Good questions.
Straight answers.

Start with how much of the work you want to manage. We offer three ways to work together, and you can change the shape as your needs grow.

• An embedded engineer joins your team. You set priorities and manage the day-to-day work.
• A dedicated team brings engineers and its own delivery lead to a focused initiative.
• A Studio engagement puts strategy, design and engineering with us, working toward an agreed outcome.

Yes. We work on existing systems as well as new products: platform audits, project recovery, modernization, design and engineering.

Bring the current codebase, the problem and any deadlines. We start by understanding what is worth keeping and where the risk sits, then agree a practical next step.

Yes. A Studio engagement can cover discovery, product design, engineering and launch. We define the smallest useful release with you before committing to a delivery plan.

Timing depends on the scope, integrations and decisions involved. A working prototype and a production product need different plans; we’ll make that distinction clear.

Tell us what you have in mind. The contact form has a “Partner with us” option for collaboration enquiries.

Include who you work with, the opportunity you see, and what each side would contribute. That gives us something concrete to discuss.

If the deciding factor is the lowest hourly rate, we’re unlikely to be your best option. A short, isolated task may be better suited to a freelancer.

If you know you need a permanent employee and have time to recruit, hiring directly can make sense. We are most useful when you need capable people, continuity and support around the work.

As a planning guide, a senior full-stack engineer is $8–14K per month, and a dedicated team starts at $36K per month. The rate depends on the discipline, experience, location and team composition.

For a project, we scope the work before quoting. Tell us your priorities and budget so we can discuss a useful starting point.

The monthly rate includes engineer compensation, benefits, equipment, AI tooling, a dedicated success lead and the administration around the engagement. Sourcing, vetting and matching are included; there is no separate recruiting or setup fee.

Our pricing model is approximately 60% engineer compensation, 25% support and benefits, and 15% Lateral margin.

Yes. Start with one engineer, add people when you need them, or move to a team or Studio engagement.

For ongoing engineering engagements, our standard model allows a pause or scale-down with 30 days’ notice, without an exit fee. We agree the scope, notice and handover arrangements for your engagement in writing.

On average, it takes about seven days from brief to first interview. Niche roles can take longer. We typically introduce 3–5 vetted candidates matched to your stack and time zone, and you choose.

The engineer you interview is the engineer who does the work. We don’t quietly substitute someone else after you’ve made your decision.

We review around 50,000 engineering candidates a year and select for the quality of their work, judgment and ability to learn. Engineers review engineers, through real work, live pairing and references.

Many are senior; the network is not senior-only. We hire for talent, not tenure, and match the level of experience to the work you need done.

An embedded engineer works full-time on your engagement, in your tools and team routines. You own priorities, standups and code review. Lateral handles the employment administration and provides a dedicated success lead.

A dedicated team includes a delivery lead. In a Studio engagement, we take responsibility for delivery against the scope we agree with you.

Our network spans the US, LATAM, Western and Eastern Europe. We match for time-zone overlap as well as technical fit.

Tell us your working hours, meeting cadence and any location requirements in the brief. We agree the overlap before introducing candidates.

Raise it with your dedicated success lead. We work through the issue with you and, if a replacement is needed, re-match at no additional recruiting fee and manage the transition.

Our replacement commitment is within 14 days. The first two weeks are also a working trial; we put the trial and replacement terms in the engagement agreement so the process is clear before you start.

You do. The code is in your repositories, the accounts are in your name, and ownership is set out in the contract.

We plan a handover so your team has the documentation, access and context to continue. Your product should keep moving after our engagement ends.

Engineers use AI tools to support the work, with human review and accountability. Generated code goes through review; we don’t automatically merge an agent’s output.

We agree tool access and data-handling requirements with you. Our AI tooling is configured to exclude your code from model training. If you have restrictions on tools, data or where work can happen, include them in the brief so we can confirm the setup.

We work under NDAs and agreed access arrangements. Share your security, procurement and compliance requirements early so we can review them with the people doing the work.

