| Team | Engineers | Shape |
|---|---|---|
| Spanish Team | 4 | All Spain |
| Hybrid Team | 9 | 4 Spain · 5 hub |
The alternative you’re weighing
Faster than hiring.
Built to stay.
For most buyers the real alternative is internal hiring. Weeks to a productive squad here against nine to eighteen months in recruitment, and a team that stays rather than rotating out on you.
Senior & vetted
Global reach
Productive in weeks
Built to deliver
Continuity versus churnOne stable squad across the programme
Delivery model
Choose the control, capacity and budget you need.
Positioned on fit, not price. Each model balances control, capacity and budget, with Spanish-led accountability throughout.
| Model | What it is | Commercial position |
|---|---|---|
| Spanish Team | A Spanish-led engineering team working from Spain. The most straightforward entry point, and the strongest reference for quality. | Saving vs. a traditional consultancy |
| Hybrid Team | Spanish leadership with engineers in a same-time-zone hub; scheduled in-person technical workshops built into the delivery rhythm. | ≈ 25% illustrative |
| Distributed Team | Spanish leadership with engineers drawn from the best available locations worldwide, for clients who prioritise value and capacity. | ≈ 30% illustrative |
| Specialist Engineers | Individual experts on demand. A first-class engagement in its own right, and a proven route into long-term accounts. | Flexible · capacity-led |
HOW TO CHOOSE
Start with control and capacity, not the discount. A Spanish Team maximises proximity and reference quality; a Hybrid Team scales headcount for the same budget while keeping Spanish-led accountability; a Distributed Team prioritises value and reach; a specialist seat answers an urgent, precise need, and often becomes the first chapter of a longer engagement.
A LIVE HYBRID ENGAGEMENT
| Engineers in Spain | 4 |
| Engineers in the hub | 7 |
| Annual budget | $900k |
| Otherwise-cost | ~$1.2M |
Roughly 25% saved, the illustrative Hybrid figure. Shown as illustration, never a commitment.
Geography
Your hours, your workshops, Spanish-led.
Spanish engineering leadership and Spain-based delivery management sit on every engagement. Beneath them, same-time-zone hubs extend capacity without diluting accountability. A named region signals proximity in a way a generic "nearshore hub" never can.
01
Same working hours
Hub engineers work the client's and the Spanish leads' hours. One working day, not a handoff across time zones.
02
In-person workshops
Scheduled technical workshops, a short flight away. Face-to-face where it matters, built into the delivery rhythm.
03
Scale for the budget
The cost benefit fields a materially larger team for the same budget. Scale and capacity, never a discount pitch.
The footprint is specific. Spanish leadership, with a long-term hub footprint across Egypt, Morocco and Tunisia — same time zone as the client and the Spanish leads. The three benefits are always stated together, and Spain is always central.
Team economics
See what your budget actually buys.
We show worked economics at known day rates rather than a precision figure that could be quoted back in negotiation. Every figure is labelled illustrative and re-baselined as hub day-rates evolve.
| Market | Indicative saving |
|---|---|
| Switzerland | ~40% |
| Scandinavia | ~30% |
| Germany | 20–30% |
| France | 10–15% |
The other side of the ledger is delay. On a multi-year programme the dominant cost is slippage, not the hourly cost of engineers. A two-quarter slip means two quarters of deferred revenue, competitive exposure and, in regulated segments, recertification exposure. That turns the decision from day rates into programme economics.
Build vs partner
Faster than hiring. More accountable than the rest.
The most frequent competition is the client's own instinct to hire. Here is where each realistic alternative falls short.
| The realistic alternative | Where it falls short |
|---|---|
| Hire internally our primary competitor | Nine to eighteen months to a productive senior engineer in the scarce disciplines. The programme cannot absorb the wait. |
| Build a captive / offshore centre | Years to productive scale; capex-heavy; hard to reverse; internalises the attrition problem. |
| Engage a large consultancy | Credible but over-priced for disciplined engineering; broad rather than deep. |
| Keep testing inside the dev team | No independence: verification competes with development for the same people and inherits their assumptions. |
| Use staff augmentation | High attrition; no operational ownership; context lost between rotations. |
| Accept the slippage | The programme slips by quarters; the cost lands on the business. |
Where Tech Teamz sits. Faster than hiring, cheaper than the consultancies, more accountable than augmentation, and independent where the client needs independence. That space is largely unoccupied.
What holds every model together
Above all, the engineers stay.
Voluntary attrition of approximately 7% a year means the team a client starts with is, overwhelmingly, the team they still have two years later, with all its accumulated programme knowledge. One current client measures internal attrition near 18% against our 7%: longevity they can buy rather than build.
Beneath that sit the basics a serious partner is expected to have, treated as minimum standards rather than selling points.
Named technical & delivery leads
Regular governance rhythm
Documented handover
The constant across models
Voluntary attrition / year
Tech Teamz7.0%
Industry~18%
Time to a productive senior engineer
Tech TeamzWeeks
Hiring9–18 mo
Attrition internally audited; the ~18% is one client's measure, illustrative. See proof →
Find the model that fits
Describe your project. See the squad, shape and economics.
TT AI proposes a model and a squad from our roster, reviewed and signed by Spanish engineering leadership before it reaches you.