Dedicated software engineers · Helsinki and the Philippines
Describe the gap and you get a seat plan back — backend, DevOps, data, architect — with every engineer full time on your team and presented for your approval before they start. We carry the recruiting, the Finnish contract and paying the engineers; every engineer is contracted directly by us. You keep the roadmap.
One monthly number per engineer, invoiced in euros. Nothing is billed hourly and there is no recruiting fee. We do not publish a rate table — a rate without the shape of the work is a number without a meaning — and we do not hide the number either. Send the assignment and it comes back in the reply.
Before comparing us to anything, know what the alternative costs. These are published Finnish figures for four senior engineers over twelve months.
A Philippine outsourcer can quote what we quote. What it cannot be is a Finnish legal entity holding your contract, your processing agreement and the liability.
Send the assignment and the number comes back the same working day, against the seat plan it applies to.
Finnish side: gross €5,500–6,500 a month plus employer contributions of about 20.9%, giving €6,650–7,860 per engineer. Excludes holiday bonus, equipment, recruitment and the cost of replacing someone who leaves.
Named senior developers inside your stack, your standards and your hours. Start with one seat and add the next when the work proves it. Full time by default; part time where that genuinely fits the work.
A team with a lead in front of it. Delivery management, code review, testing and release discipline carried by us rather than by your engineering managers. Costs more per person because more is included.
One manual process at a time, scoped and measured against a number agreed before work starts. Spreadsheets, document handling, reconciliation, reporting, approval flows living in email.
Thirty minutes. We define the work, the capabilities needed, what “done” looks like, the target start date and the acceptance criterion the first deliverable is judged against.
We screen against the agreed requirements and present profiles for your review, with interviews where you want them.
We finalise the assignment, coordinate access, and deliver against the agreed acceptance criterion.
Full time on your team, one client each, no parallel engagements. Split attention is the main reason offshore engineers drift off a team. If someone does leave us, we replace and re-brief instead of handing you a gap.
Access, environment and repository sorted before they start. In your standup on the first morning.
Small, real work that ships — so the fit is visible in days.
The first deliverable is judged against the acceptance criterion written at the scope call.
If the fit is wrong by day ninety, we replace the engineer at no charge to you. Not a credit and not a renegotiation — a different engineer, re-briefed against the same acceptance criterion.
After the team is built
Assembling an offshore team is the easy half. The hard half is month nine — the novelty gone, a recruiter calling with a better number, and nobody having asked the engineer how it is going in a while. Keeping the team you approved is our work, and it does not stop when the last seat is filled.
You manage the work. We manage the engineers’ side of it.
Each engineer sits down with us on a regular cadence, separate from your standup and your reviews. It is where we hear that something is wrong while it is still small.
We ask you how each person is doing and act on the answer: coaching, correction, or a direct conversation.
A competitor with a better number is the commonest reason an offshore engineer leaves. We review compensation on our side so that decision does not arrive on your team as a resignation.
Equipment, leave coordination, and being treated as part of a company instead of a name on a placement list. An engineer who feels like a line item behaves like one.
How we screen
Engineers screen engineers here. The founder who runs delivery has sat on the other side of every one of these gates.
The role, the stack, what “done” looks like, and the acceptance criterion the first deliverable will be judged against. Agreed before we source anyone.
Seniority here means shipped systems — something taken into production and lived with afterwards, through the releases, the incidents and the maintenance nobody volunteers for. Most engineers who clear that have five years or more behind them. If your role sets its own experience requirement, that is the bar we screen to.
Fintech, healthtech, govtech, payments or similar. Someone who has been through an audit, a penetration test or a security review, and can talk about what happened.
There is no written test. Communication is assessed in the interview itself — how clearly a candidate explains a system they built, and how they hold up when the follow-up questions get specific. Most of the work is talking to your team, so that is the register we assess.
Criminal record and employment verification. Our clients work with financial regulators, so this one is not optional.
Three qualified candidates for every open seat before a single name reaches you. You review the shortlisted profiles, and where your process calls for it you meet them directly. Nobody joins your team without your approval.
Most companies do not need an AI strategy. They need a handful of specific manual processes to stop being manual. We scope one, build the automation, and measure it against a number agreed before work starts. Then the next one.
This is usually the second engagement and not the first, because the work goes faster when it is done by engineers who already know your systems.
Where an agent genuinely helps we build one with controls around it: what it can touch, what it cannot, what a human signs off, and what happens when it is wrong. Where a script and a schema would do the job, we say so and write the script.
Expertise
Six areas we staff routinely. If your stack is not here, we say so at the scope call instead of taking the seat.
Services, APIs and the seat most pods start with.
Application interfaces, with a designer on the pod for the weeks that need one.
Pipelines and environments your own engineers can debug at two in the morning.
Entity resolution and the data model everything downstream inherits.
Model integration and retrieval, shipped with an evaluation harness attached.
A multi-day manual regression pass turned into a suite that survives our departure.
A system architect, part time to start on most pods, holding the design gate so decisions get made before they get expensive.
Both columns are here on purpose. If the right-hand side rules us out, better you find out now than in week three.
Different locations, complementary strengths — a company built on trust, execution, and a long-term vision.
The delivery day is shifted onto yours — the five to six hours are moved, not explained away.
Ryan leads NorthAlgo’s overall direction, shaping the company’s strategy, growth, and client partnerships. He works closely with clients to understand their business and technology needs, while ensuring NorthAlgo’s capabilities and long-term priorities remain aligned with the opportunities we pursue.
John leads NorthAlgo’s operations and delivery, ensuring client commitments translate into well-executed engagements. He oversees onboarding, resource coordination, delivery processes, and escalation, while creating the structure engineering teams need to perform effectively and consistently.
Partners
These are partners, not clients — the companies we deliver with, subcontract for, and take work through. Clients stay unnamed until they put permission in writing.
A long-term partnership, ongoing.
Subcontracted delivery on a funded programme.
A completed engagement, under contract.
Four ways to work with us — subcontracted delivery, funded-programme work packages, sales partnership and referral.
Something missing? Write to the founder and you will have an answer inside a working day.
What sits inside the monthly number, what does not, and why it is quoted per seat and never per hour.
Production experience we can check, your own experience bar where you set one, regulated-environment exposure, communication judged live, background check, three candidates per seat.
The processing agreement, the SCCs, the transfer impact assessment and how the pod is scoped.
The published market numbers behind all of this — Finnish IT revenue against headcount, and the EU shortfall.
Thirty minutes produces a seat plan, a monthly number, a start date, and the acceptance criterion your first month is judged against. Most teams grow one seat at a time from there.