A dedicated development team extending your own organisation. A Swiss point of contact, CET overlap, and three models of commitment.
The DACH talent shortage isn't a procurement problem — it's a planning problem. It hits the initiatives that need capacity now.
Senior engineers in Switzerland and the DACH region are scarce. Recruiting runs, the roadmap waits — and the salary band is already maxed out.
Between signing and productivity, a new hire easily takes nine months once notice periods and onboarding are counted. The initiative doesn't have that time.
For the next three quarters you need four extra engineers; after that, maybe one. A permanent hire is the wrong instrument for that curve.
Kubernetes, a data model, a migration — you need real depth in one area for two quarters, not another permanent position forever.
Rotating people, no context, everything through tickets. After every change the onboarding started over — and you paid for it.
When problems came, there was a timezone, a portal and an escalation tier. What was missing was someone nearby who actually carries the responsibility.
From individual engineers inside your team to your own engineering centre under your brand. The right model follows the time horizon, not the team size.
Individual engineers who work inside your team — in your repositories, your ticketing system, your review process and your rituals. You lead them technically; we carry employment, replacement on absence, and development.
Your tools · your process · your repositories
A complete cross-functional team for your product — development, QA, DevOps and technical leadership. The team stays together and builds product knowledge over months instead of re-acquiring it at every rotation.
Scrum · Kanban · Jira · Azure DevOps · GitHub
Your own engineering centre in India, built under your brand and your leadership. For companies scaling for the long term that want to own the capacity themselves — with a defined handover point.
Udaipur · Pune · entity setup · recruiting · operations build-out
A team is not a delivery of CVs. You decide on every person; we carry employment, replacement and development — and the steering sits with a contact in Switzerland.
Which skills, what timeframe, which leadership structure. The result is a proposed team composition with rate and start date — not a stack of CVs.
You run the interviews and decide on every person. We typically present matching profiles within 2 weeks. Nobody joins the team without your approval.
Access, context, codebase and processes. We don't bill the onboarding week — it's our contribution to making the collaboration hold.
A fixed Swiss-based contact, regular check-ins, and plain speech when a placement doesn't fit. A change is better than a problem waited out.
Four differences from a permanent hire — in time, flexibility, cost and knowledge build-up.
Profiles typically within 2 weeks, onboarding right after. Compared with a permanent hire's notice period and ramp-up, that is a different time horizon.
Scale up when the initiative demands it; scale down on 30 days' notice when it ends. No severance plan, no redundancy, nobody losing their job.
One monthly rate per person in CHF or EUR — no side costs, social contributions, workstations or recruiting fees. You compare one number with one number.
Stable staffing instead of rotating heads. After two quarters the team knows your product — which is exactly what separates a team from a staffing agency.
The answer follows the time horizon, not the headcount. We'll walk through your need and propose the right composition — no obligation.
Discuss your needPalisis of Switzerland — one initiative across several years and several framework generations.
We don't hide the delivery structure — it's why we can staff quickly. What sits in Switzerland is the accountability.
Your contract runs with Kansoft Schweiz GmbH, under Swiss law, in CHF or EUR. The accountability is reachable — not offshore.
No profile joins the team without your approval, and you can request a change at any time. We propose the change ourselves when a placement isn't holding.
Everything the team produces belongs to you — code, documentation and concepts. Confidentiality and IP transfer are in place for every individual involved.
Scale-down on 30 days' notice, termination per quarter. No minimum volume beyond the agreed period, no penalty for reducing.
Drawn from a pool of 250+ engineers in Udaipur and Pune. If a skill isn't in the pool, we say so — instead of placing someone who'd have to learn it on your time.
The points that come up in every procurement process — answered up front.
We typically present matching profiles within 2 weeks; onboarding follows your selection. For very specialised skills the search can take longer — in that case we say so at the start rather than committing to a date we can't hold.
The rate depends on seniority and specialisation and is quoted per person in CHF or EUR. It includes employment, workstation, training, replacement cover and steering by your Swiss-based contact. We quote a concrete range in the first call, once the profile is clear.
The teams work from Udaipur and Pune, with working hours overlapping CET core hours — enough for daily coordination, reviews and same-day demos. Your contact and contracting partner is in Switzerland. Communication in German or English, whichever suits your team.
You say so, and we replace — with handover time so no knowledge is lost. We don't bill the replacement's onboarding. And when we ourselves doubt the fit, we raise it instead of waiting it out.
Confidentiality and IP agreements exist with every individual involved, not just at company level. Access follows least privilege and is logged; development environments can run in Swiss or EU regions. Kansoft is ISO 27001 and ISO 9001 certified and SOC 2 Type II audited.
Around 250+ engineers, 250+ clients and 600+ projects over 18 years, with delivery centres in Udaipur and Pune. That scale is why we can staff a team at short notice and replace on absence — while the accountability to you sits with the Swiss entity.
When you want to commission an outcome rather than capacity.
Platform and SRE skills inside the team or as a service.
Long-running replacements that require stable staffing.
Who stands behind the teams — Swiss entity, Indian delivery.
