Some gaps are one person wide. Some are five.
One senior professional or a group of them — what stays the same is that they join your team, your ways of working, your standards. Here are the situations customers call us about, the profiles that close them, and the things we'll tell you upfront we don't do.
When customers call us.
Almost every call starts as one of these six. If yours isn't here, it's still worth a conversation — we'd rather tell you we're not the right answer than sell you one.
A senior seat just emptied and the roadmap is slipping
Someone resigned, went on leave, or moved internally, and the work didn't pause. You need a replacement who is productive in weeks, not a hire you'll interview for three months. Expect first candidates within 48 hours.
The skill you need isn't in the building
A specific, hard-to-source profile — deep event-streaming work, applied ML in production, test automation built properly from the start. The kind of person your usual suppliers keep almost finding.
The team is good — just outnumbered
No capability gap, a capacity one. Whether that's one senior or five, we staff it the same way: people who integrate into your existing team and standards, each validated individually, without slowing anyone down while they learn the codebase.
Someone has to own it, not just build it
The work needs a person who can hold the architecture, run the delivery, or carry the product decisions — and who developers will actually listen to, because they've done the job themselves.
The last supplier sent someone else than promised
A senior on the CV, a mid-level in the stand-up. You want to know exactly who is coming, who validated them, and whether they're an employee or an independent professional. We'll tell you all three before you ask.
The budget won't stretch to the quoted rate
You've been quoted 120–160 €/h for the caliber you need. Ours are typically 95–120 €/h — our ceiling is roughly where that quote starts. Same seniority, smaller invoice, because of how we're structured rather than what we cut.
Who we bring in.
Six families, one bar: ten-plus years, validated in person by a founder. What changes between them is what customers actually ask them to do.
Software development
Senior and lead developers and software architects — the people who can be handed an unfamiliar system and be useful in it inside a fortnight.
- Take ownership of a service nobody left in the team fully understands
- Add senior weight to a team that's capable but mid-level throughout
- Design a rewrite or migration that can't take the running system down
Usually: Java · Kotlin · TypeScript · React · Node · .NET · Python — the mainstream stacks Finland's biggest systems run on.
Testing & QA
Senior test automation engineers and QA leads who build quality in rather than bolt it on. Consistently the hardest profile our customers try to hire directly.
- Build the automation suite that was always going to be done "next quarter"
- Make releases routine instead of an event the whole team stays late for
- Set the testing standard a growing team can actually keep to
Data & AI
Data engineers, data scientists and applied AI/ML engineers who have shipped to production — not to slide decks.
- Get a pipeline out of a notebook and into something that runs unattended
- Make a model survive contact with real, messy, live data
- Modernise the platform feeding business-critical analytics, without a freeze
DevOps & Cloud
AWS, Azure and GCP specialists for platform work, CI/CD and infrastructure — with a bias toward what your own team can operate afterwards.
- Cut a deployment from a day-long ritual to something nobody thinks about
- Build platform tooling the in-house team can own once the engagement ends
- Bring order to infrastructure that grew faster than anyone documented it
Design
Senior designers who work inside the development team — fluent in what's actually buildable, shipping alongside engineers rather than handing over mockups and leaving.
- Sit in the team through the build, not just the discovery phase
- Make design decisions that survive the constraints engineering finds later
Project, product & agile leadership
Project managers, product owners, Scrum Masters and agile coaches — most with engineering backgrounds, which is why developers take them seriously.
- Run a team of internal and external developers as one team
- Hold the product decisions when the roadmap has more owners than it needs
- Get a delivery back on its feet without a reorganisation
Your project stays yours. Our people make it move.
Knowing what a supplier won't do is worth more than another page of what they claim they will. So, plainly:
We work inside your team, not instead of it
What we don't do is run a parallel Deviam team with its own ways of working and its own process. Our people work inside your team, your ways of working, your definition of done.
We don't bill juniors as seniors
Ten years is the floor, seventeen is the average. Employee or a freelancer, a founder has validated every person we put forward. If we don't have someone we'd genuinely vouch for, we don't waste your time with "almost there" candidates.
We don't need a contract to keep you
No long fixed terms, no exit friction. Engagements average about two years because customers don't want to let the person go — which is also the only reason our capped-margin model works.
What it costs, and how fast.
One call is enough to scope a need — a single role or a handful of them. Tell us the work, the team it lands in and the kind of person who'd fit it; the last part matters more than the stack list, and it's the part most briefs leave out.
If it's urgent, expect names within 48 hours. Not a database export: people we've already met, who we've checked are available and actually interested in your case.
Then you decide. You meet them, you confirm the fit yourself, and if it turns out wrong once they've started, we replace them without contract drama.
Describe the gap. We'll tell you honestly if we can fill it.
And if we can't, we'll say that too — it's cheaper for both of us than finding out in month three.