Jin Hock Ong, Director of Engineering at SaaS Company
Posted 1 month ago
BEON.tech
59 Reviews
Verified
Unlocking Innovation with Top Talent
We connect top 1%, English-proficient, academically strong, and AI-enabled engineers from Latin America with U.S. companies that want to scale their teams with world-class talent.
🏆 Ranked #1 in Clutch’s Global Staff Augmentation list
🏅 Named the #1 Great Place to Work for Millennials
In today’s AI-powered world, the most valuable engineers aren’t those who memorize code — they’re the ones who think critically, move fast, and know how to harness AI to solve complex challenges. That’s exactly the kind of talent we deliver at BEON.tech: proactive, business-oriented engineers who don’t just execute — they innovate.
Our developers use the latest tools to boost productivity, automate repetitive processes, and streamline development workflows — all while maintaining strict compliance with each partner’s security and privacy standards. This enables our clients to ship faster, smarter, and more scalable products, while staying focused on strategy and growth.
With over 100 successful long-term partnerships, we provide fully vetted, U.S.-time-aligned engineers who integrate seamlessly into your team and deliver from day one.
Here’s what our partners are saying:
- “BEON.tech’s engineers deliver exceptional quality and are incredibly hardworking.” — Chris Szalaj, VP of Software Engineering, Tessitura
- “Their ability to attract and retain elite talent really stood out.” — Steve Rusev, VP Engineering, Stagwell
- “Top-quality engineers with outstanding responsiveness.” — Jonathan Myron, VP Engineering, Healthie
Ready to scale your team? Book a discovery call today and get handpicked profiles in just 24 hours.
Argentina
Serrano 669,
Buenos Aires,
Buenos Aires
1414
United States
17121 Collins Ave,
Sunny Isles,
Florida
33160
$25 - $49/hr
50 - 249
2018
Industry Focus
- E-commerce - 20%
- Automotive - 10%
- Business Services - 10%
- Consumer Products - 10%
- Education - 10%
- Healthcare & Medical - 10%
- Information Technology - 10%
- Startups - 10%
- Enterprise - 10%
Client Focus
80% Medium Business
10% Large Business
10% Small Business
Review Analytics of BEON.tech
- 59
- Total Reviews
- 4.9/5
- Overall Rating
- 56
- Recent Reviews
What Users Say
BEON.tech deployed frontend engineers to work on existing React codebase and develop new components.
Jin Hock Ong , Director of Engineering at SaaS Company
BEON.tech supported ReactJS development, refactoring an internal application built on Firebase.
BEON.tech provided Ruby on Rails and React engineers to a fintech startup for web product enhancements.
Rutul Davè , CTO at Fintech Startup
BEON.tech deployed engineers to augment the client’s internal development team.
BEON.tech developed event workflow management platforms and websites for live events.
Gary Bogachkov , VP of Engineering at Live Events Studio
What Users Like The Most
- What I find most impressive about Beon is their responsiveness and ability to shift priorities while maintaining quality output.
- Timely feature launches, bug fixes, improved performance, adaptability, and strong team integration.
- Timely delivery, technical expertise, responsiveness, and effective communication.
What Users Like The Least
- I am very satisfied with Beon and cannot think of any areas for improvement at this time.
- None.
- No specific dislikes mentioned.
Detailed Reviews of BEON.tech
59 Reviews
- All Services
- IT Services
- Software Development
- Relevance
- Most Recent
- Rating: high to low
- Rating: low to high
Anonymous
Posted 1 month ago
BEON.tech supported ReactJS development, refactoring an internal application built on Firebase.
Rutul Davè, CTO at Fintech Startup
Posted 1 month ago
BEON.tech provided Ruby on Rails and React engineers to a fintech startup for web product enhancements.
Anonymous
Posted 1 month ago
BEON.tech deployed engineers to augment the client’s internal development team.
Gary Bogachkov, VP of Engineering at Live Events Studio
Posted 1 month ago
BEON.tech developed event workflow management platforms and websites for live events.
Nate Worcester, Co-Founder at GoForClose
Posted 1 month ago
BEON.tech implemented new features and custom apps for the client’s real estate platform.
Anonymous
Posted 1 month ago
BEON.tech supported QA testing and staff augmentation, building automated and manual test scenarios to ensure software quality.
Jonathan Myron, VP of Engineering at Healthie
Posted 1 month ago
BEON.tech provided staff augmentation and QA support for an EHR platform, increasing the QA team's capacity and supporting application testing.
Anonymous
Posted 1 month ago
BEON.tech provides excellent customer service, and the developer they've placed with us is excellent.
