Hire mobile app developers who ship iOS and Android
An hourly rate prices a person. It does not say what the money buys.
Send the requirement
Two outcomes: a shortlist you can interview or skip, or a straight no with the reason.
Show data table
| Item | Median yearly salary reported, in USD |
|---|---|
| United States | 170,000 USD |
| United Kingdom | 99,383 USD |
| Germany | 93,972 USD |
| France | 63,228 USD |
This is the payroll line you are weighing an engagement against, and it is only the visible part: employer taxes, benefits, equipment and the cost of the search itself sit on top of every bar. What an engagement with us costs is set by the seniority you need and the shape of the work, and we size it with you before anyone talks about a contract.
What to ask before you hire
1
Can you build this at all
The fastest to answer and the least useful. A yes and a list of technologies tells you nothing about the person who turns up.
- Why 2 waits for 1Nobody prices something that may not be buildable, so feasibility comes before any number.
2
What it costs, and what moves the number
Not the hourly figure. Whether it moves when the scope moves, and whether you find out before or after the invoice.
- Why 3 waits for 2Price is only real once you know who it buys, and whether that person stays.
3
Who does the work, and are they yours
The one that decides it, and worth pressing until you have a name rather than a subcontractor. A wrong person on a small team is expensive to unwind.
- Why 4 waits for 3Who they are only matters if you keep what they build when the engagement ends.
4
Who holds the repository and the IP
If the code and the deployments sit in someone else's account, leaving costs you the product and not just the contract.
- Why 5 waits for 4Ownership settled, the next thing that bites is reachability and what a wrong estimate costs.
5
What hours they work, and what estimates cost
Overlap decides how fast a question gets answered. What happens to a wrong estimate decides whether you trust the next one.
One thing under all of it rarely gets said out loud. If you already paid for a build that did not work, asking for a second budget means admitting the first pick was yours.
Show data table
| Item | Median days at each stage |
|---|---|
| Position open to approved to fill | 7 days |
| Approved to fill to job posted | 2 days |
| Job posted to screening started | 5 days |
| Screen applicants | 5 days |
| Conduct interviews | 7 days |
| Make final decision and extend offer | 4 days |
| Offer to acceptance | 2 days |
A technical role is not the median role. Ashby's 2026 Talent Trends Report draws on more than 54 million applications across 93,000 jobs. It finds technical roles take about 15 days longer to first fill than business roles. Senior roles take 37 percent longer than junior ones. Ashby measures a different population on its own clock, so the two do not add together. What they agree on is the direction. And on SHRM's own definition the clock stops when the offer is accepted. The notice period comes after all of it.
If the developer is wrong
The developer is not right for the work, and you find out in week two
The bar is agreed in writing first, not afterwards.
What we commit to
The first two to three weeks run as a pilot against evaluation criteria written into the engagement before the developer starts. If they are not met we replace the developer and re-run the pilot with the next candidate.
You cannot tell from a CV whether someone is any good
Skipping interviews is a real option because the pilot criteria carry the risk.
What we commit to
Run your full technical loop, take one call, or skip interviews entirely. Every developer we propose is vetted by our own technical team first, and if a shortlist does not fit we send another.
We do not actually have the right person and say yes anyway
Worth asking every other firm to put the same sentence in writing.
What we commit to
If our bench does not match your requirement we tell you directly and recruit for the role, rather than putting the nearest available person on it.
You want to end it, and worry the app is hostage
Nothing has to be handed back.
What we commit to
From day one every line of code is your IP. It lives in your repositories and deploys to your cloud accounts, and if you offboard us you keep everything, including the runbook.
What arrives when they join your team
01
The shortlist
We check the requirement against who is free and put forward the people we would put on it ourselves.
You get
CVs for the proposed developers, vetted by our own technical team, with what they have shipped on iOS and Android.
02
The pilot criteria
Before anyone starts, we agree in writing what the first two to three weeks must produce.
You get
The evaluation criteria, with the replacement terms attached.
03
Work inside your repository
The developers work in your repositories, on your branches, through your review process, not in a separate workspace.
You get
Pull requests reviewed by a senior software engineer, on GitFlow, with unit and integration tests and CI gating each merge.
04
A change, priced before it happens
On scoped project work, a scope change becomes a note with time, effort and cost, and enters the plan only after you sign it off.
You get
A written change note for each scoped change, approved before work starts.
05
The decisions, written down
Architecture choices are recorded where the next person to open the system will find them.
You get
The technical requirements specification, carrying why the system is shaped the way it is.
06
Offboarding, whenever you choose it
Whether it ends at three months or three years, nothing has to be extracted from us.
You get
The operational runbook, plus everything already in your repositories and your cloud accounts.
