30-Day Replacement Guarantee
If an engineer we place isn’t working out in the first 30 days, we replace them at our cost. No renegotiation, no argument about whose fault it was.
That’s the whole guarantee. The detail below is about how it works in practice, because a guarantee nobody can invoke isn’t worth putting in a contract.
What’s Covered
The first 30 days of any placement. The clock starts on the engineer’s first working day, not on contract signature.
Any reason you consider material. Technical capability below what the interview suggested, communication that isn’t working for your team, availability that doesn’t match what was agreed, or a fit problem you can’t articulate precisely but are confident about. You don’t have to build a case.
Replacement at our cost. We source, vet, and present replacement candidates without a new sourcing fee. You aren’t billed for the replacement search.
How It Works
1. Tell us. A message to your account manager is enough. Earlier is better — week two is a far easier problem to solve than day 29.
2. We stop the billing clock. You aren’t invoiced for the departing engineer’s time beyond the point you raise it, subject to any notice needed for a clean handover of work in progress.
3. We source a replacement. Typically a shortlist within 72 hours, drawing on what we learned from the first placement not working — a mismatch usually tells us something useful about the brief.
4. You interview as before. No obligation to accept a replacement you’re not confident in.
What It Doesn’t Cover
Being straight about the limits, because a guarantee with hidden exclusions is worse than none:
- Work already delivered and accepted. The guarantee replaces the person; it isn’t a refund of hours already worked and used.
- Scope changes. If the role changes substantially after placement — a different stack, a different seniority — that’s a new requirement rather than a failed placement. We’ll still help, but it’s a re-brief.
- After 30 days. Beyond the window, replacement is still available and usually quick, but it’s handled as a normal sourcing request.
Why We Offer It
The largest hidden cost in offshore hiring is a placement that doesn’t work. Industry estimates put a failed technical hire at around 30% of first-year salary once recruitment, ramp-up, lost delivery, and the second search are counted.
Putting the replacement risk on us rather than you is the clearest way we can signal confidence in our vetting. It also disciplines us: a vendor who bears the cost of a bad placement has every incentive to be honest at the shortlist stage rather than optimistic.
It sits alongside month-to-month terms across every engagement — no lock-in, no minimum term, no exit penalty.
Related
How we source and vet engineers — the process the guarantee is backing.