Frequently Asked Questions

We publish three core lines — pick by buyer intent:

• IT Recruiting — permanent in-house engineering hires; engineer-led screening, 2–4 finalists.
• Outstaffing & Staff Augmentation — one to three specialists on vendor payroll for roughly one to six months; your lead manages day-to-day work.
• Dedicated Team — three or more engineers as a nearshore unit for six months or longer; we help compose and stabilise the team.

Building an IT function from zero? See IT Department Setup. Strategy or delivery audit — Technology Consulting & Team Audit. AI tooling adoption — Applied AI.

It depends on the service. Outstaffing: first working day often within 5–7 days of a clear brief. Dedicated team: first engineer in ~2 weeks when ramp is phased; full team commonly 4–6 weeks (longer if you interview each member). IT Recruiting: signed offer typically in 3–4 weeks; first working day often ~2 months including notice period and onboarding. Tell us your deadline — we will say honestly what is achievable.

D-Factor is headquartered in Poland and contracts under EU law. For outstaffing and dedicated teams, specialists are employed through vetted partner companies or D-Factor payroll structures — you contract with D-Factor; we handle compliance and billing on the vendor side. For IT Recruiting, the engineer joins your payroll after permanent placement, or is locally employed through our EOR structure when you have no nearshore entity. We explain the employment path before sourcing starts.

D-Factor is based in Poland (EU jurisdiction). Engineers and teams come from our vetted partner network across Europe — primarily nearshore to UK, Western Europe, and Nordics for timezone overlap. We do not sell a single anonymous pool; each partner is selected for domain depth. Read more about vetting on About us.

You do — for all three core services. Outstaffed specialists and dedicated team members join your tools, rituals, and backlog governance. D-Factor handles commercial structure, vetting, replacements where contracted, and EU-side compliance — not your sprint planning or architecture decisions. IT Recruiting places engineers into your org chart; you manage them as in-house headcount after offer.

Every partner company clears a five-stage process before joining our network — reputation review, business process audit, technical interviews, a real test project, and partnership review. Individual engineers are assessed before you see a shortlist. We do not use unvetted freelancers. Details: About us → How we select our partners.

Traditional outsourcing often means a black-box vendor owns delivery end-to-end. D-Factor is an engineering hub: we curate vetted partners, assemble capacity matched to your stack, and keep you in governance — product direction, architecture, and priorities stay with you. You get nearshore efficiency with EU contracts and a named commercial counterpart, not an anonymous offshore factory. The right model still depends on intent — perm hire, temporary capacity, or a multi-person unit — see question 1.

• Permanent hire (IT Recruiting) — you own the headcount long-term.
• Outstaffing (Staff Augmentation) — named vendor capacity for months, not years.
• Dedicated team (Dedicated Team) — a stabilised multi-person unit for sustained delivery.

Simple test: if you would write a job description and put someone on your org chart permanently, you need IT Recruiting. If you need extra hands this quarter, outstaffing. If you need a squad for the rest of the year, dedicated team.

Nearshore from Poland and EU markets typically gives 0–2 hours overlap with Western Europe and workable overlap with UK leadership. We structure engagements around shared core hours, async documentation, and clear escalation paths. For dedicated teams and outstaffing, you set the cadence — standups, reviews, and tooling — the same as with in-house staff.

We treat client data as confidential by default. NDAs are available before detailed briefings. Contracts assign 100% of IP developed on client engagements to the client under EU (Polish) jurisdiction. For regulated environments (e.g. FinTech), we align setup with your compliance requirements — discuss scope in discovery.

Terms are contract-defined per service. Outstaffing engagements include a trial window with replacement if fit fails early. IT Recruiting includes free replacement during probation when stated in your placement agreement. Dedicated teams include replacement mechanics as part of team stability — not a cold restart on every departure. Ask us for the exact wording before you sign.

D-Factor focuses on nearshore delivery — engineers working remotely from Europe or employed in Poland for EU nearshore setups. We do not run immigration or relocation programmes for on-site placement at client premises in the UK, Nordics, or DACH. Relocation to Poland for certain employment paths may be supported as part of onboarding — ask on an IT Recruiting enquiry if relevant.

Use the contact form on any service page or reach us at info@d-factor.pro. For deep dives, each service page has its own FAQ — start with IT Recruiting, Outstaffing, or Dedicated Team.