A cross-functional bench, engineers, a designer, an FP&A lead, vetted, placed, and embedded inside the company's existing squads. What was scoped as a four-month engagement became a standing team they scale with.
One of the world's most-visited job marketplaces needed to stand up a cross-functional team for its LATAM expansion, backend engineers, a product designer, an FP&A lead, without dropping the bar it sets for senior hiring, and without spinning up a recruiting function to do it.
Urudex returned the shortlist in 72 hours. The first three started within two weeks. By month two, all eight were embedded across the company's squads.
The eight didn't operate as an outside team. They were staff in everything but the contract.
From day one, every professional reported into the company's existing squads. The backend engineers sat in sprint planning with the internal team. The designer worked directly under the company's product leads. The FP&A lead joined the quarterly business reviews. Same tools, same channels, same cadence, same standards.
So when the company needed more headcount, it didn't run a new search, it came back to the bench. Two years in, five of the original eight are still active, and several have moved across the org as the company's LATAM scope grew. The relationship scales up and down with the roadmap, not with a statement of work.
This is what staffing looks like when the match is right.
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.
The engagement was scoped for four months. It's now in its third year, the team the company calls first whenever its LATAM headcount needs to move, in either direction.
Same standups. Same tools. Same standards. Embedded long enough that the line between "Urudex placement" and "in-house engineer" stopped mattering.
From a six-week scope to an 18-month engagement. Live ops tooling, QA frameworks, and creative content, all embedded.
Read Case 02 →