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Xalicon

Offshore Development Centre

A long-term engineering function that is yours

A dedicated team built to your hiring profile, operating as your extended engineering organisation with its own growth plan.

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At a glance

Managed by
Shared governance between your leadership and ours
Commitment
Annual, with a defined growth plan
Best for
Building a durable long-term engineering capability outside your home market.

Good fit

When this model works well

  • You are building durable capability, not filling a temporary gap
  • You expect the team to grow over years
  • You want a specific engineering culture rather than rotating contractors
  • Cost structure and geographic distribution matter strategically

Poor fit

When something else fits better

  • The need is a single project rather than a permanent capability
  • You are not ready to commit to a twelve-month horizon
  • You have fewer than four roles in mind — another model will be cheaper

How it works

What actually happens

  • Hiring profile built with you

    We define the roles, seniority mix and growth plan together, then recruit specifically for it rather than staffing from a bench.

  • Your culture and tooling

    The team works with your branding, your tools and your engineering practices. To your other engineers it is one organisation.

  • We handle employment

    Recruitment, HR, facilities, payroll, retention and career development sit with us. You focus on the engineering.

  • Defined governance

    Reporting lines, escalation paths and review cadence agreed up front, with quarterly business reviews.

What is included

Everything in this model

A dedicated long-term team operating as your extended engineering function, with its own hiring plan, career development and delivery structure aligned to your organisation.

  • Dedicated long-term team built to your hiring profile
  • Your branding, tooling and engineering culture
  • Recruitment, HR, facilities and retention handled by us
  • Defined governance, reporting and escalation structure
  • Optional path to transition the team in-house

Onboarding

How people get productive

The same structured onboarding applies across every model.

  1. Day 0 — Access and environment

    Accounts, repository access, local environment running and first build green before the engagement formally starts.

  2. Day 1 — Context

    Product walkthrough, architecture overview, and an introduction to the people they will work with most.

  3. Days 2–3 — Paired first change

    A small change made in a pair with one of your engineers. It surfaces process gaps immediately and gets the first pull request merged.

  4. Week 1 — Scoped first task

    A defined, low-risk task completed independently and reviewed through your normal process.

  5. Weeks 2–4 — Full contribution

    Standard sprint work, participating in your ceremonies and review process like any other team member.

  6. Day 30 — Review checkpoint

    A structured conversation with you about fit, throughput and anything that needs adjusting. Raised early, not at renewal.

Compare

The other models

  • Dedicated Developers

    A team that needs specific skills and already has engineering management in place.

    Read more

  • Team Extension

    Scaling an existing team quickly while keeping product direction fully in-house.

    Read more

  • Managed Delivery Pods

    Owning an outcome end to end when you do not have management capacity to spare.

    Read more

Questions

Questions about hiring through Xalicon

Matching and your interviews usually take one to two weeks, with onboarding beginning immediately after. Scarcer specialisms take longer, and we give you a realistic lead time at the point you ask rather than after you have committed.

Offshore Development Centre

Tell us the roles you need

We reply within one business day with realistic availability and lead times.

Request talentTalk to us first

Prefer email? contact@xalicon.co