Services
How we engage.
Six engagement models built around how modern engineering teams actually hire. Pick the one that matches your urgency and your risk profile — swap between them as your needs evolve.
Contract staffing
Deploy specialized engineers on a W-2 basis for sprints, quarters, or year-long roadmaps. Scale delivery capacity without headcount friction — Evole Stack owns compliance, payroll, and benefits.
- Weekly billing cycles
- Nationwide coverage
- Cleared talent available
- Backup coverage guaranteed
Contract-to-hire
A defined trial-to-conversion path lets teams validate technical fit and cultural alignment before extending an offer. Transparent conversion fees, no ambiguity.
- 90/180-day conversion windows
- Prorated conversion fees
- Aligned to your comp bands
- Interview loop integration
Direct placement
Retained and contingent search for full-time engineering roles — from senior IC through executive leadership. Research-led sourcing with confidential handling.
- Comp benchmarking included
- Diversity slate commitments
- Post-hire replacement guarantee
- Onboarding runway support
Project consulting
SOW-based engagements delivered by named teams — cloud migrations, platform modernization, data platform builds, and enterprise rollouts.
- Fixed-fee or T&M
- Named delivery lead
- Bi-weekly steering cadence
- Knowledge transfer built in
Managed talent pods
Pre-assembled squads — typically a lead, two to four builders, and a fractional delivery manager — sized to your sprint and plugged into your SDLC. You own the roadmap; we own velocity and staffing inside the pod.
- Onshore, offshore, or blended
- Weekly demo and velocity reporting
- Skills swapped as work changes shape
- One invoice, one accountable lead
Corp-to-corp & bench partnerships
Much of the senior consulting market works through its own entities. We handle the part that usually hurts — entity and right-to-work verification, insurance certificates, clean master agreements, and payment terms subcontractors actually accept.
- Vetted C2C consultant network
- One MSA, on-time payments
- Bench partnerships both directions
- Compliance documents verified, not assumed
Common questions
Asked on almost every first call.
How fast can someone start?
For contract roles, expect a shortlist within 48 hours of the scoping call and a start as soon as your interview loop allows — often inside two weeks. Direct hire searches run longer and we scope the timeline honestly up front.
W2, C2C, or 1099 — which do you support?
All three. Contractors run on our W2 payroll with benefits, through their own entity on C2C terms, or as 1099 where the work genuinely qualifies. Classification is our responsibility, not yours.
What does it cost?
Contract roles are an hourly bill rate with the split visible to you. Direct hire is a placement fee, contingent or retained. Consulting is fixed scope or T&M. No engagement starts before the commercials are in writing.
What if the person doesn't work out?
Contract placements carry replacement coverage in the opening weeks. Direct hires include a written guarantee window in the engagement letter. Either way, the call to make it right is ours to take, not yours to chase.
Do you work inside MSP/VMS programs?
Yes — we work inside Beeline, Fieldglass, and Coupa programs, or direct where that fits better. Tell us how your program runs and we fit into it, not the other way around.
Can you take on remote-only roles?
Onsite, hybrid, and fully remote across the US. We confirm work authorization and location constraints during screening so there are no surprises at the offer stage.