What is the difference between staff augmentation and a managed pod?
In staff augmentation your manager directs the work, so the system knowledge and configuration history stay inside your organisation. In a managed pod you buy an agreed outcome and our delivery lead directs the team. Augmentation is normally cheaper per head because pod pricing carries management, bench cover and delivery risk. Pick augmentation when scope keeps moving; pick a pod when the deliverable is well specified and you have no bandwidth to manage people.
What is the difference between C2C, W2 and 1099 staffing in the US?
C2C is a corp-to-corp contract between your company and ours, with the consultant employed or sub-contracted by us. W2 means the consultant is our employee, so withholding, benefits eligibility and employer statutory cost sit inside the bill rate. 1099 is independent-contractor treatment and should only be used where the engagement genuinely meets independent-contractor tests, because misclassification exposure follows whoever directs the work.
How do you screen SAP consultants beyond the CV?
A practitioner from the same module runs the assessment. For EWM that means storage-type search and putaway strategy, not just goods receipt. For FICO we separate new GL migration experience from month-end support. We confirm release experience explicitly, because ECC and S/4HANA are different systems in daily practice. You receive the assessment notes with the gaps and anything we could not verify stated plainly.
Is Employer of Record the same as contract staffing?
No, and the two are often confused. In contract staffing we source the person and usually direct or co-direct the work. In EOR you have already chosen the person and need a legal employer in a country where you have no registered entity, so we employ them compliantly while all work direction stays with you. EOR is typically a bridge until your own entity incorporation completes.
What happens if a placement does not work out?
Replacement terms and notice periods are in the contract from the start, both ways. We replace rather than defend the placement. Before release, the outgoing consultant documents configuration decisions, open items, environment access and credential handover, and that handover is a contractual deliverable. The point is that you do not pay twice for the same ramp-up when someone leaves.
Will you show the pay rate behind the bill rate?
Yes, as separate lines: pay rate, statutory and employer costs, and our margin. Rate transparency matters because an opaque margin usually hides either an unsustainable pay rate, which shows up as attrition three months in, or statutory costs that were never remitted. If any staffing supplier refuses to show you that split, treat it as information about the engagement.
What background verification is actually possible in India?
Education and employment verification depend on the institution or former employer responding, and response rates vary. Criminal-record checks are court-record searches by jurisdiction rather than a single national lookup, so the scope has to be defined by the locations a candidate has lived in. Address verification can be done physically or digitally. We report the checks genuinely completed rather than issuing a blanket clearance.
Can you build an offshore development team we eventually own?
That is Build-Operate-Transfer. We recruit and run a dedicated development team in India under our entity, on your tooling, architecture and engineering standards, for an agreed operate period, then transfer the people and knowledge into your entity on a named date with transfer terms agreed up front. It costs more than plain offshore augmentation while we operate it, and the end state is a captive centre of your own.