Anonymous
Posted 1 month ago
The engineer's attitude was really positive, and he was genuinely interested in learning.
Anonymous
Posted 2 months ago
They were able to meet the deadlines and were responsive to deliverables.
Anonymous
Posted 2 months ago
So far, it's been a great partnership.
Anonymous
Posted 2 months ago
The developers are friendly, knowledgeable, and great to work with.
Omar Alejandro Avendaño Jaramillo, Product Manager at Visma Latam
Posted 2 months ago
Everything was delivered and handled as agreed.
Yisrael Lax, Tech Lead at Pariveda Solutions
Posted 2 months ago
They have very high-quality developers.
Client Portfolio of BEON.tech
Project Industry
- Advertising & Marketing - 21.4%
- Insurance - 7.1%
- Financial & Payments - 14.3%
- Other Industries - 14.3%
- Legal & Compliance - 7.1%
- Food & Beverages - 7.1%
- Telecommunication - 7.1%
- Healthcare & Medical - 14.3%
- Automotive - 7.1%
Major Industry Focus
Advertising & Marketing
Project Cost
- Not Disclosed - 85.7%
- $50001 to $100000 - 14.3%
Common Project Cost
Not Disclosed
Project Timeline
- Not Disclosed - 64.3%
- 100+ Weeks - 35.7%
Project Timeline
Not Disclosed
Clients: 13
- AutoFi
- SimplePractice
- Acoustic
- Emerson Collective
- Piksel
- Lightbox
- Nasdaq Private Market
- Visma
- Emergent Software
- Stagwell Marketing Cloud
- Healthie
- GoForClose
- Connective
Portfolios: 14
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Executive Interview of BEON.tech
Damian Wasserman
Co-Founder
Please provide your feedback on how Goodfirms has contributed to increasing your visibility among potential clients.
Goodfirms has helped us strengthen our visibility among companies actively researching and comparing technology partners. Being featured on the platform allows potential clients to discover BEON.tech through third-party validation, which is especially valuable in the early stages of vendor evaluation. The reviews and company profile help build credibility and trust before the first conversation even takes place.
Please introduce your company and describe your role within the organization.
BEON.tech connects U.S.-based companies with the top 1% of engineers from Latin America, specifically offering talent that is Silicon Valley-compatible and experienced in AI and 100+ additional technologies. We specialize in building high-performing engineering teams that integrate seamlessly into our clients’ organizations, delivering results similar to what you’d expect from the best in the tech world.
As Co-Founder, my focus is on shaping the company’s long-term vision, strengthening our strategic partnerships, and ensuring we continue to provide top-tier talent that aligns deeply with both the technical and cultural needs of our clients.
What inspired the founding of your company, and what is the story behind its inception?
BEON.tech actually started from something very practical that we noticed while running a software factory. There were always a few engineers we called the “keepers.” The ones you never wanted to lose. They weren’t just technically strong; they were reliable, proactive, great communicators, and they made entire teams better.
Over time, we realized many of these “keepers” were incredibly talented engineers hidden in Latin America. The surprising part was that, despite their level, they were often stuck in transactional outsourcing roles where they were treated as temporary resources rather than long-term team members. That meant companies weren’t getting their full potential, and the engineers weren’t, either.
That gap is what led us to found BEON.tech in 2018. The idea was simple but ambitious: connect truly top-tier, fully vetted Latin American engineers with U.S. companies that wanted real team members, not just extra hands. We focused on deep vetting, cultural alignment, and long-term integration so engineers could feel like part of the company from day one.
As technology evolved, especially with the rise of AI, we also evolved. Today, being a great engineer isn’t just about writing solid code - it’s about how you leverage new technologies to think, build, and solve problems better. So we incorporated AI into our own internal processes, but also into how we evaluate talent. We look for engineers who are not only technically strong, but who are naturally AI-driven in how they work - people who use these tools to move faster, think smarter, and create more value.
At the end of the day, BEON was inspired by a desire to do staffing differently — less transactional, more partnership. Not just filling roles, but building high-performing, long-term teams that grow together.
What are the core values and principles that drive your company's culture, and how do you ensure alignment with these values across your team?
Our core values are at the heart of everything we do. We are 100% committed to our mission, which drives us to work with urgency and focus. We don’t believe in delaying things; we believe in solving problems today and making steady progress every day.
We pride ourselves on being Solvers with Impact. Our goal is always to deliver solutions that make a real difference, considering all possible alternatives and the long-term impact of our decisions.
Growth-Oriented is how we approach challenges. We encourage curiosity, proactivity, and a willingness to step outside our comfort zone. We set ambitious goals that push us to grow, learn, and innovate alongside BEON.tech.
