The few people who know your core systems are already at capacity.
In your repo, on your standup
Timezone-aligned, working your hours
The seat the market will not fill
Three reasons the work cannot wait for a hiring cycle.
months until SAP ECC mainstream maintenance ends. Migration work that starts after a full hiring cycle starts late.
SAP ECC 6.0 mainstream maintenance ends December 31, 2027.Extended maintenance to 2030 is available at extra cost. Source: SAP lifecycle dates.
The ERP deadline.
Mainstream support for SAP ECC ends at the end of 2027. The migration needs engineers before the date, while your team keeps the current system running.
The acquisition you just closed.
An acquired company brings its own ERP, CRM and accounting systems. Joining them takes extra engineers for a few months. We supply them, and they leave the integration documented for your team.
The people who know the old system.
In Fortra’s 2026 survey of 315 IBM i users, 69% named finding people with the right skills as a top concern. The skills get rarer every year the system runs. We bring senior engineers who already know it.
Keep the ERP you run. Our engineers build the data and integration layer on top of it, so your AI plans have something to work with. Get a shortlist for the seat you cannot fill.
Every engineer clears four steps before you see a name
Criminal background check
Run in full, before the resume reaches you.
Employment verification
Every role on the resume confirmed with the employer.
Interview with a Perform engineer
The technical screen is run by someone who could pass it.
Reference checks
Completed before the engagement starts.
Your interviews confirm the fit. The filtering is already done.
The roadmap slipped and the seat is still open.
Interviewed by an engineer who has done the job
Your interviews confirm the fit. The filtering is already done.
Ramped in weeks
The names, the start dates, and who manages them
The testing capability stayed after we left
Four ways to add engineering capacity, compared
| Perform | Hiring in-house | A talent marketplace | A global integrator | |
|---|---|---|---|---|
| Time to a working engineer | Weeks | Months, and the senior req may not close | Days | Months, after a bench allocation |
| Who runs the technical screen | An engineer who has done the job, and you can talk to them | You | The platform, or nobody | Their bench process, which you do not see |
| Working hours | Your hours, priced in | Your hours | Whatever the individual keeps | Follow the sun, with handoffs between regions |
| Rate per hour | We lose hereMiddle of the market, said on the first call | No hourly rate, a salary and the overhead behind it | Lowest of the four | Highest of the four |
| Cost over three years | We lose hereHigher than a permanent hire who stays | Lowest, if they stay | Low, if you keep replacing people yourself | Highest |
| Who owns the ramp if the person leaves | We do. The same engineers stay on your systems | You own it, and you own the rehire | You own it every time | They reassign, and you re-explain |
| Embedding in your standards | In your review process and definition of done | Fully | Rarely, the work arrives as deliverables | Contract-defined, which is narrower than your standards |
| Scale you can reach | We lose hereTeams. Tens of engineers, never hundreds | Whatever you can hire | Wide, with variable quality | Hundreds of people on one program |
| What is left when it ends | The capability, where the engagement transferred one | Everything | Nothing | Whatever the contract specified |
Comparison written by Perform. Judge the screening claim on the person we put in the room.
Questions about adding engineers
How is this different from any other staffing firm?
Judge us on who shows up. You interview every engineer yourself, Perform manages them on our side, and nobody sends resumes over the wall. Our recruiters are engineers, which is why the shortlist is short.
We have been burned by offshore before.
Most teams who say that have good reason, and it usually came down to one of two things: the timezone gap, or a team that agreed to everything and raised problems late. Tell us which one it was and we will say plainly whether our setup differs for that specific failure. Our engineers work your hours and hand off the same day.
How does the price compare to hiring in-house?
Perform sits in the middle of the market, priced for engineers who are technically strong. Two things change the math. Nearshore rates sit well under a US hire fully loaded, and when the engagement ends the meter stops with no severance.
We would rather hire full time.
Then hire the person. The question is what the roadmap costs while you search. Senior roles sit open for months and the work does not pause. We keep it moving during the hunt and hand over when your person starts.
We already have a staffing partner.
Then you know how it works. Most teams keep two, because one partner never covers every skill and the second one keeps the first accountable. The useful question is which role your current partner keeps missing.