How we build and run your team.
We scope your dedicated team with you, headhunt and test it in four to six weeks, start it in your tools, and manage it every week after. One agreement, one monthly fee, one person to talk to.
Four steps, one agreement.
From the first call to a team in your sprints usually takes four to six weeks. After that the service keeps running for as long as your team does.
- 01 Week 1
We scope the team with you
A short call about your roadmap, your stack and the first ninety days. A few days later you have a team proposal, a monthly fee and a start date in writing.
You get: A team proposal and a monthly fee - 02 Weeks 2 to 6
We build your team
We headhunt for your stack, run our own technical and mindset tests, and introduce the people before anything is committed. You meet them first.
You get: Profiles, an intro call and a start date - 03 From day one
Your team starts in your tools
Your repositories, your board, your stand-up. You own the product and the priorities. A service delivery manager on our side answers for what ships.
You get: A team working in your sprints - 04 Every week after
We manage the team every week
You score the delivery, your service delivery manager acts on it, and Talent Success turns it into training, so the team stays managed without your time going into it. Capacity moves with your roadmap at the monthly cycle.
You get: One person to talk to, one monthly invoice
01 We scope the team with you.
From the first call to a signed agreement is usually a week. Nothing is paid until a team member has had their first day with you.
- 1
Scoping call
Thirty minutes on your roadmap, your stack, your way of working and the first ninety days. No slides.
- 2
Team proposal
Within a few days: the roles and seniority we suggest, the monthly fee per team member, the time to hire and a start date.
- 3
Service agreement
One agreement for the whole team, however many disciplines. It names the capacity, the fee, the notice period and the time to hire we commit to.
- 4
You sign, we start the search
The headhunting starts the day you sign. You pay nothing at this point.
Nothing to pay until day one.
We agree a time to hire with you. Your first invoice is issued after a team member's first day on your team. If we can't find the right people within the agreed time, you walk away with nothing to pay.
- No deposit
- No upfront fee
- No commitment until the right people are on your team
- Monthly invoice, in arrears, from the first day
02 We build your team in four to six weeks.
Most of the time between the first call and the first sprint goes into finding the right people. We headhunt for your stack, test them ourselves and introduce them before anything is committed.
- Roles and seniority
- Stack and domain
- Way of working
- Capacity and start date
Talk to our teamBook a scoping call - 25 Week 1 Sourcing Headhunted for your brief
- 12 Week 2 AI processing and screening Matched to your stack
- 5 Week 3 Technical testing Pass technical testing
- 1 Week 4 Mindset, culture and logic Proposed to you
03 You own the product. We run the team.
Our developers work inside your systems every day, as part of your remote team. Our managers never need access to any of it: they run the people, not your code.
You own the product
Direction, priorities and acceptance stay with you.
- Roadmap, priorities and scope
- Backlog and sprint planning in your tools
- Architecture and technical decisions
- Code review and acceptance
- Release calendar
We run the team
Everything it takes to put the right people on your product and keep them there.
- Headhunting and the team around your stack
- Delivery oversight, quality and reporting
- Training, coaching and development plans
- Employment, payroll, benefits and HR
- Office, equipment, security and continuity
04 We manage the team every week.
Your management time goes into the product. Keeping the team performing is our job, and this is the rhythm it runs on.
- Daily
In your team's rhythm
Stand-up, your board, your chat. Your remote team works your hours of overlap, whether you sit in Europe, the US or Sydney.
- Weekly
You score the delivery
A one-minute survey, one score per team member. Scores are tracked over time, so a dip shows up early.
- Every two weeks
1:1 with your service delivery manager
Quality, collaboration and anything a survey can't capture. The same person every time.
- Monthly
Capacity and delivery summary
Hours against committed capacity, what shipped, the score trend, and the capacity for the coming month.
Every score ends in a plan.
You score the delivery. We do the work of improving it. That division is the whole service in one sentence.
How Talent Success works- 1
You score
The weekly survey and the 1:1.
- 2
Your service delivery manager acts
Reads it against tracked hours and the team member's own report, and picks it up in the next 1:1.
- 3
Talent Success trains
Coaching, courses, mentoring or a change to the team, with a date to reassess.
Talent Success: the team behind your team.
A dedicated team at Azendo whose only job is to keep your team members growing, motivated and on your product for years. All of it is in the monthly fee.