Finally, we maintain a Positive Attitude. Flexibility, collaboration, and empathy define how we work as a team. We acknowledge our limitations, know when to ask for help, and always seek to turn challenges into learning opportunities.
We ensure that these values are reflected across the team by fostering a culture of transparency, continuous feedback, and accountability. And we do all of this with a positive attitude - choosing collaboration, empathy, and openness as we move forward together.
Can you highlight some of the key achievements or milestones your company has accomplished since its inception?
One of our biggest achievements has been the durability of our partnerships. We work with innovative U.S. companies across industries like fintech, healthtech, edtech, and martech, and several of those relationships have been going strong for over six years. In many cases, what started as one or two engineers grew into teams of 25 or more. This continuity shows us that we’re not just filling roles, we’re becoming part of how those companies build.
On the talent side, one of the most rewarding milestones is seeing our engineers grow inside those client organizations. Many have evolved into tech leads, domain experts, and key contributors in product decisions. Lately, we’ve also seen more and more of them driving AI-related initiatives, helping partners integrate AI into products and workflows in very practical ways.
Lastly, we are also incredibly proud of being recognized as a Great Place to Work® five years in a row, which is a testament to the strong relationships and impact we have within our team and with our clients.
Could you explain BEON.tech’s staffing and staff augmentation model, and how you build long-term partnerships between Latin American talent and US-based companies?
Our model is built around long-term team integration rather than short-term placements. We work with engineers who go through a deep technical and cultural vetting process, and then they join U.S. teams as real team members, not as external members working on the sidelines.
That means they’re involved in planning, decision-making, and day-to-day collaboration, just like internal staff. The goal is to create continuity and ownership, so engineers aren’t just delivering tasks; they’re contributing to outcomes and product direction.
Where we’re different is in how much we focus on the long-term relationship. We stay closely aligned with both the engineer and the client through regular check-ins and ongoing support. That helps us catch misalignments early, support performance, and make sure both sides are growing together.
For companies, this creates stable, high-performing teams that don’t constantly reset. For engineers, it means meaningful roles where they can really develop, instead of jumping from project to project. That combination is what allows partnerships to last for years, not months.
How does your company differentiate itself from competitors in the industry?
I’d say the biggest difference is that we’re not built around short-term placements; we’re built around long-term team building. Our engineers join client teams as real team members, aligned with their goals, culture, and ways of working. The focus is continuity, not rotation.
Another key differentiator is how tailored our search process is. Every role is designed around the client’s real needs; not just the tech stack, but the product context, team dynamics, and level of ownership required. We’ve automated a large part of our sourcing process, which allows us to be extremely precise before interviews even begin. So by the time someone meets a client, there’s already a strong match both technically and contextually.
We also invest heavily in the human side through what we call our Talent Experience Management Framework™. Every engineer works with a dedicated Talent Experience Manager who acts as a bridge between the engineer and the client. Their role is to support onboarding, alignment, feedback, and day-to-day growth, but also to help the engineer navigate their career path, develop professionally, and perform at their best in that specific role. That ongoing support is a big reason why our retention and engagement levels are so high.
And of course, the talent bar keeps evolving. Today, we look for engineers who are strong in fundamentals but who also naturally leverage AI and modern tools to work smarter and deliver more impact.
All of this leads to something we really value: a strong reputation on both sides. Engineers trust us with their careers, and clients trust us to bring people who truly make a difference. That balance is hard to build, and it’s probably our biggest long-term advantage.
How would you describe the dynamics within your team, and how do you foster collaboration and teamwork to achieve common goals?
BEON teams are built around a strong sense of ownership, trust, and accountability. Engineers are encouraged to communicate openly, collaborate closely, and take responsibility for results, which creates healthy and effective team dynamics.
Collaboration is supported through clear processes and ongoing alignment, allowing teams to address challenges early and adapt as needs evolve. This approach helps teams stay engaged, aligned, and focused on shared goals throughout long-term partnerships.
What measures do you take to support the professional development and growth of your employees? Do you offer training programs or opportunities for skill enhancement?
We take a very personalized approach to career growth. Instead of a one-size-fits-all progression, each engineer works closely with a Talent Experience Manager who helps them define a career path based on their goals, strengths, and the kind of work they want to grow into.
That support goes beyond performance reviews. It includes regular feedback, alignment with the client team, and identifying real opportunities inside projects where engineers can stretch their skills, whether that’s taking more ownership, stepping into leadership responsibilities, or working with new technologies.
