Build the team you will keep.
We find promising engineers, train them on your platforms and processes, and deploy them on your projects under our supervision. After an agreed period, they move to your payroll.
Permanent capability without the hiring risk.
Hiring experienced automation engineers is slow and expensive, and lateral hires often bring habits that clash with your standards. Hire-train-deploy builds the team from the ground up instead.
We carry the sourcing, training and early delivery risk. Your future employees learn on your stack, your systems and your processes, under the supervision of our senior engineers. By the time they transfer, they are productive and already part of your culture.
The bootcamp uses your platform, your systems and examples from your processes.
Trainees deliver real work while our leads review every design and release.
Transfer timing and terms are agreed at the start of the programme.
Everything from sourcing to transfer.
Sourcing
We find candidates from engineering colleges, adjacent roles and career changers, using aptitude tests and logic exercises.
01Selection
Shortlisted candidates complete a practical problem-solving task and interviews with both our team and yours.
02Bootcamp
An intensive programme on your chosen platform, covering process design, exception handling, queues, testing and documentation.
03Client-context training
Modules on your systems, data rules and security policies, built with your process owners.
04Supervised deployment
Trainees work on your projects with our leads reviewing designs, code and releases.
05Transfer to your payroll
After the agreed period, engineers move to your employment with a documented skills record.
06Four stages to a permanent team.
Plan the cohort
We agree cohort size, roles, platform, location, salary bands and the transfer period.
Source and select
We run sourcing and assessment. You join the final interviews and approve every hire.
Train on your stack
The bootcamp combines platform skills, engineering discipline and your own systems, ending in a capstone build.
Deploy under supervision
Graduates join your projects. Our leads review their work and track progress against agreed milestones.
Transfer
At the end of the agreed period, engineers move to your payroll and our leads hand over context.
Programme commitments.
- Your approval on every candidate before they join the cohort
- A curriculum shared and agreed with you before the bootcamp starts
- Capstone projects based on your real processes, using test data
- Skills assessments at the end of training and at each deployment milestone
- Regular progress reports per engineer during deployment
- Replacement of any trainee who does not meet the agreed standard
- Transfer terms, fees and timing fixed in the contract at the outset
- Optional ongoing mentoring after transfer
How long does a programme take?
It depends on platform and role. Bootcamps usually run for several weeks, followed by a deployment period that we agree with you before the programme starts.
Who employs the engineers before transfer?
We do. They are on our payroll and covered by our policies until the agreed transfer date.
What if someone does not perform during deployment?
We address it early with coaching. If the standard is still not met, we replace the engineer as set out in the contract.
Can the cohort learn AI and LLM skills as well as RPA?
Yes. We can add modules on document AI, RAG and agent design, depending on your roadmap.
Is there a minimum cohort size?
Programmes work best with a small cohort so trainees learn together. We will advise on the right size for your plans.
Find your first ten automations in two weeks.
A structured discovery sprint that maps your processes, scores them for automation potential and hands you a prioritised roadmap with effort and payback for each.