Kiyansh Group places senior full-stack developers who can own both the JS/TS front end and the API/back-end behind it. Every candidate is US-based and technically screened before you see them — no resume spam, no offshore hand-off, no bait-and-switch on who actually shows up. This page covers what we provide, how we vet, which skills matter, and what time-to-fill realistically looks like.
Tell us what you need →We staff full-stack developers on three models: contract (W-2 or 1099 through us, you carry no employment overhead), contract-to-hire (a defined trial window before you convert them to your payroll), and direct placement (a permanent hire we source and vet, you own the offer). For contract engagements the candidate works under our administration, so onboarding, timesheets, and compliance are handled — you get the engineer, not the paperwork.
The people we place are senior. That means someone who can take a loosely-defined feature, make reasonable architecture calls, wire up an API, build the React or Vue front end that consumes it, and not need a lead reviewing every line. Where an H-1B contractor is the right fit for a role, we present that clearly and handle the visa side; we do not spring surprises on you at offer stage.
No offshore hand-off is a real constraint, not a tagline. The developer you interview is the developer who does the work, in a US time zone, reachable during your business hours. We do not subcontract the actual engineering to an overseas team behind the scenes, and we place a small enough number of people that we can stand behind each one.
Screening starts with a working engineer talking to the candidate, not a keyword match against a resume. We confirm they can explain their own recent work in depth — what they built, why they made specific trade-offs, where it broke, and what they'd do differently. People who padded a resume fall apart in this conversation quickly.
On the front end we probe real JS/TS depth: how they reason about component state, where they'd reach for context versus a store, how they handle async data and error states, and whether they actually understand TypeScript types rather than sprinkling `any` to make the compiler quiet. On the back end we look at API design (REST or GraphQL), how they model data and write queries, authentication and authorization, and how they think about the boundary between client and server. We ask them to walk through debugging a slow endpoint or a race condition, because that's the work.
We match to your stack specifically. If you run Next.js against a Postgres database with a Node service layer, we screen for that combination rather than sending a generic 'full-stack' profile and hoping. When a role has a hard requirement — a specific framework, a cloud platform, a security clearance for government work — we verify it before submitting, and we tell you plainly if a candidate is strong but missing one piece.
For the front end, the signal is fluency in modern JavaScript and TypeScript and at least one major framework — React (often with Next.js) or Vue — plus the surrounding reality: state management, a build toolchain, testing with something like Jest, Vitest, or Playwright, and enough CSS to ship a responsive UI without a designer holding their hand. On the back end we look for Node.js with Express, NestJS, or a comparable framework, solid SQL (Postgres, MySQL) and where relevant a document store, plus REST and GraphQL API design.
Beyond the two ends, a genuine full-stack hire is comfortable with Git-based workflows, Docker, CI/CD pipelines, and at least one cloud platform — AWS, Azure, or GCP. For roles that touch infrastructure or government engagements, a relevant cloud certification (for example AWS Certified Developer or a Solutions Architect credential) is a useful signal, but we treat certs as supporting evidence, not a substitute for demonstrated work.
We're honest about what a certification does and doesn't prove. A cert tells you someone studied a platform; the screening conversation tells you whether they can build on it under real conditions. We weight the second far more heavily, and we tell you which of the two a given candidate is leaning on so you can judge for yourself.
Pick the model that matches your risk. Straight contract suits a fixed-scope build or a capacity gap where you want flexibility to end cleanly. Contract-to-hire suits a role you intend to make permanent but want to see the person work first. Direct placement suits a core team seat where you want to own the relationship from day one. We'll tell you which fits rather than pushing whichever pays us most.
On timing: for a mainstream full-stack stack — React or Vue front end, Node API, a common database — expect qualified, pre-screened candidates in a few business days to about two weeks, depending on how specific your requirements are and how fast your interview loop moves. Narrow requirements (a niche framework, a clearance, an unusual domain) take longer, and we'll say so up front instead of stalling.
We don't flood your inbox to look busy. You get a short list of people we'd actually vouch for, with notes on where each is strong and where they're a stretch, so your own interview time goes to real candidates. The bottleneck on time-to-fill is usually the client's interview scheduling, not sourcing — we'll flag that honestly if it's slowing the fill.
US-based. The developer you interview is the one who does the work, in a US time zone and available during your business hours. We don't subcontract the engineering to an overseas team behind the scenes. Where an H-1B contractor is the right fit for a role, we tell you that clearly and handle the visa administration.
A working engineer interviews each candidate about their own recent projects and probes real depth on both ends — front-end state and TypeScript, back-end API design, data modeling, auth, and debugging. We screen against your specific stack, not a generic full-stack label, and we verify hard requirements before we submit anyone.
For a mainstream stack (React or Vue, Node API, common database), expect pre-screened candidates within a few business days to about two weeks. Niche frameworks, clearances, or unusual domains take longer and we'll say so up front. In practice the interview-scheduling speed on your side is usually the real bottleneck, not our sourcing.
Tell Kiyansh Group the stack, the model, and the timeline — we'll come back with a short list of vetted full-stack developers we'd actually stand behind.
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