We also encourage continuous learning in a practical way. Engineers have access to courses, certifications, and workshops, but a big part of development comes from the type of exposure they get. They work directly with clients, are involved in decisions, and see how their work impacts the product and the business. That combination helps them grow not just technically, but also in communication, product thinking, and leadership.
Ultimately, the goal is to make sure engineers don’t just stay busy; they keep evolving in a clear direction. When growth is intentional and supported, performance naturally follows.
Could you share a notable success story or case study that exemplifies the impact your company has had on a client's business?
One example that stands out is a U.S.-based healthtech company that came to us at a moment of real pressure. They were building a new AI-powered product while also maintaining and evolving several existing platforms, and their internal team just didn’t have enough bandwidth.
What started as a need for a few engineers quickly grew into a dedicated team of 14 BEON engineers across frontend, backend, QA, and AI. The key wasn’t just adding capacity; it was how fast they integrated. They joined the client’s workflows, ceremonies, and decision-making processes, so they were contributing as part of the core team, not from the outside.
Over time, they helped refactor critical parts of the system, improve performance, and ship new features that were essential for the new AI-driven product. But beyond the technical work, the real impact was stability. The client had a team they could rely on long-term, which allowed their internal leaders to focus on product strategy instead of constantly solving resource gaps.
That partnership has lasted for years, and it’s a good example of what happens when you combine strong technical talent, long-term integration, and alignment around outcomes rather than just tasks.
What industries do you primarily work with, and how do long-term partnerships and client retention play a role in BEON.tech’s growth?
Our partners with companies across a wide range of industries, including education, fintech, healthtech, and marketing technology, among others. While the domains may vary, our partners share a common need for high-quality engineering talent to build, scale, and evolve complex digital products.
This diversity allows BEON engineers to gain exposure to different business models and technical challenges, while enabling us to apply best practices across industries and deliver consistent, long-term value to our partners.
What initiatives does your company undertake to foster innovation and stay at the forefront of industry trends? Do you invest in research and development projects?
For us, innovation isn’t something that lives in a separate R&D department; it’s embedded in how we operate every day.
A big part of that is how we evolve our internal processes and tools. We actively incorporate AI into our workflows, from sourcing and evaluation to internal operations, which allows us to move faster and make better decisions. That also influences how we define top talent today - we look for engineers who naturally integrate modern tools into how they build and solve problems.
Another source of innovation comes from exposure. We work with companies across different industries and growth stages, which gives us constant visibility into how technology, team structures, and delivery models are evolving. We use those insights to continuously refine how we build teams, support engineers, and structure long-term partnerships.
So instead of innovation being a separate initiative, it’s part of our operating model - continuous iteration on how we work, how we support talent, and how we help teams stay effective as technology changes.
Please share some of the most sought-after services that clients approach your company for.
Most companies initially come to us because they need to scale their engineering capacity without slowing down their roadmap. That’s where our long-term staff augmentation model fits - engineers join their teams as dedicated contributors, working inside their processes and product cycles, not as an external layer.
It’s especially valuable when companies are growing fast, entering a new phase of product development, or adding capabilities like AI, DevOps, or specialized backend and frontend work. They get senior talent who can integrate quickly, while we handle the operational side so their internal leaders can stay focused on delivery and strategy.
We also support companies that have more short-term or specific hiring needs through direct hiring. Sometimes a company is building a core internal role or needs a very specialized profile to bring in permanently. In those cases, we use the same level of precision in sourcing and vetting, but the outcome is a direct hire rather than a long-term embedded engineer.
So in practice, clients usually come to us for two things: either to extend their teams in a stable, long-term way, or to find very specific talent they want to bring fully in-house. In both cases, the common thread is quality, speed, and a strong contextual match — not just filling a seat.
How do you build and maintain strong relationships with your clients, and what mechanisms do you have in place for gathering and acting upon client feedback?
Strong relationships for us come from working as one team, not as a vendor on the side. Since our engineers are embedded in the client’s day-to-day workflows, there’s constant collaboration, visibility, and shared ownership over outcomes. That naturally builds trust over time.
On top of that, we keep a structured but human feedback loop. We stay in close contact with clients through regular check-ins, where we talk not just about performance, but also about team dynamics, communication, and how needs are evolving. That input doesn’t just get noted; it turns into action. Sometimes it means adjusting responsibilities, refining how the team works, or giving more targeted support to an engineer.
We also understand that change happens. If, for any reason, a replacement is needed, we move quickly without lowering the bar. Because we already know the client’s context and expectations, we can find someone who fits both technically and culturally, minimizing disruption to the team.
