Unit Resource Model.

A fixed, dedicated team held for you under a single agreement, rather than resources requested role by role. The allocation is yours alone, not time-shared or rotated across accounts, and the skill mix is tuned to your roadmap. It suits sustained capacity needs that do not justify permanent hiring but exceed what ad-hoc augmentation handles well.

Staff augmentation is transactional: each role is a separate requisition, a separate contract and a separate rate, and people come and go with the project. The Unit Resource model commits capacity for a term under one agreement, which lowers per-resource cost, keeps engineering context and skill continuity in place, and replaces many vendor contracts with a single governance relationship.

A fixed monthly cost for the committed unit, agreed at the outset and unchanged for the term. There is no overtime billing surprise and no per-requisition fee, which makes the line item straightforward to budget and forecast. Because the commitment is for capacity rather than individual placements, cost per resource is lower than ad-hoc augmentation for the same skills.

Engagements are structured from six months up to multi-year terms. Capacity flexes in both directions with reasonable written notice, so you can add engineers for a roadmap push or release them when scope narrows, without renegotiating the master agreement. Notice periods for ramp-down are fixed in the contract so neither side is surprised by a change in run rate.

Yes. The unit is sized by capacity, not locked to a fixed skill list, so the mix is adjusted over time as your roadmap moves — for example from build-heavy engineering toward QA, data or platform work. Changes are agreed in joint planning, and replacements are drawn from the same dedicated unit so context is not lost.

A single point of accountability owns the unit, with joint planning sessions and transparent reporting against agreed measures. Where the unit is a dedicated recruiter function embedded in your HR team, reporting covers weekly pipeline reports, time-to-fill tracking, source-of-hire analytics and QBR-ready dashboards, all under one SLA-backed contract instead of several vendor agreements.