Multi-disciplinary teams of AI engineers, data scientists, and MLOps specialists deployed as a coherent pod with a delivery lead.
End-to-end product teams — front-end, back-end, DevOps, and QA — deployed as a complete engineering function rather than individual hires.
Individual senior engineers and architects deployed to fill specific capability gaps — security, infrastructure, data, or domain expertise.
Experienced delivery managers and technical project leads deployed to run engagements, coordinate teams, and own outcomes against scope.
Talent deployed physically in the Kingdom of Saudi Arabia — at your offices or on your sites — with full local employment, payroll, and compliance handled by Cyberstack.
Talent deployed remotely from across Cyberstack's network, working into your team and your workflows as if they were embedded.
Every engagement runs on Cyberstack's licensing and payroll. Saudization, GOSI, MISA, CR, labor regulations, and sector certifications are handled in full — the client receives talent without the regulatory weight.
Staff augmentation gives the business immediate access to skills the in-house team doesn't have. New disciplines come online without a hiring cycle or a six-month ramp.
Staff augmentation collapses the gap between deciding to scale and actually scaling. Teams come online in weeks, not quarters — without the recruitment, onboarding, and HR overhead of building in-house.
Staff augmentation moves the regulatory burden off the client. Saudization, GOSI, MISA, in-Kingdom labor compliance, and sector-specific certifications all sit with Cyberstack.
Staff augmentation converts headcount from a fixed cost to a flexible one. The business carries capacity onlyas long as the engagement requires it — without severance, restructuring, or long-term commitment.
Staff augmentation reduces single-points-of-failure on the team. Specialists, leadership, and entire pods can be brought in to cover capability gaps, manage transitions, or stabilize critical work.
Staff augmentation gives the business in-Kingdom presence without in-Kingdom incorporation. Foreign firms deliver and operate in KSA through Cyberstack's licensing, with full regulatory coverage from day one.
Staff augmentation builds the in-house team while the engagement runs. Cyberstack engineers work alongside client teams, transferring capability rather than holding it in a black box.
Selected engagements across applied AI, cloud, integration, and technical talent deployment.
We work with you to define the capability gap, the engagement shape, and the success criteria the deployed talent will be measured against.
We translate the scope into specific roles, seniority levels, team composition, and reporting lines — calibrated to how the work actually needs to run.
We source from Cyberstack's network and bench, match candidates against the role specifications, and run technical and cultural screening before any introductions.
We deploy the talent into your environment — handling payroll, contracts, equipment, on-site logistics, and in-Kingdom compliance from day one of the engagement.
We embed the talent into your workflows while maintaining engagement oversight — delivery check-ins, performance management, and replacement coverage if anything shifts.
We manage the close-out, knowledge transfer, and team transition at the end of the engagement — including extension, conversion-to-hire, or controlled handover where it applies.
The regulatory and operational items Cyberstack carries on every staff augmentation engagement. Clientsreceive talent and outcomes.
Workforce nationalization compliance under the Saudi Nitaqat program — Cyberstack's licensing maintains the quota standing that allows in-Kingdom employment.
General Organization for Social Insurance registration, contributions, and reporting for all deployed staff.
Ministry of Investment foreign investor licensing — the regulatory basis for Cyberstack's in-Kingdom operations and the talentdeployed through them.
Active Saudi commercial registration under the Ministry of Commerce — corporate legitimacy required for in-Kingdom engagement.
Zakat, Tax, and Customs Authority compliance — VAT registration, tax filings, and invoicing handled in full.
Human Resources Development Fund registration and compliance with national workforce development requirements.
Locally compliant payroll execution — salaries, end-of-service benefits, leave administration, and statutory deductions processed in full.
Saudi labor law-compliant contracts, work permits, residency administration (Iqama), and ongoing employment documentation for every deployed staff member.
Sector-specific operating certifications — including Aramco CCC, ISO 27001, and healthcare-sector accreditations — where engagement requires them.
