A seven-person bench, engineers, a technical PM, a QA lead, a content strategist, vetted, placed, and embedded inside the studio's own squads. A six-week scope that became 18 months of standing headcount, and counting.
The studio needed to stand up a seven-person team for an internal live-ops effort, three engineers, a technical program manager, a QA lead, and a content strategist on the player experience side. The hard part was never the headcount. It was finding people senior enough to operate inside the studio's own bar.
Urudex assembled the seven-person shortlist in two weeks. Every one of them was offered a seat, and took it.
The studio doesn't do surface-level. Neither do we.
The seven professionals didn't sit outside the org as a vendor team. They were staff in everything but the contract. The engineers joined the studio's internal game reviews. The technical program manager ran cross-squad standups alongside the studio's own PMs. The content strategist became part of the player experience team's weekly creative process.
So when the six-week scope kept extending, the studio never re-opened a search, it kept the bench. The QA lead who stood up the testing function stayed on to run it, then trained the studio's own people into it. As the work grew, the team grew with it instead of being handed off.
Eighteen months in, the studio added three more Urudex profiles. Not to replace anyone, to scale a bench that was already working.
This is staffing that behaves like a team, not a transaction.
Urudex placements are not project-based contractors. They are professionals who join your team, learn your product, and grow with your organization. Some engagements start with one person and become a team of ten. Some start with a defined scope and evolve into something much larger as the relationship builds trust.
The professionals in our network choose this model deliberately. They want long engagements with companies worth working for. They want to go deep, not wide. That's what makes them different from a freelancer marketplace, and it's what makes the quality of their work compound over time.
You're not renting talent. You're building a team.
Every extension happened because the studio wanted to keep the people, not because a statement of work said so. Adding three more profiles at month 18 wasn't a replacement decision. It was the studio treating Urudex as its standing bench for senior live-ops headcount.
Game reviews, cross-squad standups, weekly creative process. The team didn't sit outside the studio, they ran the same cadence.
Staffing a multi-year capital programme, engineers, procurement, and project finance, embedded across sites.
Read Case 03 →