Outmatic
AIgmented Teams™
Get an engineer or a fully managed team.
Get senior engineers embedded in your team or hand us the milestones and we'll manage delivery end to end.
“Outmatic has been a reliable partner of ours for years, and that continuity speaks for itself. Their engineers work as part of our team, not alongside it: they've integrated into our processes, matched our standards, and consistently delivered at a level we're genuinely satisfied with. They've become people our team actually enjoys working with.”
AI-Augmented by DefaultActive ManagementMilestone Delivery
Trusted by teams at
- Tailoor
- Tampieri
- Credemtel
- Davidoff
- REDA
- BKN301
- Experia Group
- Bunge
- Laike.me
- Clictravel
Two ways to work with us
Embedded engineers, or a managed team.
Embedded engineers
Senior capacity that ships from your first sprint — working your way, without a hire.
An engineer joins your standups, your repo, your process. You direct the work day to day. We handle the contract, the admin and the oversight, and if something isn't working we usually hear about it in our own check-ins before you have to raise it.
Fits when · You have technical leadership in place and need capacity.
Managed team
A slice of delivery owned end to end — milestones, reporting and escalation off your plate.
A team with a Delivery Manager who owns milestones, reporting and escalation. You review the work against criteria we agree up front, instead of running someone else's standups.
Fits when · You want outcomes without adding management load.
You can switch between the two at any milestone. Several clients have used both at different stages of the same project.
The switch, in practice
BKN301 used both modes. Here's how that went.
Phase 1
We ran delivery: our Delivery Manager, our sprint reporting, milestone accountability.
Phase 2
BKN301 hired their own engineering leadership and took delivery in-house. Our engineers stayed on, embedded in their teams.
What changed
The reporting lines. The people, the contract and the pace stayed the same.
“With 301pay, we transformed an idea into a concrete and scalable fintech platform. The Outmatic team supported us at every stage, from initial vision to delivery, building a competitive product with us on an international level.”
Davide Salviani · Head of Product · BKN301
Why it usually fails
What goes wrong with staff augmentation.
01
Hiring takes months
A good engineer you can actually put on the work in two weeks is worth more than a perfect CV in six months. We introduce people you can interview and say no to, not anonymised profiles from a bench list.
02
The wrong senior does lasting damage
A weak senior engineer leaves architectural decisions that outlast the engagement. Everyone we place has shipped production systems on our own projects first, and if a placement isn't working we'll say so before you do.
03
Leaving the supplier gets expensive
After a year, replacing a supplier means re-explaining everything to someone new, and most suppliers quietly count on that. We document as we go and hand over properly if you leave. Leaving us is supposed to stay easy.
04
You end up managing it anyway
Standups, chasing status, escalation: the project you paid someone else to run lands back on your desk. On our side there is a manager whose actual job is making sure it doesn't.
How it works
One engagement model, actively managed.
AI-augmented by default — our engineers use AI in their own workflow (code review, test generation, refactors) where it speeds real work up, and skip it where it doesn't. You get the output, not the hype.
01
Problem framing
We start from what you're trying to get done, not from a job description. What does the team look like, and what should be true in 90 days?
02
Meet the people
You interview the engineer, or the Delivery Manager who'll be accountable, before committing to anything.
03
Embedded and active
Engineers work in your tools and your process. Admin, oversight and escalation are handled on our side from day one.
04
Managed, with room to change
We run our own regular check-ins, so friction surfaces early. At any milestone you can switch between embedded and managed.
Who owns what.
Sprint planning and backlog managementOutmatic
Delivery reporting and status updatesOutmatic
Team performance and escalationOutmatic
Scope change requestsShared
Milestone approval and sign-offShared
Strategic direction and product decisionsYou
Business priorities and roadmapYou
What our weekly reporting looks like · illustrative
Sprint 14 · Week 2
- velocity
- 42 / 40 pts
- milestone M3
- on track · 11 days
- risks flagged
- 2 (1 mitigated)
- escalations
- 0
- next demo
- Thursday, 14:00
Technical profiles
The roles we work with.
Frontend Engineers
React/NextJs, Angular, TypeScript
UI architecture, component design, performance optimisation
Backend Engineers
.NET, SQL, MongoDB
API design, service architecture, data modelling
QA Engineers
Playwright, CI/CD, Automation
Test automation, pipeline integration, quality processes
Solution Architects
Architecture, Cloud, Integration
Technical leadership for complex and distributed systems
Tech Leads
Leadership, Mentoring, Delivery
Hands-on technical leadership with team accountability
AI / Automation Engineers
Python, LLM Integration, Process Automation
Applied AI, workflow automation, intelligent process design
FAQ
Common questions
What is staff augmentation, exactly?
You add engineers from an external partner to your own team. They work in your process and report to your leads day to day, while the partner handles the employment side: contract, payroll, replacement if it doesn't work out. You get capacity without hiring, and you can scale down without layoffs.
Staff augmentation or a managed team — which one do I need?
It mostly depends on who does the managing. If you have technical leadership and a working process, embedded engineers slot into that. If you'd rather hand over a piece of delivery and review results against milestones, a managed team makes more sense. If you're not sure, tell us the situation and we'll give you an honest read. You can also switch from one to the other later.
How quickly can an engineer start, and how do you pick them?
Usually a matter of weeks, not months, depending on the stack. We propose people we've already shipped production systems with, you interview them, and you can say no. We'd rather lose a week than place the wrong person.
What happens if the engineer isn't a good fit?
We replace them and manage the handover ourselves. In practice this is rare, because our own check-ins usually surface friction before it becomes a real problem.
Where are your engineers based, and how do time zones work?
Our engineering team is based in Poland and Italy, so we work European hours. For clients in Switzerland, Germany and the rest of Central Europe that means full overlap.
Is there a minimum commitment or lock-in?
Engagements are milestone-based and built to be easy to leave: handover is part of how we work, not a negotiation. We'd rather you stay because it works than because leaving is painful.
Ready when you are
Tell us what you're trying to build.
We'll tell you whether embedded engineers, a managed team, or a mix is the right shape, and exactly who we'd put on it. If the honest answer is that you should hire instead, we'll say that too.
Talk to us