Our new developers were able to hit the ground running, we've worked with them for over two years now, and they are truly part of our team.
Alison WhittleProduct Delivery Manager, BladeFSIn-house feel, nearshore
C# Developers
Senior C# engineers working British hours on the systems your business runs on. .NET has deep roots in UK enterprise, so most of what we staff is extending something established rather than starting from nothing.
- Current .NET and the older Framework estates alike
- Services, APIs and internal platforms
- Working your hours, embedded in your team
Web ApplicationsWindows & Desktop AppsDatabase IntegrationTesting & DevOps
Our service
C# engineers embedded in your UK team
We match engineers on what your codebase actually is rather than the newest version, because a migration from .NET Framework breaks on dependencies and Windows-specific pieces rather than on the language. Cloud Employee is the employer of record, so you get a committed employee rather than a contractor.
- SQL Server and Entity Framework, tested on performance
- Azure where your estate already sits
- Automated tests and CI pipelines as standard
Automated tests and CI pipelines as standard
End to end .NET
- Build and maintain secure, high-performing REST and gRPC services.
- Web ApplicationsC# developers experienced with ASP.NET and modern UI frameworks.
- Windows & Desktop AppsLegacy or modern WPF/WinForms support for internal tools or systems.
- Database IntegrationDeep SQL Server knowledge - migrations, stored procedures & tuning.
- Microservices & ArchitectureEvent-driven and modular design for scalable .NET systems.
- Testing & DevOpsUnit tests, CI/CD pipelines, and Azure DevOps integration.
The alternative
Get speed, fit and in-house feel without the hiring grind.
Cloud EmployeeIn-house hiringDev agenciesFreelancers
Speed to hire✓-✓✓
Flexibility to scale✓-✓✓
Developer fit (embedded)✓✓✓-
Full-time, only for you✓✓--
No overhead or upfront fees✓--✓
Solid lime = yes · outline lime = partial · grey dash = no
Vetting
You see two people - not 200 CVs.
Engineers vet engineers
A senior engineer runs a live technical conversation on the candidate's real stack, not a recruiter working from a keyword list.
Live coding, not take-homes
Real problems solved in front of an assessor, with anti-cheating checks. You see how they actually work, not what they submitted overnight.
A full profile, not a CV
Every candidate arrives with a CV, interview summary, coding-test breakdown and rate in pounds. You decide on evidence.
Every tab is a stage a candidate has to clear. Six of them, all run by our own internal engineers at Cloud Employee, before you see a name.
- Overview
- CV
- Tech interview
- Coding test
- Psychometric
- Soft skills
Scored by people. We use AI to cross-check our own consistency - never to decide who reaches your shortlist.
✓Luka M.
VettedSenior C# Engineer · C# · .NET · Azure · 6 yrs · Zagreb, Croatia (GMT+1)
Assessment
Six years in production Python, the last three on LLM systems - retrieval pipelines, eval suites, and agent tooling for UK fintech. Owns delivery end to end.
Stack
Python · LangGraph
English
C1 fluent
Overlap
8 hrs UK
Notice
2 weeks
AI in practiceShips with Copilot and Claude Code daily, and rewrote 40% of the generated code in his observed task - the judgement is his, the tooling only makes him faster.
Career history
2023 - now
Senior AI Engineer
UK payments platform · 40-person product team
Built the retrieval assistant now resolving 30% of tier-1 tickets; owns its eval suite and guardrails.
2020 - 2023
Backend Engineer, Python
Travel booking SaaS · Zagreb
Moved fraud scoring onto a real-time feature pipeline; cut false declines by 18%.
2019 - 2020
Data Engineer
Agency · Python, Postgres, AWS
- Python
- FastAPI
- LangGraph
- pgvector
- Evals & tracing
- AWS
- Docker
Technical interview
Assessed by Marco R., Principal Engineer
12 Jun 2026
55 min · live call
"Walked me through an assistant that was quietly hallucinating refund policy, how he caught it in evals, and what he got wrong on the first fix. Hire-ready for a senior seat."
Live coding test
Repair a failing async pipeline
88
score
Tests passed
21 / 21
Time used
62 of 90 min
Anti-cheat flags
0
retrieval.py · submitted diff
- hits = index.query(q, k=50)+ hits = index.query(rewrite(q), k=50, filter=tenant)+ hits = rerank(hits, q)[:8] # recall 0.62 -> 0.91+ assert_context_budget(hits, max_tokens=6000)
Psychometric · technical thinking
How he reasons under a real deadline - not a personality quiz.
Top 9%of engineers
we test
A 45-minute reasoning test, scored against the 4,000+ engineers we have already placed. Our assessors do the marking - AI only flags where our own scoring looks inconsistent.
Soft skills · working with your team
Spoken English
C1 · assessed on call
References
2 of 2 verified
"He raised the payment edge case nobody else had spotted, in writing, two days before release."
This is what you receive - not a CV.
Ask our AI anythingWhy Cloud Employee
Engineers who learn the estate and stay in it
Business systems reward continuity more than almost anything else we staff. 97% of our engineers stay beyond two years, supported by a 1,000 pound annual learning budget and dedicated Talent Success Managers, at 50 to 75% less than a comparable British hire.
- Vetted on delivered systems rather than a CV
- Working your hours and onboarded to your stack
- Continuing support from our operations team
More than developers
We handle onboarding, payroll and retention, with a UK-based account manager as your point of contact.
