We staff QA automation engineers and SDETs across the models teams actually use: contract for a fixed initiative or backlog burndown, contract-to-hire when you want to work with someone before committing to a full-time req, and direct placement when you already know it's a permanent role. The people we send are senior — engineers who write and own test frameworks, not manual testers who click through scripts someone else wrote.
All talent is US-based and works in your time zone on your team's cadence. There is no offshore hand-off, no overnight round-trip on a failing build, no second team you never talk to. When appropriate we place H-1B contractors, but the engineering, the standups, and the accountability stay onshore and stay with the person you interviewed.
For prime vendors and MSPs, Kiyansh also works as a sub-vendor on private-sector and government engagements. If you have a QA automation requirement on a program and need a vetted sub to fill it, we can slot in against your rate and clearance requirements without you having to re-run the whole sourcing process.
Vetting is engineering-led, not keyword-matched. Before a candidate reaches your inbox, they go through a live technical screen where they solve a real automation problem — write a test against a flaky or dynamic element, structure a page-object layer, explain how they'd handle a race condition or an unreliable wait. We're looking at how they reason about test design, not whether they can recite a framework's API.
We check the things that separate a real SDET from someone who copied a tutorial: can they build a maintainable framework from scratch, do they understand the difference between a good test and a brittle one, and can they read an application's architecture well enough to test the right layer. We also probe CI/CD fluency, because automation that doesn't run in the pipeline is automation nobody trusts.
You get a short, honest write-up on each candidate — where they're strong, where they're light, and what kind of team they fit. We would rather send you two people who match than ten who technically have the right words on a resume. If a role needs skills we can't verify, we tell you that instead of guessing.
The core is Selenium, Playwright, and Cypress — and it matters which one your stack actually uses, because they are not interchangeable in practice. Playwright and Cypress engineers tend to live in modern JavaScript and TypeScript web apps; Selenium remains the backbone of large, cross-browser, and legacy suites, often in Java, C#, or Python. We match on the ecosystem, not just the tool name, so you're not retraining someone in week one.
Strong candidates bring more than a UI runner. That means API testing with tools like Postman or REST Assured, CI/CD integration through Jenkins, GitHub Actions, or GitLab, source control and code review discipline, and framework patterns like page-object model and data-driven design. Depending on the role, container familiarity (Docker), cross-browser grids (Selenium Grid, BrowserStack), and performance or contract testing exposure add real value.
Certifications like ISTQB can be a useful signal, especially in regulated or government work, but we treat demonstrated skill as the deciding factor. A clean, maintainable framework and a working CI pipeline tell us far more than a certificate. We weight what the role needs and screen for that specifically.
Contract engagements are the fastest path — you get a vetted engineer for a defined scope and duration, with the option to extend. Contract-to-hire lets you evaluate fit on real work before converting, which suits teams that have been burned by strong interviews and weak follow-through. Direct hire is for confirmed permanent roles where you want us to run the search and hand you a shortlist.
On timing, we'll be straight with you rather than promise a same-day miracle. For a clearly scoped contract QA automation role, expect qualified, screened candidates in front of you within roughly one to two weeks, sometimes faster when the stack is common (Playwright or Cypress on a standard web app). Niche combinations — a specific framework plus a domain, clearance, or tool constraint — take longer, and we'll tell you that up front so you can plan.
What speeds everything up is a sharp requirement: the actual stack, the seniority, the must-haves versus nice-to-haves, and whether it's remote or on-site. Give us that and we source against it precisely instead of flooding you. A short intake call usually saves more time than it costs.
Yes. You interview every candidate we send, and for contract-to-hire you also get to evaluate the person on real work before converting them to a full-time employee. Our screening is meant to save you time, not replace your own hiring decision — you always make the final call.
We match to your actual stack. If your suite runs on Playwright and TypeScript, we send Playwright and TypeScript engineers — not a generalist we hope can pick it up. Selenium, Playwright, and Cypress require different real-world experience, and we screen for the one you use, plus the CI/CD and API-testing skills the role needs.
Two things. Candidates go through an engineering-led technical screen before you see them, so you're not filtering resume spam yourself. And everyone is US-based and works directly on your team — no offshore hand-off and no second team you never meet. We'd rather send a small, honest shortlist than a large, padded one.
Tell Kiyansh Group your stack, seniority, and timeline, and we'll put vetted QA automation and SDET engineers in front of you — no offshore hand-off, no resume spam.
Start a conversation →