Stop burning cash on misaligned outsourcing agencies. Architect scalable systems and embed elite engineering teams directly into your culture without the dev shop stigma.
A definitive methodology designed to extend startup runway by bypassing traditional out-sourcing middlemen and installing high-velocity internal teams.
Traditional outsourcing agencies succeed by maximizing billable hours, not by shipping rapid product iterative loops. This fundamentally misaligns with early-stage startup incentives.
Avoid paying startup-killing base salaries for full-time Silicon Valley CTOs. I step in to map architectural bottlenecks, manage product strategy, and enforce technical quality—bridging the gap until you're ready to hire full-time executive leadership.
Leveraging Employer of Record (EOR) models, I help you vet and hire elite engineers directly in India. They become full, culturally integrated members of your internal team—with zero agency middlemen muddying the waters.
Operating across an 11-hour timezone differential demands rigorous, default-to-written operations. We implement Loom updates, highly detailed technical PRs, and strict overlap-sync protocols to maintain velocity.
Complete technical teardowns of your existing MVP to identify scaling bottlenecks, security risks, database anti-patterns, and technical debt before you spend millions on customer acquisition.
Strategic hiring of senior and staff-level engineers using Employer of Record (EOR) models to give you absolute control over your team culture, code quality, and intellectual property.
I act as your interim CTO. Direct management of sprint cycles, code reviews, and cross-functional product roadmapping until you reach Series B and require a full-time localized executive.
Early-stage startups rarely need a $250k/year executive to build a V1 or fix a stalled V2. They need senior architecture decisions mapped to lean, elite execution.
System architecture review, identifying critical tech debt, reviewing existing pipelines, and establishing an immediate stabilization plan if the MVP is fragile.
Interviewing, testing, and hiring the first 2-3 direct-hire senior engineers via Employer of Record. We focus purely on top 1% Indian engineering talent.
Instituting async-first CI/CD workflows, rigorous PR reviews, and managing agile product sprints so the founders can get back to talking to customers.
Deciding on your technical leadership structure is the most expensive decision your startup will make.
An EOR (like Deel or Remote) allows you to hire a local engineer in India as your legal, full-time employee without needing to set up a foreign subsidiary. You own the IP, they follow your rules, and there is no agency taking a 50% cut of their hourly rate.
Typically, engagements range from 10 to 20 hours a week. This is enough time to handle architectural reviews, lead weekly sprint planning, unblock senior engineers, and interface with founders, without you paying for downtime.
Usually post Series-A or Series-B. Once your team grows beyond 15-20 engineers and you need someone in the room locally 5 days a week for intense cross-department political alignment, it's time. I actually help you hire my full-time replacement when that time comes.