Hire Software Developers in Eastern Europe
TalentSync places senior software developers from Eastern Europe into existing engineering teams, either on a direct B2B contract you hold with the engineer or on an hourly basis through us. Across our five most recent engagements — eight engineers for SocialBee, Silvertalent, Qualiwise, Foodamigos and Innovatec — each signed within one to two weeks of the brief.
Who this is for
Teams who have settled the geography question and now need someone to run the search itself: write the specification, source against it, screen hard, and put three to five defensible people in front of your interviewer.
This works when you have a technical interviewer and someone who can decide. It does not work when you want a supplier to own delivery, because we add people to your team and then get out of the way.
The hiring problem
The failure mode in this market is almost never a shortage of engineers. It is a shortlist assembled by somebody who cannot read code, twenty CVs deep, filtered on nothing but a keyword match against the job advert.
What follows is predictable. Your best engineer burns a week interviewing people who should never have reached them, the one strong candidate accepts elsewhere while you are booking round three, and the search restarts from zero with the bar quietly lowered.
How engineers are engaged
Direct B2B recruitment
TalentSync sources, screens and technically validates the engineer, then steps out of the relationship. You interview, you select, and you contract the engineer directly for a long-term engagement. The engineer invoices you as an independent business on a B2B contract, so you add senior capacity without opening a local entity, running foreign payroll, or taking on employment obligations in another jurisdiction. You manage the engineer exactly as you manage the rest of your team.
How direct B2B recruitment worksFlexible hourly collaboration
The engineer joins your existing team and is billed for hours actually worked, with no fixed headcount commitment. You retain control of architecture, roadmap, priorities, processes and day-to-day management; the engineer works inside your repositories, your sprint cadence and your definition of done. TalentSync handles the contract, invoicing and replacement cover. Capacity can be scaled up, scaled down or paused at agreed notice, which suits teams between funding rounds and work with an uncertain end date.
How hourly collaboration worksTechnologies and seniority
JavaScript and TypeScript
- React
- Angular
- Node.js
- NestJS
- Next.js
.NET and C#
- ASP.NET Core
- Entity Framework
- Blazor
Python
- Django
- FastAPI
- Flask
- Celery
Java
- Spring Boot
- Hibernate
- Kafka
Mobile
- Swift
- Kotlin
- Flutter
- React Native
Cloud and platform
- AWS
- Azure
- Google Cloud
- Docker
- Kubernetes
- Terraform
Industrial
- PLC
- SCADA
- Siemens TIA
- Senior
- Where nearly every placement sits. The bar is ownership rather than years: has this person run something in production, been woken up by it, and changed the design as a result.
- Lead and architect
- Placed, but slower. Expect to run past the two-week mark and to interview fewer people, because that layer is thin in every market we source from.
- Mid-level
- Only into a team that already has somebody senior to lead them. Where the plan is a mid-level hire with nobody to review the work, we will say plainly that it will not go well.
The placement record
| Client | Role and stack | Engineers | Brief to signature |
|---|---|---|---|
| SocialBee | Role and stackFull-stack developers, Java and Angular | Engineers2 | Brief to signatureTwo weeks |
| Silvertalent | Role and stackFull-stack developers, React and .NET | Engineers3 | Brief to signatureTwo weeks |
| Qualiwise | Role and stackSenior backend developer, Python | Engineers1 | Brief to signatureOne week |
| Foodamigos | Role and stackSenior frontend developer, Angular | Engineers1 | Brief to signatureOne week |
| Innovatec | Role and stackPLC specialist, industrial automation | Engineers1 | Brief to signatureTwo weeks |
Across our five most recent placements: five clients, eight engineers. We publish every row of it rather than a selected fragment, because a partial ledger is how a small firm makes itself look larger, and anyone who checks will notice.
Our remaining engagements are listed on the case studies page, including the programme work where we publish no headcount because we do not have one we can stand behind.
The clock runs from an agreed written brief to a signed offer. Your own interview schedule sits inside that window, which is why a client who can interview at two days’ notice always beats one who cannot, on identical roles.
How we vet
Written role specification
Nothing is sourced until there is a written specification you have approved: the stack, the seniority bar expressed as behaviours rather than years, the genuine must-haves, and the things you would trade away. Every later stage is scored against that document instead of against a feeling.
CV and repository screen
A recruiter reads the CV and, where there is one, the public code. The question being asked is whether the claimed experience was load-bearing: who owned the service, what broke on their watch, and what they changed afterwards.
Recruiter call, thirty minutes, in English
Scored against the specification, and held in English, because a written B2 that collapses in live conversation is the most common inflation on a CV in this market. Notice period and rate expectation are settled here, not discovered at offer stage.
Technical interview by an engineer
An engineer runs it, against your stack, as a live problem or an architecture conversation. Take-home exercises never exceed two hours. The output is a written note saying where the candidate is strong and where they fall short of your specification.
