Specialist contractors for infrastructure, platform and security work — engaged, not employed.
When you need support for a project, migration or gap in the team, a permanent hire is not the right fit. We supply independent specialists and consulting companies on a B2B basis, and we stay responsible for the technical screening and for the relationship.
Discuss a requirement What we recruit
How the relationship is structured
The usual shape is client → IdealStaffs → consultant (or consultant company), with a written B2B contract at each end. Where it suits the client better, the consultant contracts directly with the client and we charge an introduction fee instead. Either way, the consultant is not our employee: they invoice, we handle screening, coordination and the commercial relationship.
Before we set up a cross-border contractor structure we verify the local contractual, tax and worker-classification rules for the countries involved. We would rather slow a start by a few days than create a classification problem for a client.
What we assess before introducing a contractor
- The skills the role actually needs, tested by our own engineer rather than inferred from a CV.
- How they work: company status, availability, notice period and preferred engagement model.
- Day rate expectation, and whether their rate is realistic for the market and the duration.
- Languages and work authorisation status, where required by the role or the client’s country.
- References and previous client context where it can be checked.
Day rates and terms
Contract work is priced on a day rate, agreed per engagement. We quote the client rate and pay the consultant rate, and we are explicit about the margin rather than burying it in a single number. Engagements run in defined blocks (typically 3 to 12 months) with a notice period on both sides.
What we need from you to start
- The work itself: scope, duration, and who the contractor reports to day to day.
- The technical must-haves — no more than five. A longer list suggests the scope is unclear and slows the process.
- The rate ceiling, and whether it is a hard ceiling.
- Location and working mode: on site, hybrid or remote, including the country where the contractor must be based.
- Whether a personal data processing agreement is needed before interviews (for regulated clients, usually yes).