A structured engagement framework refined across 12+ active engagements and a decade of embedded delivery. This is how we work, in detail.
Most providers want to bill before they understand. We start with a fixed fee, written diagnostic that maps your AI roadmap against your team's actual capability. You leave with a document you can act on, regardless of whether you continue with us.
"The diagnostic is yours to keep, regardless of next steps. If we're not the right partner, you have a document you can take to anyone."
From an applicant pool with a 2% acceptance rate, we shortlist 2 to 3 engineers per role. We match for context fit (your domain, your stack, your culture), not just resume keywords. You meet them. You decide. We never push.
"For every 100 engineers who apply to Density, two make it through. We staff from the top of that pyramid, not the middle."
Most providers consider the deal closed when the engineer logs into Slack. We consider it just starting. The first 90 days are the highest risk window of any engagement, so we built a structured framework around them. The result: 100% success rate over the last 6 years. Zero forced replacements.
Codebase walkthrough. Team introductions. Expectations doc signed by both sides. Access to our internal AI playbook from day one.
First production commits. Weekly 1:1 with a Density tech lead, separate from the client's standups. Written check ins to surface friction early.
Engineer takes ownership of a feature or surface. Becomes a peer in design discussions. The shape of the engagement past day 90.
Every engineer we place gets access to our internal playbook covering RAG architectures, agent patterns, MLOps best practices, evals, and the production patterns we've seen work and fail across 12+ engagements. This is institutional knowledge that compounds. Most staff aug providers keep this kind of context internal. We share it with the engineers we place because the alternative is they reinvent the wheel on your time.
Once a week during the first 90 days, a Density tech lead has a 30 minute private conversation with the engineer. Separate from your team's standups. The goal is to surface friction your team doesn't see and resolve it before it becomes attrition. Most issues that look like "the engineer wasn't a fit" are actually issues your team didn't have visibility into. We do.
Most providers treat placement as the deal closing. We treat it as the deal starting. The first 90 days are when bad placements show up, and most providers are not paying attention. We are. It is how we maintain our 100% success rate.
Convinced about how we ship? Start with the Roadmap →
96% client retention over a decade. Engineers who stay for years, not months. The Ooma engagement is in its 4th year and counting. Our longest telecom partnership has been going since 2016. This is what density looks like in practice: years on the same codebase. No rotation, no reset, no relearning every quarter.
"Most staff aug providers brag about how fast they replace. We brag about how rarely we have to. Zero forced replacements over the last 6 years."
Two weeks. $2,500 fixed. A written diagnostic you keep, regardless of next steps.
Start the RoadmapWritten intake. We confirm fit before any payment.