Talent and training for engineering teams

We place mid, senior and staff engineers in your day-to-day: dailies, PRs, pairing and real module ownership. The Engineer Game network filters for technical interviews, English communication and product experience — many alumni already run their own staff aug or SaaS companies.

Ideal for

• Startups and scale-ups that need capacity without a 3-month hiring cycle
• US/EU teams looking for LATAM or Spain time-zone overlap
• CTOs who want to trial 1 profile before scaling to 2–3

What is included

• Role definition, seniority, stack and salary band / monthly fee
• Shortlist of 2–3 aligned profiles within 48–72h after your brief
• Technical and culture-fit interview with you before start
• Onboarding to your repo, rituals and tools (Slack, Jira, etc.)
• Biweekly performance check-ins and replacement if there is no match

Typical formats

• Monthly contract per resource (full-time or partial dedication)
• 4–8 week pilot with one profile before expanding
• Roles: backend, frontend, full-stack, mobile, data/ML, DevOps/SRE

Request talent

We design private workshops and cohorts for your company: content adapted to your stack, your team’s real level and your goals (hire better, retain, promote to staff). Built on what we use with hundreds of devs who have negotiated $100K–$700K+ offers.

Ideal for

• Companies growing engineering and wanting a unified technical bar
• HR + Engineering aligning salary bands and retention
• Teams preparing senior/staff promotions

What is included

• Optional initial diagnosis: team level and gaps
• À la carte modules: system design, algorithms, behavioral, negotiation, technical brand
• Live sessions with Q&A and exercises on your cases
• Materials and recordings for internal cohorts
• Monthly retainer for office hours with technical leads

Typical formats

• Intensive workshop (half day or full day)
• 4–8 week cohort (1–2 sessions / week)
• Quarterly program for managers and tech leads

Design a program

We help you design or refine hiring: job description, levels, total compensation and interviews aligned to what you actually need. We also connect you with alumni actively searching or open to work who already meet our preparation standard.

Ideal for

• Startups competing with FAANG for senior talent
• Companies opening a new role without clear scorecards or bands
• Technical founders who want to outsource initial screening

What is included

• Workshop on role definition, seniority and TC range (USD/EUR)
• Design or review of loops (screen → technical → system design → offer)
• Scorecards and stack-specific questions
• Mock interviews to calibrate the bar with your team
• Introductions to network candidates (per brief and timing)

Typical formats

• One-off process design project (1–2 weeks)
• Assessment package + candidate shortlist
• End-to-end support on one critical opening

Talk to the team

Company license with access to the full premium library (micro-courses, 4 Devs programs, book summaries, certification prep). Each employee gets a seat; you manage invites from an admin panel. Ideal for continuous upskilling between projects.

Ideal for

• Companies with 5–200+ engineers who want training without hand-picking every course
• HR/L&D looking for per-person progress reporting
• Remote teams across countries with the same ES/EN catalog

What is included

• Full premium library (same catalog as Pro membership)
• Per-seat / month or annual contract with volume discount
• Admin panel: invite, revoke and track course progress
• Suggested paths by role (backend, data, DevOps, EM…)
• Optional add-on: Pro tools (job search, interviews, coding)

Typical formats

• Team: 5–15 seats · Scale: 16–50 · Enterprise: 51+ with SSO
• Public catalog at /en/enterprise-academy with live listing

Request Academy proposal View catalog and pricing →