How it works
Build, operate, transfer: how your team abroad comes together
One contract and three phases. You control the work from the first day. We handle everything it takes to employ and run a team in another country. The way you take the team in-house is written down before anyone is hired.
Phase 1
Build
First engineers in [WEEKS TO FIRST ENGINEERS]
We agree the team you need, then set up everything it takes to employ that team in another country.
- Location choice. We recommend a location based on the roles, time-zone overlap, language, talent depth in AI-assisted development, and where we can operate today.
- Entity and workspace. We use our existing entity or set up a new one, plus office space or a remote-first setup with secure equipment.
- Recruiting to your bar. You define the profile and interview the shortlist. You approve every hire. Our assessment includes a hands-on AI-assisted engineering exercise.
- AI tooling and onboarding. We set up the AI coding tools you approve, with your security policies, and bring new engineers up to speed on your codebase and workflow.
Phase 2
Operate
Typically [TYPICAL OPERATE PERIOD]
Your team works as part of your engineering organization. We run the company around it.
- People operations: payroll, benefits, local employment law, performance cycles, retention and replacement hiring.
- Finance and legal: local accounting, tax, contracts and compliance, with transparent monthly reporting.
- Workspace and IT: office, equipment, access control and security practices that match yours.
- Delivery support: an on-site lead or engineering manager if you want one [confirm Scoros offers this], plus regular reviews with your leadership.
- AI practice: ongoing training as tools change, shared prompts and review standards, and reporting on how the team uses AI.
Phase 3
Transfer
When you choose, on terms set up front
Build-operate-transfer only works if the transfer is real. The terms are in the contract you sign before the first hire.
- What moves to you: the engineers' employment, and if you want it the local entity, office lease, equipment and vendor contracts.
- What you already own: all code, IP, documentation and accounts, from the first day.
- Handover support: HR, payroll and compliance handover, with a period of support after transfer [length of post-transfer support].
- Timing and fees: [TRANSFER TERMS - earliest transfer date, notice period, and transfer fee or no fee]
Responsibilities
What you control, and what we handle
You control
- Who is hired: you set the profile and approve every hire
- What the team works on: roadmap, priorities, sprints
- How it works: your repos, tools, rituals and standards
- Which AI tools are allowed, and what data they can see
- Code, IP and accounts, owned by you from the first commit
- When to scale up or down, and when to take the team in-house
Scoros handles
- Location choice, entity setup and local registration
- Recruiting, assessment and onboarding
- Payroll, benefits, tax and employment law
- Workspace, equipment and IT security
- Retention, performance cycles and replacement hiring
- AI tooling setup, training and usage reporting
- The transfer itself, when you choose to make it
Pricing model
How pricing works
You see what each engineer actually costs. We are paid to build, run and hand over the team, not by marking up hours.
| Phase | What you pay for | How it is charged |
|---|---|---|
| Build | Location study, entity and office setup, recruiting | One-time setup fee [confirm] |
| Operate | Salaries, benefits, workspace and equipment | Passed through at cost, reported monthly [confirm] |
| Operate | Running the operation: HR, legal, finance, AI practice | Monthly management fee [confirm: per engineer or flat] |
| Transfer | Handover of team and, optionally, entity | [transfer fee or no fee] |
[PRICING MODEL - Igor to confirm this structure. No figures are shown on purpose; add a range only if Igor wants one.]
Common questions
How is this different from staff augmentation or outsourcing?
Staffing firms rent you people who stay on their payroll and can be moved to other clients. Outsourcing firms own the delivery. With Scoros the team is dedicated to you, works under your direction, and has a written path to becoming your own employees.
How is it different from an employer-of-record platform?
An employer of record handles payroll and compliance for people you have already found. We also choose the location, recruit and assess the team, run the operation day to day, build the AI practice, and manage the transfer.
What size of team makes sense?
We work with North American companies of roughly 50 to 500 people. Team size depends on the work. Because we build AI-native teams, we usually recommend starting smaller and more senior than you would have a few years ago. [typical starting team size]
Do we have to transfer the team?
No. Transfer is an option, not an obligation. Some companies prefer that we keep operating the team long term.
Can the team build AI features for us?
Yes. Besides using AI tools to write software, the team can build LLM features, agents, retrieval and search, and internal automations. See AI-native teams.
Talk to us about your own team abroad
A 30-minute call with Igor Razboff, founder of Scoros International. Bring your hiring plan; leave with a straight answer on whether build-operate-transfer fits.