01
The employment apparatus
No entity to open, no payroll to run, no benefits, no notice periods, no local employment law to learn. You contract with an EU company and receive one invoice a month. Everything behind that invoice is our problem.
Senior engineers who join your team.
You interview every candidate before anything starts. The first two weeks are free. If they are not right, you walk away and pay nothing.
- Matched profilesTwo or three engineers who fit the role. CVs and code.
- You interview themYour process, your questions. You pick, or we go again.
- Trial, at no costThey work in your team. You see real output, not a CV.
- Keep them, or walkFirst invoice only if you continue. Nothing owed if not.
You interview every candidate
First two weeks free
CET hours, in English
EU company, EU contract
You risk nothing until week five.
No setup fees, no procurement cycle, no minimum term. A call, a shortlist, a free trial, then a decision that is entirely yours.
01
Tell us the role
What you are building, the stack, the seniority, and how your team works. A technical conversation, not a sales script.
02
Meet the shortlist
Two or three engineers matched to the role. You interview them with your own process. If none fit, we go again.
03
Trial in your team
They work your tickets, in your repo, on your standups. You judge real output rather than a CV and an hour of conversation.
04
Keep them, or walk
Continue and the first invoice starts from week five. Walk and you owe nothing. After that, 30 days notice any time.
Why not just hire someone?
Sometimes you should. If you have the headcount, the time, and the certainty, hire. This is for when you do not.
Time to first commit
Two to four months, if the search works
Two weeks
What it costs to be wrong
A termination process, and months lost
You walk. In the first two weeks you owe nothing
Commitment
A permanent employment contract
30 days notice, month to month
Where the budget comes from
A headcount request, and whoever approves those
Your own budget, one invoice
Employer risk
Payroll, benefits, notice periods, employment law
Ours. You have a supplier, not an employee
If they underperform
You manage it, for a long time
We replace them, at no cost
You can hire them permanently.
If an engineer works out and you want them on staff, that is a good outcome and we price it rather than block it. After twelve months you can bring them in-house for a conversion fee, and after twenty four months there is no fee at all. We would rather be the way you found a great engineer than the reason you lost one.
You get the engineer. We keep everything else.
02
The data paperwork, already done
An Article 28 data processing agreement, Standard Contractual Clauses, and a transfer impact assessment, drafted and ready before your first call. Your DPO reviews a finished pack instead of building one. Most vendors leave this to you and it costs weeks.
03
IP and confidentiality
Every engineer signs IP assignment and confidentiality terms before they touch your repository, and that assignment runs through to you. You own the code and everything produced for you, with an unbroken chain, not a promise.
04
The replacement risk
If an engineer is not working out, we replace them at no cost and carry the handover. If they leave, that is our problem to solve, not a hole in your roadmap. You never absorb the cost of a bad match.
A vendor is only as good as the person choosing.
I have been an engineer, a freelancer, and a head of product for European tech companies. I have spent the last six years hiring developers, reviewing their work, and shipping releases. I know what a good engineer looks like in an interview and what they look like in month four, and those are not the same skill.
So I do the first interview myself, on every single candidate, before you ever meet them. You are not buying access to a database of CVs. You are buying my judgement about who is worth your time, and then you check that judgement yourself with your own interview and two free weeks.
If I send you someone who is not good enough, you find out in two weeks and it costs you nothing.
- 6+ years
- Leading product and engineering teams
- 3+ years
- Running delivery for one European healthtech client
- Every engineer
- Interviewed by the founder before you meet them
Something else? Tell us the role and we will source against it.
- Backend
- Frontend
- Mobile
- Data / AI
- DevOps
- Full-stack
The questions you are actually asking.
It depends on the seniority and the stack, and you get the figure in writing before anything starts. We do not publish a rate card because the right rate genuinely differs by role and market, and a public number would only ever be negotiated downward from. What we can tell you now: we are consistently well below what a European agency or a local senior hire costs, and the first two weeks are free either way.
You interview them yourself, with your own process and your own questions, before you commit to anything. Then they work inside your team for two weeks at no cost, on your tickets, in your repository. You are judging real output, not a CV and a polished hour. If you are not convinced at any point in those two weeks, you walk and you owe nothing.
Sifartek is a company registered in Estonia, in the EU, and you contract with that entity under EU law. Our engineers work CET hours, the same clock as Paris and Berlin, and work in English. We are happy to tell you exactly where any individual engineer sits on the call, and it is in the contract before you sign anything.
We hand you a finished pack rather than a problem. An Article 28 data processing agreement, Standard Contractual Clauses, and a transfer impact assessment, drafted before your first call so your DPO reviews something complete instead of building it from scratch. Where you would rather no personal data left your environment at all, we work through EU-hosted environments with no local storage. Most vendors leave this entirely to you and it costs two to four weeks.
No, and you should be suspicious of anyone who says they do at our size. We source and interview against your specific role, which is why the shortlist takes about three days rather than an afternoon. The upside is that you get engineers matched to what you actually need rather than whoever happened to be unallocated this month.
We replace them at no cost and we carry the handover. There is no time limit on that. If an engineer leaves, finding the next one is our problem, not a hole in your roadmap.
Yes, and we would rather price that than block it. After twelve months you can bring them in-house for a conversion fee, and after twenty four months there is no fee at all. If we are the reason you found a great engineer, that is a good outcome for everyone.
No lock-in, no setup fees, no onboarding fees, no minimum term. The first two weeks are free. After that it runs month to month and you end it with 30 days written notice.
You do. Every engineer signs IP assignment and confidentiality terms before they touch your repository, and that assignment runs through Sifartek to you, so the chain is unbroken. You own the code, the infrastructure, and everything produced for you.
Monthly, at a flat rate agreed in writing before anyone starts, invoiced at the start of each month and payable within 15 business days. The first two weeks are not invoiced at all. No hourly billing, no hidden fees, no surprise charges.
Because the structure means you are not taking much of one. You interview the engineer before you commit, you run them for two weeks for free, you can end it on 30 days notice, and you can replace them at any time at no cost. The honest position is that Sifartek is young and does not have a wall of logos. So we built the offer so you do not have to take our word for anything.
Meet an engineer this week.
Tell us the role. You get a shortlist in three days, you interview them yourself, and the first two weeks cost you nothing.
- 3 days
- 2 weeks
- 30 days