Specific certifications, data-residency needs and contractual controls should be confirmed for your engagement. Tell us about any publicity restrictions, too, so those are clear from the start.

Engineers, designers, architects, product people and the people who help great teams work well. The roles page shows openings by discipline and location.

We look for evidence of good work, clear thinking, curiosity and care for the people who use what you build. Show us what you contributed and what you learned.

No. We hire for talent, not tenure. Some roles need substantial experience, but years on a résumé are not the only way to show ability.

Read the requirements for the role you want. If there isn’t a suitable opening, you can still introduce yourself with thoughtful work and a clear account of your contribution.

We want to understand how you think and how you make a team stronger. A polished portfolio is a starting point; the decisions behind it matter more.

• Integrity and responsibility: explain your choices and name uncertainty.
• Talent and learning: show what you can do and how you improve.
• Care for the work: notice details, follow through and learn from mistakes.
• Communication and listening: make ideas clear and take other views seriously.
• Curiosity and contribution: ask questions and help the people around you.

For a specific opening, use its Apply link on the roles page so the role travels with your enquiry. For a general introduction, use the talent application.

• Have your contact details and a PDF résumé ready. The talent form accepts a PDF up to 3 MB.
• A portfolio link is optional. Include one if it helps explain your work.
• Prepare three examples of accomplishments: what you did, which decisions were yours, and the impact. Use numbers where they meaningfully explain the result.

For engineering roles, our published process includes a résumé review, a review of real work by an engineer in your discipline, live pairing on a practical task, and reference conversations.

Be ready to explain a system you worked on, a difficult trade-off and something you would do differently today. Ask the hiring team to confirm the stages and preparation for your specific role; other disciplines need different ways to show their work.

Our engineering live-pair session allows and expects AI tooling. The point is to see how you think, check the output and make decisions in your actual stack.

You still need to understand the work and explain your choices. Confirm the tools and setup with your interviewer before the session.

Don’t share code, documents or customer information you are not allowed to disclose. Describe the problem, your responsibility, the constraints and what changed because of your work.

A useful account of your decisions is more valuable than a link you can’t explain. Ask the hiring team how best to demonstrate your work if a public portfolio is not possible.

Timing depends on the role and the fit; there isn’t one published timetable for every applicant. Ask your hiring contact about the next stage and expected timing.

If no current role fits, use the general talent application. An introduction starts a conversation; it isn’t a promise of an immediate opening or placement.

There are office-based and remote openings. Some remote roles are tied to a country or region, so “remote” does not always mean “from anywhere.”

Use the location filters on the roles page and check the individual listing. Discuss your location, working hours and any relocation needs with the hiring team before making plans.

It depends on the role and engagement. An embedded engineer works in the client’s tools and team routines, with support from a Lateral success lead. A dedicated team or Studio engagement has a different delivery setup.

Ask who will set your priorities, who will give feedback, and which team you’ll join. Those are useful questions to resolve before accepting a role.

Our hiring standard points both ways: if we ask for ownership, we owe people clear priorities; if we ask for learning, we owe them useful feedback and access to help.

We also owe people attention to workload and room to raise concerns. Ask the team how those commitments work in the role you’re considering, including who supports your development and how delivery pressure is handled.

Compensation and benefits need to be discussed for the specific role and location. There isn’t a single package published here that applies to everyone.

Ask the hiring team for the salary range, currency, benefits, equipment arrangements and time-off policy early in the conversation. The rates quoted to clients are engagement prices, not employee salaries.

Confirm the employment or contracting arrangement for the particular role and country with the hiring team. A “full-time” listing describes the time commitment; it does not, by itself, explain the legal arrangement.

Before accepting, get the entity, contract type, working hours, notice terms and any trial or probation arrangements in writing.

Treat the conversation as a chance to assess us, too. Bring the questions that will help you make a good decision.

• What would a good first three months look like?
• Who will I work with, and who can help when I get stuck?
• What hours and time-zone overlap does this role need?
• How are feedback, development and workload handled?
• What are the compensation, benefits and employment terms?
• If a client project changes or ends, what happens to my role?