01
Contract
Fixed-term capacity for a project, seasonal spike, or short-term need.
Technology staffing
Technology staffing for US teams.
Contract, contract-to-hire, and direct placement of screened technology professionals matched to the role, operating context, and coverage need.
Engagement models
Contract, contract-to-hire, or direct - by-role need.
Match the model to how long the role runs and how much commitment it needs.
02
Contract-to-hire
Evaluate the professional on real work before committing to a permanent hire.
03
Direct placement
Sourced, screened, and placed directly onto your permanent team.
Role coverage
Technology capability groups
Roles are sourced by function, seniority, and the operating context required.
Engineering
Software, web, mobile, and quality engineering
Cloud & Infrastructure
Cloud, DevOps, platform, and systems capability
Data & AI
Data engineering, analytics, and approved AI roles
Enterprise Platforms
ERP, CRM, integration, and platform specialists
Product & Delivery
Product, analysis, coordination, and delivery roles
Other requirements
Specialist technology needs assessed against an approved brief
Ownership model
Clear ownership is defined before candidates reach your team.
Responsibilities are set before launch, so decisions and escalation paths stay clear.
01
Client owns
Role priorities, interview decisions, approvals, and final selection.
02
Skilligent owns
Calibration, sourcing, assessment, and structured candidate presentation.
03
Shared ownership
Interview coordination, feedback, timing, and onboarding readiness.
Operating cadence
From confirmed requirement to submitted, screened talent.
Every requirement moves through the same visible process, with clear ownership and checkpoints defined at each stage.
FROM BRIEF TO DELIVERY
Operating context, ownership, and review points are all confirmed before sourcing starts.
One accountable workflow · Four visible stages
01
Calibrate
Confirm outcomes, required skills, and coverage needs.
02
Source
Identify matching professionals against the confirmed brief.
03
Screen
Evaluate technical skill, communication, and role fit.
04
Submit
Deliver a structured profile for your review.
Screening framework
Make evaluation visible.
Every screening decision is recorded, so you can see exactly why a candidate was matched.
OPERATING REVIEW
What was checked, what was scored, and why-visible for every candidate.
01
Role criteria
Skills and experience checked against the confirmed role.
02
Technical capability
Technical depth tested against role and seniority.
03
Communication readiness
Verbal and written fluency for client-facing work.
04
US-hours availability
Overlap hours are confirmed before a candidate is submitted.
Inquiry
Tell us what you need.
The more detail you share now, the faster we can identify and recommend the right talent model.
Next step