Reference call
One call with somebody who managed or reviewed their work, asked specifically rather than generally: what did this person own, and what would you not hand them. Vague references are themselves a result.
We do not publish a rejection ratio. It could be computed, but with eight placements the denominator is far too small for the number to carry meaning, and a manufactured funnel statistic is exactly the sort of claim this site exists to stop making.
What you get with a shortlist
- Three to five profiles rather than twenty. If only two are defensible, you receive two.
- Stack, years, and what the person actually owned in their last two roles.
- Current notice period and the earliest start date that is real rather than hoped for.
- Timezone, and the hours they will genuinely overlap with your team.
- English level, assessed in a live call rather than copied off the CV.
- An indicative rate for that specific person, not a band for their job title.
- A written note on why they cleared the bar and where they are weaker than your specification.
The last line is the one that matters. Every shortlist names a weakness per candidate, because a profile presented without one is a profile nobody read carefully, and you will find the weakness in week three anyway.
Choosing between the two models
| Situation | Direct B2B | Hourly through TalentSync |
|---|---|---|
| You already know you need the person for a year or more | Direct B2BCheaper over that horizon, and better for the engineer. | Hourly through TalentSyncYou would be paying for flexibility you never use. |
| The end date is genuinely unknown | Direct B2BAwkward — you carry the commitment. | Hourly through TalentSyncThis is what the model is for. |
| You want fewer hours than a full week | Direct B2BRarely worth the paperwork. | Hourly through TalentSyncNormal, and priced for it. |
| You want one invoice from one counterparty | Direct B2BNo — the engineer invoices you directly. | Hourly through TalentSyncYes, one invoice a month from us. |
| You want cover if the engineer leaves | Direct B2BA replacement window fixed in the contract. | Hourly through TalentSyncContinuous, for as long as the engagement runs. |
| You may want to employ them later | Direct B2BSimple, because you already hold the contract. | Hourly through TalentSyncPossible, on conversion terms agreed at the start. |
Stacks we place into
The pill list in the summary rail is where our network is genuinely deep — meaning we have either placed into it or can name the engineers we would call this week. Treat anything absent from it as a longer search rather than an impossibility.
Stacks we do not place into
- Rust, Elixir and Scala. All present in the region, none of them in our network. Ask, and the answer will be a month rather than a fortnight.
- Mainframe, COBOL and AS/400. No bench, and no credible route to building one for a single role.
- Salesforce, SAP and ServiceNow. A separate market with separate recruiters who are better at it than we are.
- Anything gated behind a national security clearance in your country.
Publishing four categories we decline costs us less than one failed search costs you. It also spares your team the six weeks it takes to discover the gap by watching a shortlist fail to arrive.
Timelines, honestly
8
engineers in our five most recent placements
5
client teams across those placements
1–2 weeks
brief to signature on each of the eight
Read those as a distribution of eight events, not as a service level. Three were single senior hires into common stacks, which is the easy case. Five were paired or tripled hires into one team, which is easier still, because a single interview loop covers several candidates at once.
Roles with a narrow stack, a security-clearance requirement or a hard on-site element take longer, and we tell you that at the brief rather than at week three.
Three things that slow a search, all of them on your side
- A seniority bar nobody has written down, so each profile restarts the argument.
- More than two interview rounds, while the candidate sits in two other processes.
- Feedback that lands a week later. This loses more candidates than rate ever does.
What happens if it does not work out
Every engagement carries a replacement arrangement, and it sits in the contract you read before signing rather than in a sentence on a marketing page. It fixes a window measured from the engineer’s start date, what triggers the cover, and what happens if we cannot fill the gap inside it.
Two things we will not do. We will not reframe a bad fit as a performance problem in order to run the clock down, and we will not reopen the terms once the situation has gone wrong. Where a replacement is not possible inside the window, the arrangement unwinds on the terms already agreed.
Ask for that clause on the first call. The exact window varies with the model and the role, so we will read it to you rather than describe it — and a partner who will not show it before signature has told you something useful.
Placements on record
1 engineer
Qualiwise
Senior backend developer, Python
One week from written brief to signed offer.
Read the Qualiwise case study3 engineers
Silvertalent
Full-stack developers, React and .NET
Three engineers into a single team, all signed inside a fortnight.
Read the Silvertalent case study2 engineers
SocialBee
Full-stack developers, Java and Angular
A paired hire into an established product team, closed in two weeks.
Frequently asked questions
How long does it take to hire a developer through TalentSync?
How many candidates will we see?
What happens if the developer does not work out?
Do we interview the candidates ourselves?
Do you charge a placement fee or an hourly margin?
Can we hire the developer permanently later?
Send us one role
You will have a written role specification and an indicative rate the same day.