One hire can’t cover the work.
Hiring senior technical people is slow, expensive and risky, and one hire still will not cover technical direction, design, QA and infrastructure. Thrive embeds the whole function on a monthly retainer instead. If you decide you want someone in-house later, you can hire the person you have already been working with.
- Clarity
- ERA
- Niitoiyis
- Highwood
Nobody actually wants to hire an engineer. They want the thing built.
The role is a means to that. Before you post it, it is worth checking whether it is the fastest one you have.
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01
One req, five jobs
Shipping software takes technical direction, project management, design, senior engineering and cloud work. A single hire covers one of those, and you are left hoping it stretches to the rest.
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02
You never interview the engineers
You assess Thrive and the model on the first call rather than individual CVs. Senior developers, no juniors learning on your project, and if the fit is wrong Thrive changes who is on the work.
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03
The context stays put
When one in-house engineer leaves, what they knew about your product tends to leave with them. Thrive keeps the decisions and the documentation across its own team, so one person moving on is not a reset.
The same work, without a req to fill.
Five skill sets, one rate.
- CTOFractional technical leadership
- PMProject management and weekly sprints
- DesignProduct designers
- EngineeringSenior developers, no juniors
- Cloud & AIAWS and AI engineers as needed
One rate covers every skill set. One monthly invoice.
The same problem, solved two ways.
One column is the process you are about to start. The other is what Thrive does instead.
| What you are comparing | Posting the role | Embedding Thrive |
|---|---|---|
| What you get | One person, one skill set. | A fractional CTO, a project manager, senior designers and developers, and AI engineers as the work calls for them. |
| How you judge the talent | Two interviews, a take-home and a reference call. | You assess the model, not the engineers. Their work is vetted before it reaches your project. |
| If the fit is wrong | A termination, and then the search starts again. | Thrive changes who is on the work. You are not the one restarting a hire. |
| If they leave | What they knew about your product leaves with them. | The decisions and the documentation stay with Thrive and are spread across the team. |
| If the work dries up | A layoff, and the severance that goes with it. | You resize at the quarter. No minimums and no long-term contract. |
| What it costs you | Salary, benefits, payroll tax, equipment and a recruiter fee. | One rate for the whole team, not five rates that add up. |
You can still hire them.
Thrive works with recruiters, and a standard placement arrangement applies if you want to bring someone in-house permanently. So this is not a decision against hiring. It is a way to get the work moving now and make the hiring call later, about someone whose work you have watched for a few months rather than someone you interviewed twice.
Placement terms are confirmed on the first call.
This page is for the company that needs the work done. If you are an agency filling a req on a client’s behalf, ask us about the placement side instead.
If you know exactly who you need and just need them faster, this is not it.
That is a recruiter, and Thrive will say so on the first call rather than take the work. This model is for teams who need more than one discipline and cannot justify hiring each one: technical direction, project management, design, engineering and cloud work on a single rate.
It is also not staff augmentation. You get a complete team with consistent people, and the same people stay with you across phases.
Five steps, and you can stop after any of them.
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1
First conversation
A 15-minute call about where you are and what you are trying to build.
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2
Discovery and scoping
A couple of weeks digging into the specific problem.
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3
Proof of fit
A 2 to 4 week engagement with a clear deliverable and a fixed price.
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4
Embedded engagement
The full team operates monthly, working in weekly sprints.
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5
Quarterly resize
Each quarter you resize. New phases, new product lines, new roles.
Book a 15-minute call about where you are and what you are trying to build.
Thrive replies within one business day.
Frequently asked questions
Is this staff augmentation?
Do we interview the developers?
What if we want to hire the person permanently?
We already have an engineer or two. Does this still fit?
Is there a minimum commitment?
Request a callback
Leave your details and Thrive Creative Inc. gets back to you directly to set up a time that works for you.
- No recruiting, managing or full-time payroll
- Senior developers, no juniors on your project
- Code and IP fully transferable, in your own accounts
Prefer to talk? Call +1 403-554-6847.
Send your details
Thanks, you are all set. Thrive Creative Inc. gets back to you directly to set things up.
Prefer to talk now? Call +1 403-554-6847.