- A development plan for every team member
Agreed in the first month and reviewed every quarter: the skills your roadmap needs next, the training to get there, and a date to check progress.
- Training tracks in the Azendo Academy
Structured tracks per discipline, from framework depth to architecture, with internal certification at each level.
- 1:1 coaching and mentoring
A senior in the same discipline mentors each team member, and a Talent Success coach runs regular one-to-ones on delivery and collaboration.
- Skill and career development
Certifications, learning access and a visible career path inside Azendo. People who see a future stay, and your product keeps what they learn.
- English and client communication
Coaching on written and spoken communication with your team, so questions are asked early and status is clear without you chasing it.
- Clock-in, clock-out and time tracking
Every team member clocks in and out and tracks time against your committed capacity in our own system. You see hours delivered against hours agreed every month, and we see overload before it becomes a problem.
One monthly fee covers all of it.
You agree a monthly capacity in hours with us. The fee covers the team member's salary and every layer around it: the service delivery manager who runs the team, training and development, the workplace, the equipment and the HR behind the employment. It is the same amount every month.
- One agreement and one invoice, with no upfront fee or management surcharge
- Holidays are already priced in, so April and May cost the same
- Capacity moves up or down at the next monthly cycle
Try us, at zero risk.
- No deposit
- No upfront fee
- No commitment
We agree a time to hire with you. If we can't find the right people for your team within it, you walk away with no commitment and nothing to pay.
Get in touch"You score the delivery every week. If a score dips, it is my team's problem to solve, not yours."
Fai, Head of Service Delivery
Questions about how it works.
Who manages the team day to day, you or us?
You set the direction: priorities, scope, technical decisions and acceptance. We manage the team: who is assigned, how they perform, how they develop, quality standards and reporting. You brief and review the work. Anything about how the team is performing or growing goes through your service delivery manager, who answers for it. That split is what makes it a managed offshore team, and staff augmentation vs managed services sets the two models side by side.
Why full-time team members and long-term agreements?
Because the value of this model comes from accumulated context. A team member who has worked in your product for two years makes better decisions, needs less specification and catches problems earlier. Full-time focus on one product, over years, is what makes that possible, and it is how every dedicated development team at Azendo is set up.
Do your managers need access to our systems?
No. Only the team members assigned to you hold credentials, and they use them inside your environment alongside your own people. Our managers assess delivery from three things instead: hours tracked in Azendo's own system, the team member's weekly report to us, and your weekly survey score plus the 1:1 with your service delivery manager every two weeks.
What exactly is included in the monthly fee?
Everything around the team member: delivery management and reporting, Talent Success with training, coaching and development plans, and the full operational side, from employment, payroll and benefits to hardware, licences, office, security and connectivity. One fee per team for an agreed monthly capacity in hours, with no management surcharge, selection fee or equipment invoices, and no cost if we change who is on the team.
What happens if delivery is not good enough?
It shows up in your weekly score before it becomes a crisis, and your service delivery manager picks it up in the next 1:1. From there it becomes their problem to solve. Usually the answer is mentoring, clearer work breakdown or a change in how the team is composed. If a team member isn't the right fit for your team, we replace them at our cost and handle the ramp-up. Performance is our job to manage.
Do we need a legal entity in Thailand?
No. You sign one service agreement with Azendo and receive one monthly invoice. The team members are employed by Azendo in Thailand, so all local employment, tax and compliance obligations sit with us. Companies that hire dedicated developers this way have no entity to register, no local contracts to sign and no payroll to run.
How does the time difference work in practice?
Thailand is on UTC+7: five hours ahead of Northern Europe in summer and six in winter, and three to four hours behind Sydney, so your offshore team shares part of every working day either way. The team joins your stand-up, questions get answered the same day, and teams working with partners further west shift their hours to widen the overlap where it helps.
Can we change capacity or stop?
Yes. Capacity moves up or down at the next monthly cycle, and the composition of the team is reviewed every month with your service delivery manager. Long term is the plan, with no lock-in: the agreement sets a clear notice period, and there is nothing to pay until a team member has had their first day with you.
Tell us what your roadmap needs.
Thirty minutes with a service delivery manager. You leave with a clear picture of the team you would need, what it would deliver and when it could start.
- No deposit and no upfront fee
- No commitment until the right people are on your team
- If we can't find them inside the agreed window, you walk away at no cost
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