remote across Europe |
| Delivery squad | A coherent work package (platform build, migration wave) with its own lead | 6–18 months | Onshore lead with nearshore engineers |
| Contract program lead | Someone to run the program while the permanent role is filled | 6–12 months | Onsite, with travel |
In Switzerland, staff leasing is regulated by the Federal Act on Employment Services and Staff Leasing (AVG) and requires authorization; Germany and Austria have their own staff-leasing laws (AÜG). Each assignment is assessed against these rules. Where it counts as staff leasing, it is structured with an appropriately authorized provider, or as a genuine contract for services where the working model allows. We align the structure with your legal and procurement teams.
Where we focus
In scope
- Cloud migration and landing zones (Azure, AWS, GCP)
- Data platforms and analytics engineering
- AI / ML engineering and MLOps
- Enterprise platforms: Salesforce, ServiceNow, SAP-adjacent integration
- Platform, DevOps and SRE engineering
- Program and delivery leadership on a contract basis
Not our focus
- Body-leasing of junior developers at volume
- Fixed-price software development outsourcing
- Non-technology temporary staffing
Regions and delivery models
Onsite and hybrid assignments in Switzerland, Germany and Austria. Nearshore or international contractors can be considered where the work allows it. We work in English and German.
Frequently asked questions
How quickly can a contractor start?
It depends on the profile, notice periods and permit requirements. We give you a realistic estimate at the scoping call rather than a general promise, and we say so early if a niche profile will take longer.
Contractor or permanent hire: which is right?
Contractors fit a defined outcome with an end date, an urgent skills gap or a headcount freeze. Permanent roles fit long-term capability building. The two can be combined: a contractor bridges the gap while a permanent search runs.
How are day rates determined?
Rates depend on skill, seniority, duration, location and delivery model, and are agreed per engagement. We do not publish rate cards; we do share realistic market ranges with you during scoping.
How are compliance and contracting handled in Switzerland and the EU?
Local rules on staff leasing, permits and employment status differ between Switzerland, Germany and Austria. They are assessed for each assignment, and the proposal sets out the contracting structure, including where an authorized staff-leasing provider is involved.
Can a contractor later be hired permanently?
Yes. Conversion to a permanent role is possible and the terms are agreed up front so there are no surprises.
Bring us the program that cannot wait.
Describe the gap (skill, duration, location). We will come back with a frank view of availability in the market and a proposed approach.
The short route: describe your need in a few sentences via the contact form. The detailed form is optional and can be added later.