You need one more engineer.
Not a three month search.

Senior engineers who work your hours, in your repo, on your tickets. You interview every one of them, and the first two weeks come back to you if it is wrong.

Why not just hire someone?

5working days

From your call to a shortlist you can actually interview. Not a database of CVs, two or three engineers picked for the role.

You interview every candidate
First two weeks, money back
CET hours, in English
EU company, EU contract

What arrives first

This is what lands in your inbox.

Two or three of these, one per engineer. The facts are the part any CV would give you. The answer underneath is the part it never will, and it is the reason we send three people instead of thirty.

Example shortlist entry

SFK​-0416

Senior Backend Engineer

Payments and high-volume APIs. Currently employed, serving notice.

Experience
8 years
Core stack
Node · TypeScript · Postgres
Available
Within 1 week
Hours
CET, in English

Screening question

A bug that only ever appeared in production, never in your testing. What was it, and how did you find it?

Orders duplicated on roughly one checkout in four hundred, and it never reproduced locally. Our retry fired before the first payment call had actually failed, so two orders got written. I found it by lining the duplicate timestamps up against the gateway latency graph. They matched every spike. I fixed it with an idempotency key rather than a longer timeout, because the timeout was the symptom.

Interviewed by Amine Khiati before you saw this.

You interview them next

How a placement runs

A month in, you can still change your mind.

No setup fees, no procurement cycle, no minimum term. A call, a shortlist, two weeks you can undo, then a decision that is entirely yours.

Refundable to the end of week four

  1. Days 1 to 5

    Shortlist

    Two or three engineers matched to your role. CVs and code, not a database dump.

  2. Week 2

    You interview them

    Your process, your questions, your call. You pick one, or we go again.

  3. Weeks 3 and 4

    Ten working days in your team

    Your tickets, your repo, your standups. Paid before they start, refundable in full.

  4. From week 5

    Keep them, or get it back

    Continue month to month on 30 days notice, or stop and we refund the two weeks.

The obvious question

Why not just hire someone?

Hiring directly

8 to 16weeks to first commit

  • A termination process, and months lost
  • A permanent employment contract
  • A headcount request, and whoever approves those
  • Payroll, benefits, notice periods, employment law
  • A GDPR pack your DPO has to build
  • IP assignment to chase down yourself

With us

2weeks to first commit

  • A free replacement, or your first two weeks refunded
  • 30 days notice, month to month
  • Your own budget, one invoice
  • Ours. You have a supplier, not an employee
  • A finished pack, before your first call
  • Signed before anyone opens your repo

The guarantee

Two weeks in, you have the right engineer or you have your money back.

Paid before they start

The two weeks are invoiced and settled up front, so the engagement is a real one rather than a free look.

Refunded in full

Tell us by the end of week four that it is not working and the whole amount comes back. Nothing further is owed.

Or replaced, at no cost

The remedy we lead with, because a bad match is usually one person. The replacement starts a fresh two week window.

It has edges, and they are in the contract rather than buried in it: the refund applies once per client, and we cover one free replacement per role. A guarantee with no limits at all is one nobody should believe.

Who picks your engineer

A vendor is only as good as the person choosing.

Amine Khiati, founder of Sifartek

Amine Khiati

Founder

What I check for

  • Their own bug story, retold without the notes
  • What they do at the edge of what they know
  • Whether they ask, or quietly assume

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 weeks of real work.

If I send you someone who is not good enough, you find out in two weeks and you get your money back.

FAQ

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 refundable 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, on your tickets, in your repository, so you are judging real output rather than a CV and a polished hour. Those two weeks are paid before the engineer starts and refunded in full if you stop, so the only thing you are risking is the time it takes to find out.
The first ten working days an engineer spends in your team. You pay for them before the engineer starts, and if you tell us by the end of that window that it is not working, we refund those two weeks in full and the engagement ends with nothing further owed. We would normally offer you a free replacement first, because a bad match is usually one person rather than the whole idea, and a replacement starts a fresh two week refundable window of its own. In plain terms so there are no surprises later: the refund applies once per client, and we cover one free replacement per role. Those limits are written into the contract rather than buried in it, because a guarantee with no edges at all is one nobody should believe.
No lock-in, no setup fees, no onboarding fees, no minimum term. The first two weeks are refundable in full. After that it runs month to month and you end it with 30 days written notice. And if you decide you want the engineer on staff, you can hire them: a conversion fee after twelve months, and no fee at all after twenty four.
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.
Because the structure means you are not taking much of one. You interview the engineer before you commit, the first two weeks come back to you if it is wrong, you can end it on 30 days notice, and you can replace the engineer 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.
Every question we get asked
StartFree 30 minute call

Meet an engineer this week.

Tell us the role. You get a shortlist in five working days, you interview them yourself, and the first two weeks are refundable in full.

Or pick the role and we will source against it

BackendFrontendFull-stackMobileData and AIDevOpsSomething else
To first shortlist
5 working days
Money back window
2 weeks
Notice period
30 days

Reply within 1 business day

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