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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.
The role is a means to that. Before you post it, it is worth checking whether it is the fastest one you have.
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.
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.
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.
One rate covers every skill set. One monthly invoice.
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. |
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.
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.
A 15-minute call about where you are and what you are trying to build.
A couple of weeks digging into the specific problem.
A 2 to 4 week engagement with a clear deliverable and a fixed price.
The full team operates monthly, working in weekly sprints.
Each quarter you resize. New phases, new product lines, new roles.
Thrive replies within one business day.
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