That combination - daily collaboration, ongoing feedback, and the ability to adapt fast when things change is what allows partnerships to stay strong and productive over the long term.
How has your company adapted to changes and challenges in the business landscape, and what strategies have you employed to ensure resilience and sustainability?
One of the biggest shifts we’ve seen is the speed at which technology, especially AI, is changing how software is built. We’ve adapted by evolving both how we operate and how we define top talent.
On the operational side, we’ve continuously refined and automated parts of our sourcing and evaluation processes. That allows us to reduce time-to-hire while actually being more precise, not less. Over time, this has helped us grow a strong, curated talent network, so when clients need to scale, we’re not starting from zero; we already have highly vetted engineers ready to step in and start contributing quickly.
On the talent side, the definition of a strong engineer has changed. Today, we look for professionals who are not only solid in fundamentals but who naturally work in an AI-augmented way using modern tools to move faster, prototype smarter, and solve problems more efficiently. That evolution has helped our teams stay highly productive even as complexity increases.
Finally, our focus on long-term integration and retention has also been key to resilience. Instead of constant turnover, clients get stable teams that retain knowledge and context, which is especially valuable in uncertain or fast-changing environments.
So our resilience comes from three things: continuously improving how we source and match talent, evolving the talent bar itself, and building long-term team stability instead of short-term fixes.
What billing and engagement models do you offer for long-term talent placement?
We offer a few flexible engagement models depending on how companies want to build their teams.
The most common is our long-term staff augmentation model, where engineers join a client’s team as dedicated contributors. They work inside the client’s processes and product roadmap, while we handle the operational side, so the engagement stays stable over time.
We also support what we call Scaling Teams. This is for companies that need to grow their engineering capacity quickly but in a structured way, adding multiple senior engineers aligned with their roadmap, tech stack, and culture. The goal is to move from planning to productivity in weeks, not months, without sacrificing quality.
For companies that want to hire directly, we offer IT recruitment services, using the same sourcing and vetting precision but with a permanent hire outcome.
And in some cases, clients start with a contract-to-hire approach, giving them flexibility before transitioning someone into a direct role.
Across models, billing is predictable and transparent, designed to support long-term collaboration rather than short-term staffing.
What is your typical minimum engagement period or team size for new partnerships?
We typically start with one senior engineer as the entry point to a partnership, but our minimum engagement for staff augmentation is six months. We’ve found that this timeframe is important for real integration, knowledge transfer, and meaningful impact both for the client and the engineer.
From there, collaborations often grow into multi-engineer teams as trust builds and needs evolve. Our model is designed around continuity, so engineers can truly become part of the team and contribute beyond short-term delivery.
From there, collaborations often grow into multi-engineer teams as trust builds and needs evolve. Our model is designed around continuity, so engineers can truly become part of the team and contribute beyond short-term delivery.
What is the typical monthly investment range for a dedicated senior engineer or specialized AI expert in your network?
For a dedicated senior engineer or a specialized AI expert, the typical monthly investment generally falls between $7,000 and $9,000 per month.
Where someone lands in that range depends on seniority, depth of expertise, and how specialized the role is. AI-focused profiles and highly experienced engineers tend to be toward the upper end.
What technological capabilities does your company possess, and are there any ongoing or planned investments in technology infrastructure or tools to enhance your services?
Our capabilities span modern software development, cloud environments, AI and machine learning, and scalable distributed systems, which is the foundation of the work our engineers do with clients.
But technology is also core to how we operate internally. We continuously invest in tooling, security practices, and AI-enabled workflows that improve how we source, evaluate, and support talent.
One example is a sourcing tool we built internally called Mara, powered by AI. It helps us identify and match senior software engineers much faster and with more precision. It started as an internal solution to handle scale and complexity, and it became such a key part of how we work that we later decided to externalize it. That kind of operational innovation directly impacts our speed, accuracy, and overall quality.
So technology for us isn’t just about what we deliver, it’s also about how we run a more intelligent and efficient model behind the scenes.
Where do you envision your company in the next 10 years? What are your long-term goals and aspirations for growth and development?
We’ve already proven our model by creating long-term partnerships, maintaining high talent standards, and building teams that operate as true extensions of our clients’ organizations. That experience is what allows us to think bigger about the future.
Looking ahead, a major focus will be continuing to refine our vetting and talent intelligence capabilities, with the goal of developing one of the most robust and sophisticated engineering talent pools in Latin America.
Our vision for growth isn’t about scale at any cost. It’s about scaling responsibly while protecting quality, deepening partnerships, and continuing to create meaningful, long-term career paths for engineering talent. That balance is what we believe will define sustainable impact over the next 10 years.