Engineers We Have Placed

Barça Mobile is a consumer super app built for a global football audience and delivered by New Era Visionary Group, which is the company TalentSync actually contracted with. We sourced and technically vetted engineers for the product team building it.

Roles filled included backend and DevOps engineers, working under the client’s technical leadership on the client’s architecture and roadmap. The DevOps engineer we placed worked on system architecture and CI/CD for the Barça Mobile launch.

We did not build the app, we did not run the programme, and we publish no figures about how the product performed in the market — those are the client’s numbers to publish, not ours. What we can state is who was placed, into which team, and what they worked on.

Not a placement. Not a TalentSync client. Our engineers reached this system through another client’s programme, not through a contract with Orange.

Orange is a global mobile network operator. TalentSync has no contract with Orange and Orange has never engaged us; the connection is the Barça Mobile MVNO, which runs on the Orange network.

Engineers we placed onto that programme worked on the MVNO integration between Barça Mobile and the Orange network — carrier-side provisioning flows, a counterparty with its own release calendar, and failure modes that cannot be reproduced locally.

We list Orange because it is the system our engineers worked against, not because it is a client of ours, and that distinction is the whole point of the entry. If you are hiring for telecom or MVNO integration, this is the domain experience we have on record.

Entail AI builds a no-code conversion-rate-optimisation platform. TalentSync placed engineers onto the client’s content platform build, and the senior hires were screened for security and code-quality standards as much as for delivery speed.

The engineers worked inside Entail’s own repositories and review process, on work Entail scoped and prioritised. This was a placement, not a delivery contract: we did not own the roadmap and we did not ship the product.

The quote below is from Entail’s founder. It is about the engineers rather than about us, which is the only kind of reference worth reading.

New Era Visionary Group is a master systems integrator and the delivery organisation behind the Barça Mobile programme. It is the counterparty on that work — where this page names Barça Mobile or Orange, New Era Visionary Group is the company TalentSync actually contracted with.

Engineers we placed joined the programme on a long-term direct engagement and worked inside the client’s teams, under the client’s technical leadership. We staffed roles; we did not run the programme, set its strategy or own its launch.

Long-term direct engagements like this one are the shape most of our client relationships take. The engineer stays with the client rather than rotating back to us, which is the outcome we are trying to produce.

Not a placement. Advisory engagement. No engineer was placed and no recruitment fee was involved.

Pixelette Technologies is a software development company. This is one of the two entries on this page that is not a placement: the work was advisory and covered sweat-equity structuring — how to set up equity-for-work arrangements with the people building a product.

We include it because leaving it out would make the record look tidier than it is, and because it is a conversation founders occasionally want to have with someone who has watched those arrangements go wrong.

To be unambiguous about the boundary: this was not investment advice, we are not licensed to give investment advice, and we do not tell anyone which companies to invest in.

Qualiwise builds an AI copilot for product quality. The brief was a single senior backend Python developer for a small team that was already shipping, which meant the engineer had to be productive without a long ramp-up and without a senior colleague to lean on.

We sourced and technically vetted the shortlist, Qualiwise interviewed and selected, and the engineer signed one week after the brief was agreed.

One week is fast for a senior Python role and it is not a service level we offer. It happened because the brief was precise, the interview loop was two rounds, and the right person happened to be available. Qualiwise’s founder is quoted below.

SocialBee is a social media management platform. The brief was two senior full-stack engineers in Java and Angular, added to an existing product team rather than forming a squad of their own.

Both engineers signed within two weeks of the agreed brief. Java paired with Angular is a narrower search than it looks — most full-stack candidates in the region pair Angular with .NET or Node — so the two-week figure reflects a good match between the brief and our existing network rather than a repeatable rate.

The engineers worked inside SocialBee’s own sprint cadence, review process and definition of done, and SocialBee managed them directly.

Silvertalent builds a talent acquisition platform. The brief was three full-stack React and .NET engineers at once, which is a different problem from filling one seat: three people have to be comparable in level, available on the same start date, and able to work alongside each other from week one.

All three signed within two weeks of the agreed brief. React with .NET is the strongest full-stack combination in the Moldovan and Romanian market, and that is the main reason a three-person brief moved at that pace.

Silvertalent is itself in the hiring business, so the bar for the shortlist was set by people who screen engineers for a living. That made the feedback loop unusually fast and unusually blunt, which we would take every time.

Foodamigos is a food delivery startup. The brief was one senior frontend Angular engineer for a small team, and the engineer signed one week after the brief was agreed.

Startup briefs are usually the fastest searches we run, for an unglamorous reason: the founder is the interviewer, the decision needs one meeting, and there is no internal approval chain sitting between the shortlist and the offer.

The trade-off is that a small team gives a new engineer very little to lean on, so we screened for people who had worked without a platform team and without a senior colleague to escalate to. That is a different screen from the one a fifty-engineer product org needs, and running the wrong one is how a fast placement turns into a three-month problem.

Innovatec builds automation systems for hatcheries. The brief was a PLC specialist — industrial control software rather than web or product engineering — and the engineer signed within two weeks of the agreed brief.

This is the least typical engagement on the list and the most useful one to read if your roles sit outside the usual product stacks. Industrial automation candidates do not come from the same pool as our web and backend engineers and they are not interchangeable with them, so we sourced this role separately.

If your hiring is in embedded, control systems or industrial software, say so at the brief and we will tell you honestly how deep our network is in that area rather than quietly running a general search.