Add capacity.
Keep your direction.
Extend your team with professionals aligned to your roles, tools, and working rhythm. Luma Partners supports sourcing, evaluation, onboarding, and the agreed engagement administration.
From role definition to team integration.
Use individual roles or a group of professionals, with responsibilities defined for each engagement.
Role calibration
Agree capabilities, seniority, time-zone overlap, language requirements, and interview criteria.
Profile sourcing
Build a shortlist with relevant experience, assessment notes, availability, and commercial context.
Structured assessment
Use functional, behavioral, or technical evaluation appropriate to the role.
Onboarding coordination
Align start dates, agreements, tool access owners, and the team’s working cadence.
Engagement operations
Scope contracts, payment or payroll administration, local support, and required documentation.
Continuity reviews
Agree check-ins, feedback, replacement support, and conditions for scaling or transitioning.
Support the functions that move your business.
Nearshore talent is the core model; broader market searches can be discussed when needed.
Engineering & data
Front-end, back-end, mobile, QA, DevOps/SRE, data engineering, and analytics.
Product & design
Product managers, product owners, UX/UI, research, and design systems.
GTM & customer teams
Sales, marketing, RevOps, customer success, solutions, and enablement.
Operations & finance
Operations, accounting, FP&A, procurement, and supply chain.
People & administration
People operations, recruiting, payroll, and administrative coordination.
Leadership & specialists
Discuss director, executive, advisory, and specialist needs as a dedicated search.
Integrate people into your working rhythm.
Planning ranges depend on the role and market. Initial shortlists typically take 5–10 business days; selection and start dates depend on interviews, availability, and the engagement setup.
Calibrate
Define the role, scorecard, interview plan, and operating constraints.
Select
Review assessed profiles, interview candidates, and choose the fit.
Onboard
Agree the structure and integrate the professional into your tools and cadence.
Review
Use feedback and agreed checkpoints to manage continuity and evolving needs.
Need extra people or a managed project?
Staff augmentation adds professionals to a team you direct. Software development scopes an implementation plan, deliverables, acceptance criteria, and handover.
Make the engagement clear from day one.
The scope defines selection, management, administration, and continuity.
Who manages the daily work?
Your team directs priorities, tools, and daily execution. Any additional delivery governance is agreed separately.
Can we hire the professional directly later?
Conversion can be discussed, subject to the engagement terms, availability, country requirements, and any applicable fees.
Do you support non-technical roles?
Yes. Role coverage includes commercial, customer, operational, finance, people, and leadership needs.
What happens if the fit is not working?
Raise the issue through the agreed feedback and review process. Replacement options and conditions are defined in the engagement agreement.
Support the next part of the plan.
A project, hire, or workforce need can involve more than one service. Define the scope of each.
Define the capacity your team needs.
Share the roles, stack or function, seniority, time zone, and expected start date.