Comparison
Silver.dev vs AgileEngine
Legacy staffing companies mark-up talent compensation by over 50%, leading to expensive services with less talent quality. They spend more money on sales than on recruiting and vetting talent.
Silver.dev is more effective in finding quality talent and more efficient in pricing.
Companies hiring engineers with Silver.dev
See all 35 companies- Webacy
- Bespoke Post
- Motion
- Span
- Ramp
- Rebill
- Domu
- Circle Medical
- Cashea
- Canals
- PairTeam
- Profasee
- Sandbar
- BrightHire
- AirOps
- Gerald
- Kamipay
- ShiftRx
- FORM
- Home Vision
- Coperniq
- X
- Scale AI
- Fuse Finance
- Primo
- ClassDojo
- DarwinAI
- Interface
- Atlas
- Concourse
- Muun
- Securitize
- Volt
- Sublime
- FlipaClip
At a glance
A compact comparison
| Category | Silver.dev | AgileEngine |
|---|---|---|
| Positioning | ||
| Positioning | Boutique, quality-first | High-volume staff augmentation |
| Markup over talent pay | ||
| Markup over talent pay | ~20% | Up to 60% |
| Incentives | ||
| Incentives | Pay talent well → retention & performance | Large markup gap can reduce talent pay |
| Vetting approach | ||
| Vetting approach | Coding + system design + AI interviews by ex-Google / Robinhood engineers | Relies on employee turnover to surface talent |
| Transparency | ||
| Transparency | Yes | No |
| Client portfolio | ||
| Client portfolio | Scale AI, X.com, Ramp and more | Mixed / broad client base |
Notes: AgileEngine markup figures reflect publicly reported ranges and common patterns in high-volume staff augmentation. For a specific proposal, the best check is bill rate vs. talent pay, replacement policy, and buy-out terms.
Cost
The pricing gap is real
AgileEngine captures up to 60% of the spread between what a company pays and what the engineer takes home. Silver.dev marks up ~20%.
That gap isn't just a number — it directly affects who you can afford and how motivated those engineers are to stay. Better talent pay means lower churn and stronger performance on your team.
Method
World-class technical vetting
Our interviews are run by engineers who worked at Google, Robinhood, and other top-tier companies. We evaluate coding skills, system design, and AI fluency — not just résumés.
AgileEngine's sourcing model relies on employee turnover: people leave their jobs and show up looking for work. It's a reactive funnel, not a proactive quality filter.
64% of Silver.dev candidates pass our clients' own technical interviews globally. That pass rate is the direct output of real vetting.
Clients
Trusted by the most demanding companies in the world
We work with Scale AI, X.com, Ramp, and other companies with exceptionally high engineering bars. These clients don't have room for mis-hires — and they keep coming back.
If you want to verify our talent quality, browse our placements and open roles.
Next step
Talk to Gabriel
If you're evaluating vendors, a 30-minute call with Gabriel will tell you more than any comparison page. He'll walk you through our bench, our vetting process, and give you a real-world sense of what to expect.
Book with GabrielGet a quote
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