Our model
Full Scale recruits, employs, supports, trains, and retains experienced software engineers in the Philippines.
They work directly as part of your engineering team. You lead their work, set priorities, and integrate them into your processes just like the rest of your team. Nobody from Full Scale sits between you and your engineers.
Behind the scenes, our customer success managers meet with your Full Scale engineers weekly to support them, keep the engagement healthy, and catch problems before they reach you.
It starts with staff augmentation. What makes offshore software development actually work is everything we have built behind it. Over 200 companies have trusted that model since 2018, including AMC Theatres.
Recognized by
The country case: what it costs, why it works, and when it is the wrong call.
Go thereThe objections, the comparison, and the model behind six-plus year relationships.
Go thereAMC Theatres, SOTA Cloud and others, with the outcomes attached.
Go thereRates start at $35 an hour fully loaded, with the math on the page.
Go thereWorking with us
There is no project manager, architect or account team sitting between you and your engineers, which is where a traditional vendor adds 30 to 40 percent overhead.
“It's a fully integrated team. It's just some of the people happen to be living in the Philippines.”
After 8 years of perfecting it
Staff augmentation means the engineers join your team and you manage the work directly. Full Scale has run this model for eight years. Here is why it beats project outsourcing for building a long term team.
Read it
Including the cons, from the people selling it
The real pros and cons of staff augmentation and offshore development, written by the company that sells it, including the cases where Full Scale is the wrong call.
Read it
Real profiles, with video
Full Scale shortlists candidates and hands you their profiles and interview videos. You interview them yourself, and you make the final call on who joins your team.
Read it
The parts the lawyers love
Full Scale works from one US master service agreement, with no long term contract and no lock-in. Here are the terms clients negotiate most often and what each one actually means.
Read it
About four hours of daily overlap
The Philippines is 14 hours ahead of Kansas City. Full Scale teams do not need full coverage to make that work: about four hours of daily overlap covers standups and unblocking.
Read it
It is always yours and protected
Your IP stays yours end to end: one US contract, real employment agreements with every Full Scale engineer, IP assignment that runs the whole chain, and controls to support HIPAA, SOC 2, and GDPR.
Read itMore on this: How staff augmentation pricing works·Managing distributed teams
Recruiting and vetting
Our customers trust us to find elite development talent in the Philippines. Here are the details of how exactly we do it. We turn down more than 97 percent of applicants. We get into why and the exact rubric we use on how we vet and score interviews. Every employee is also required to pass an eight-step background check.
“The capability of the folks that Full Scale has brought to our team has been phenomenal. The Full Scale team has staffed us with top performers in our company.”
Under 3% of applicants get an offer
Full Scale makes an offer to fewer than 3% of the developers who apply. Here is the whole funnel, from application to offer, and what gets somebody rejected at each step.
Read it
The actual rubric, published
Full Scale publishes the scorecard its engineers are graded against in a live technical interview, including the dimensions candidates fail on most often.
Read it
Eight checks before anyone starts
Every Full Scale engineer clears eight background checks before their first day, covering criminal, education, employment and identity verification, including an in-person address check most vendors skip.
Read itReal Full Scale engineers, in their own words, on the work and the career behind it.
Running your engagement
This is where most offshore engagements quietly go wrong. Every Full Scale account gets a customer success manager, capped at 70 developers each, plus a written report from every engineer at the end of every shift. The CSM manages the employment relationship and never touches your backlog, your sprint or your code review.
“Other than the fact that they're not physically here with us, you would think that they've always been working with us.”
Capped at 70 developers each
Every Full Scale account gets a customer success manager, capped at 70 developers each, whose job is catching a problem while it is still small. They manage the employment relationship, never your backlog.
Read it
Every engineer, every shift
Every Full Scale engineer files a short written report at the end of every shift. Here is what we ask for, and what we do with it when something in the answers looks off.
Read it
Four of five pass the improvement plan
When a Full Scale developer is not performing, they go on a documented improvement plan, and about four out of five come through it. Here is what the plan involves and what happens when it does not work.
Read itMore on this: Onboarding a new engineer·Async communication tools
How we retain great talent
The biggest problem in offshoring or outsourcing is always employee turnover. Full Scale holds engineer retention above 93% a year out, levels developers against 14 scored measurements instead of years served, and runs weekly training through the Spartan Training Academy, where 284 of our 314 engineers have finished the mandatory AI course. Here is how all of that actually works.
“Our Full Scale teammates are the ones pushing AI the hardest. They're showing us what's possible faster than some of our most tenured people.”
93% are still here a year later
Full Scale holds engineer retention above 93% a year out. Here is how we calculate that number and the five things we do to keep it there.
Read it
284 of 314 finished the mandatory AI course
284 of Full Scale's 314 engineers completed the mandatory AI course. Training runs weekly through our Spartan Training Academy and does not stop once an engineer is placed with a client.
Read it
Fourteen scored items, not years served
Full Scale levels its developers against 14 scored measurements rather than years of experience. Here is the whole ladder and what it takes an engineer to move up it.
Read itA great place to work
95% of our employees say Full Scale is a great place to work, which certified us as a Great Place To Work in 2024 and 2025. We invest heavily every year in giving back to the community, employee engagement, and company events. Learn more about our company culture and some of the reasons our employees love working at Full Scale.
Seven projects, four regions, one paid day
Full Scale runs seven community projects a year across four regions of the Philippines, on a paid company day. Four pillars, each chosen and led by our own employees rather than by HR.
Read it
Five a year, whole company
Full Scale runs five company-wide events a year: the Year-End Party, the Cebu Marathon, Wellness Day, the Summer Party and Family Day, and Sports Fest. None of them are mandatory.
Read it
Ten of them, employee-run
Full Scale has ten employee clubs, every one of them started and run by the team rather than by HR. The photo is the pickleball club, one of the ten.
Read itMore on this: Ranked a 2026 Best Workplace in Southeast Asia·All 29 employee benefits, explained
What it produced
Everything above is how we run the machine. Here is what came out of it.
900+
theatres worldwide
Expanded engineering capacity without the 30 to 40 percent overhead a traditional vendor charges for a separate PM, architect and account team.
Read the story1,000+
dental locations running it
A cloud-native imaging platform their own customers measure as 30x faster than competing systems.
Read the storyQA
bottleneck cleared
Burned by offshoring in India and nearshoring in Latin America first. Now a QA team so integrated he forgets they are remote.
Read the storyOur customers are looking for partners to build long term teams with. We believe that starts with showing them how we run our entire business. We hope this detailed overview of our model of staff augmentation helps you understand why our customers have been successful.
Book a discovery call