What an engagement looks like
One or two developers alongside your team
Three months or longer
We run IST 10:00 to 19:00. European teams get most of an afternoon together. For North America the standup is held inside your working hours, about thirty minutes with the lead, and the team joins when the work needs it. An overlap shift can be arranged and is agreed at scoping.
What it includes
- Vetted developers in your repositories
- Code review by a senior software engineer
- GitFlow with CI gating every merge
- Architecture decisions in the TRS
Widens when You add people or extend. Most run past three months, because that is when a new developer's productivity curve flattens.
A clearly-scoped pilot, a rescue, or specialist work
Shorter than three months
Scoped to the work rather than a period. Same pilot terms on the person.
What it includes
- The same review and merge discipline
- A written statement of what done means
Widens when The scope moves. A change becomes a priced note you sign off before it starts.
A full team buildout
Three months or longer
Staffed to the engagement rather than to a fixed template.
What it includes
- Developers paired with at least one DevOps and one QA software engineer
- If you only need developers, we scope around that
Widens when The delivery side needs more than one of each, or the release surface grows.
Atyantik engagement terms
Atyantik record
Atyantik record, more than a decade of delivery
Work we delivered, and what moved
1000+shops onboarded
A hyperlocal marketplace platform our own software engineers delivered. We took a lagging frontend to a high-performance shopping experience using server-side rendering, disciplined state management and memory-optimised rendering.
4+cities live
The same platform expanded city by city while the shop count passed a thousand.
Fasterload time on low-memory devices
The rendering work was aimed at the phones the merchants carried, not the ones in the office. We hold no published figure for this, so it is stated plainly and never as a percentage.
One client, in their own words
One client, one engagement, 2017 to 2020. We publish no support commitment for a shipped app, so do not read it as one.
After eighteen months working with Atyantik, we stopped distinguishing between their engineers and ours. When a critical bug hit during an event, their team was responding before our own ops noticed. We trust them like an internal tech team because that is exactly how they operate.
Three more things about hiring mobile developers
Native, or cross-platform
What happens to the app after it launches
Do we get QA and DevOps, or only developers
Send the requirement and we will tell you which shape fits
A technical person can join the first call to answer architecture and stack questions directly.
Whether to send us anything
Where we fit
One to three mobile developers are needed inside your repositories and your review process, starting in weeks
React Native, Flutter or a progressive web app is the right shape, or you are open to being told which is
An app exists already and needs people who can pick up someone else's codebase without rewriting it
You want the terms in writing before anyone starts
You would rather hear that our bench does not match than be sent the nearest available person
Where we are the wrong call
You need a native Swift or Kotlin software engineer inside an existing iOS or Android team. Our bench is React Native, Flutter and progressive web apps, and where the bench does not match a requirement we say so directly. Tell us anyway and we will say whether we would recruit for the role.
You need someone to own a live production rota with a resolution commitment. This is a staffing engagement, which is a different thing to buy.
You want a fixed price for a scope that is still moving.
For the person who has to approve this
Whoever signs off on this is usually not the one who read to here. Forward the panel below and it reads cold.
If your software engineering lead wants to test any of it, the fastest route is a call with one of ours.
Forward this part
Atyantik mobile developer engagement: terms, process and ownership
- People and pilot Every developer is vetted by Atyantik's own technical team before being proposed. You run your full technical loop or skip interviews. The first two to three weeks run against criteria written into the engagement before the developer starts; if they are not met the developer is replaced.
- Bench React Native, Flutter and PWAs. If the requirement does not match, Atyantik says so and recruits for the role rather than staffing the nearest person.
- Software engineering practice Every change reviewed by a senior software engineer. GitFlow, unit and integration tests, CI/CD gating every merge. Architecture decisions in the TRS.
- Ownership and exit Every line of code is your IP from day one, in your repositories and your cloud accounts. Any documentation we produce is yours. On offboarding you keep everything, including the runbook.
- Hours and changes IST 10:00 to 19:00. European teams get most of an afternoon together. For North America the standup is held inside your working hours, about thirty minutes with the lead, and the team joins when the work needs it. An overlap shift can be arranged at scoping. On scoped project work, a scope change becomes a written note with time, effort and cost, approved before it starts.
- Not covered This is a staffing engagement. It carries no production-incident response commitment, no on-call rota and no app-store outcome guarantee.
Send the requirement
One message, two possible answers, and both of them are useful to you.
Tell us what you need built, which platforms it runs on, and when you need someone in place. If you already have an app and need people to pick up the codebase, say that.
One of two things comes back. Developers from our own bench with what they have shipped, for you to interview or skip. Or a straight answer that our bench does not match, and whether we would recruit.
We respond within one business day. On request a technical person joins the first call to answer architecture and stack questions.
- Two to three week pilot against written criteria
- Your repositories, cloud accounts and IP from day one
- Everything you share stays private