Extend your team from a pool we have already vetted.
Software development staff augmentation and employer-of-record contracting across Eastern Europe.
From the gap to someone working in it
From skills gap to embedded specialist in about three weeks
- 01
The gap, described
45 minutes
What the team is missing, at what level, for how long. We also ask what the person will be working on - a pool match is only useful if it is made against real work.
From you: The lead this person will report into, for one call.
What you get
- Skills, seniority and timezone overlap defined
- Engagement length and start date
- Day rate band confirmed up front
- 02
Matched from the vetted pool
Two to five working days
We go to professionals who have already been through our technical assessment. There is no pipeline to build, so the wait is how long it takes them to answer, not how long it takes us to find them.
From you: Nothing.
What you get
- Candidates already assessed, not newly sourced
- A written case for each, with verified stack depth
- Their availability and rate, already confirmed
- 03
You meet them
Your own process
You interview whoever you want to, on your own terms. Nobody joins a team that has not chosen them, and there is no obligation to take anyone we put forward.
From you: An interview, and a decision within a few days.
What you get
- Interview slots held with the candidate
- Technical assessment notes shared before you meet
- A replacement put forward the same week if the answer is no
- 04
Contracting and onboarding
Within a week of your yes
We hold the contract with the professional and handle the paperwork around it. You get one agreement and one invoice, regardless of where the person is based.
From you: System access and an owner for their first week.
What you get
- Contracts, invoicing and compliance handled by us
- IP and confidentiality assigned to you in writing
- Equipment, access and onboarding coordinated for day one
- 05
Embedded, and accountable
For as long as you need
They work in your team, to your standards, on your hours. We stay accountable for the engagement: regular check-ins with both sides, a replacement if the fit is wrong, and the option to scale up or down with agreed notice.
From you: Treat them like the team. That is the whole model.
What you get
- Check-ins with you and with them, on a set cadence
- Replacement from the pool if it is not working
- Scale up or release with agreed notice
- The option to convert to a permanent hire
The pool is standing, not assembled once you call.
We assess continuously, in the disciplines we recruit for, whether or not a client is asking today. That is the whole reason an introduction can take days instead of weeks - and why the bar does not drop when it does.
The engagement, without the small print
What Meridian handles as your employer of record
The same standard as a permanent hire
Everyone in the pool has passed the full technical assessment. Being a contract engagement does not lower the bar - it just removes the search.
Contracting and compliance handled
We hold the contracts, invoicing and local compliance across the markets we operate in. You receive one invoice, in one currency, on one schedule.
IP and confidentiality assigned
Work product, IP assignment and NDAs flow through to you in writing before anyone opens your codebase.
Timezone overlap you specify
We match on working hours, not just skills. If your team needs four hours of overlap and daily standups, that is a filter, not a hope.
Replacement, not renegotiation
If someone is not working out, you tell us and we go back to the pool. No arguing about whose fault it was.
A route to permanent
Engagements can convert to a permanent hire on terms agreed at the start, so a trial does not become a trap for either side.
Recruitment, staff augmentation or employer of record?
All three draw on the same vetted pool and the same standard. What differs is who employs the person and how fast you need them.
Recruitment
When the role belongs to your company
A permanent hire who will still be there in three years, sourced with a search built around your specific brief.
- The role is permanent and budgeted as headcount
- You need someone shaped exactly to your brief
- The scarcity is real and needs direct headhunting
- You can give the process four to six weeks
Staff augmentation
When the work needs doing now
Vetted professionals contracted through us and embedded in your team, drawn from a pool that has already been assessed.
- The work is a project, a peak or a gap to cover
- You need people working within weeks, not months
- Headcount is unavailable but budget is not
- You want the option to scale down again
Not sure which fits? Describe the work on the contact form and we will tell you which one we would run, including when the answer is neither.
Before you commit to anything
Staff augmentation and EOR: common questions
Introductions usually land within two to five working days, because the people we put forward have already been assessed. From your yes to their first day is typically one to three weeks, depending on their own notice period and your onboarding.
Start with one professional on real work
Tell us what the team is missing and for how long.