Fully supported
We handle the rest so your engineers can focus on building.
Performance reviews
Payroll & complianceEquipment
WorkspaceIn-house, without the friction
No upfront fees. No lock-in contracts.
- No placement or upfront fees
- Rolling 30-day contract, cancel anytime
- One monthly rate, everything included
Ready to find your engineer?
Tell us exactly who you need.
In 90 seconds
Two matched engineers in 7 days. No fees, no obligation.
What role are you hiring for?
Pick one to start - you'll see matching engineers at the end.
- Founded in 2014
- 97% stay 2+ years
- Replace if it isn't working
Got questions?
The questions CTOs and founders ask.
01How much does it cost to hire a C# developer in the UK?
Typically 50 to 75% less than a comparable British hire once salary, employer national insurance, pension, recruitment fees and overheads are counted. We do place UK-based C# developers, and some clients want exactly that. Most end up with engineers in Eastern Europe, the Philippines or Latin America instead, because the quality is equal and the cost is not, and Eastern Europe suits a British team particularly well at roughly an hour from London. The intent is the best quality-to-cost ratio we can find, strong engineers at a sustainable price.
02What is C# and why do teams choose it?
C# is Microsoft's flagship language for the .NET platform, a statically typed, garbage-collected language used for web services, desktop software, cloud workloads and games. Teams choose it for the combination of a mature ecosystem and a modern language; ASP.NET Core is genuinely cross-platform now, runs happily in Linux containers, and the tooling remains among the best anywhere. It suits organisations that value long-term maintainability, strong typing that catches mistakes at compile time, and first-class Azure integration.
03What skills should I look for in a C# developer now?
Prioritise architectural judgement, async discipline and data-access literacy over encyclopaedic language knowledge, because AI assistants have made syntax recall the cheapest skill in the room. A strong C# developer today designs services around clear boundaries, understands dependency injection as a design principle rather than a ritual, and knows where Entity Framework Core will quietly generate a terrible query. Look for fluency with async and await beyond the happy path, deadlocks, cancellation and what actually happens under load. Modern language features matter less as trivia than as signals someone keeps current.
04How do I assess a C# developer, and what should I ask?
Put a realistic service design in front of them and listen for trade-offs, because .NET makes it easy to look competent while building something unmaintainable. Ask them to design an API with a background processing component, then push on failure, what happens when the queue backs up, when the database is slow, when a message arrives twice. Have them review a short piece of flawed code with an EF Core query problem and an async pitfall hidden in it; spotting both is a strong signal.
05Are C# developers in demand, and is it worth building on?
Yes on both counts, though the demand is steady and unglamorous rather than fashionable. C# underpins an enormous amount of business software, finance, logistics, healthcare and government among it, and those systems are maintained and extended for decades, which keeps the market durable through hype cycles. Building on it is worth it if you want a platform that will still be well supported, well documented and easy to hire for in ten years.
06Do your developers use AI tools, and how do you know the code is sound?
They do, and we would worry about a C# developer who did not, since assistants now handle scaffolding, test generation and boilerplate faster than any human. Soundness comes from what surrounds that speed. We assess during vetting whether a candidate uses AI tooling well, which in practice means watching whether they review generated code against the type system, write tests that would catch a hallucinated behaviour, and refuse to paste anything they cannot explain. .NET helps here; strong typing and compiler warnings make careless generation visible early.
07How does Cloud Employee vet C# developers?
A CTO-led process rather than a recruiter-driven one, which matters for C# because enterprise CVs can look identical while the engineers behind them differ enormously. Every candidate faces a technical assessment, live pair programming with a senior engineer on realistic .NET problems, a cultural fit screen and a psychometric assessment we built for software engineers specifically. Pairing is where the truth surfaces; you cannot fake fluency with async code or service design in a live session. We test how candidates use AI tools in their work, but people make every decision.
08How quickly can a developer start, and how does the engagement work?
You are typically interviewing matched candidates within 7 working days of a requirements call, and developers are often embedded and pushing code within about two weeks. From there it is a rolling monthly contract with 30 days' notice, one monthly fee, and no placement charges. You can scale up or down as the work changes, and you pay nothing to interview.
09What happens if the developer is not the right fit?
There is a two-week money-back guarantee, and if you want to continue we replace the developer free of charge. In practice this rarely comes up, because you interview a shortlist of two candidates who have already passed a CTO-led technical assessment and a live pair programming session, so the fit question is largely settled before anyone starts.
Proof, not promises
Hear from our customers
In their words
What the difference feels like
Alison WhittleProduct Delivery Manager, BladeFSWhat I love about Cloud Employee is that you have taken all of that hard work off my shoulders.
Marcus KilgourCTO, Salmon SoftwareWorking with Cloud Employee developers is great, because they're not afraid to push back. They're proactive, they're positive, and they feel like part of the team.
Doran EskinaziHead of Engineering, HealthpointeWe actually hired the whole team remotely, having never met them. And we made a bunch of really good hires.
Euan CameronCEO, WilloCloud Employee provides a level of professionalism, communication and support we haven't found elsewhere.
Trevor SathorManaging Director, Square EyeWorking in tandem with Cloud Employee we have successfully released a major version of our main software product during a critical period for us.
James StringerManaging Director, CleanLink