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
Make Developers
Make rewards people who think in systems, branching scenarios, error routes, data passed cleanly between a dozen tools. We embed developers with exactly that habit of mind, connecting your stack and retiring the manual work, as full-time employees on your British hours.
- Expert across Make, automation and workflow design
- Suited to business automation and keeping data in sync
- Placed inside your operations or product team
App IntegrationsError HandlingData TransformationsEvent-Driven LogicMonitoring and Logs
Our Service
Selection by building, watched live
Candidates construct real scenarios and integrations during our CTO-led vetting, with a senior engineer pairing and probing their choices as they go. We check troubleshooting under pressure and how clearly they communicate, and we look at how they use AI tooling, since the judgement is the job now.
- Matched for Make, automation and API-led workflows
- Tested on practical scenario building, not theory
- We handle employment, onboarding and retention
We handle employment and retention
Where Make expertise pays off
- Create automated flows for internal operations.
- App IntegrationsConnect CRMs, databases, APIs, and external tools.
- Error HandlingAdd fallback logic and clear failure notifications.
- Data TransformationsClean, map, and enrich structured data.
- Event-Driven LogicRun workflows in response to triggers and schedules.
- Monitoring and LogsTrack workflow runs and troubleshoot failures.
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 Software Engineer · TypeScript · Python · Cloud · 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 leaking retrieval 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?
Automation staffing without the churn
Scenarios need maintaining by the person who built them, so continuity matters more here than almost anywhere. 97% of our engineers stay beyond two years, you pay one monthly fee on 30 days notice, and matched candidates are interviewing within 7 working days.
- Works in step with your operations and product teams
- Employment admin and compliance stay with us
- No placement charge, nothing to pay for interviewing
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 Make developer in the UK?
Somewhere between 50 and 75% less than a comparable British hire when salary, employer national insurance, pension, recruitment fees and overheads are all included. We hire UK-based automation specialists where that is what a client wants. More often the best value sits in Eastern Europe, the Philippines or Latin America, matching Britain's standard at a much lower cost, and Eastern Europe is only an hour ahead of London. In Britain, Make.com expertise mostly lives inside automation consultancies that bill by the project, so ongoing in-house capability is expensive to keep.
02What is Make and why do teams use it?
Make is a visual automation platform that connects the tools a business already runs, building workflows, called scenarios, without traditional code. Teams use it to stop paying skilled people to move data by hand, syncing CRM records, routing orders, chasing invoices, stitching SaaS tools together through their APIs. The scenario builder handles branching, error paths and data transformation with more depth than most no-code tools, and it has added AI modules, so scenarios can now call models to classify and draft. Complex logic gets hard to read on a canvas, and business-critical automations need the same care as production software.
03What skills should I look for in a Make developer now?
Look for systems thinking above tool knowledge, because a Make expert's real job is redesigning a process so it deserves to be automated. Clicking modules together is learnable in a week. The durable skills are API literacy, reading documentation, understanding webhooks and rate limits, plus data discipline, so mappings survive the messy records real systems contain. Error handling separates professionals from hobbyists, a scenario that fails silently is worse than none. AI matters here twice, strong candidates reason through edge cases, and know when an AI module's unreliability makes it wrong.
04How do I assess a Make developer, and what should I ask?
Give a Make candidate a broken process, not a build task, and ask them to fix the process first, because that ordering is the whole discipline. Describe a real workflow with its exceptions and ask how they would automate it, listening for the questions they ask before proposing scenarios, who owns the data, what happens when a step fails. Have them read an unfamiliar API's documentation live and sketch the integration. Ask where they would use Make's AI modules and how they would guard against a model mis-classifying something. The red flag is dragging modules before understanding the process.
05Are Make developers in demand, and is it worth building on?
Demand for Make skills is growing steadily as mid-sized businesses realise their operations run on manual glue, though it is a narrower market than traditional development. The wider automation wave is accelerating it, and AI has raised the ceiling, since scenarios can now include judgement-like steps, making automation viable for processes that used to need a person for everything. Make suits organisation-wide plumbing among mainstream SaaS tools, and is the wrong home for product features needing full control. One automation is a task, a backlog across departments is a role.
06Do your developers use AI tools, and how do you know the code is sound?
Yes, our Make specialists use AI tools, both to build automations and inside them, and soundness comes from testing scenarios the way engineers test code. That means running real and edge-case data through every path, building error routes that alert rather than swallow, and documenting what the automation assumes. Where a scenario embeds an AI step, classifying tickets or drafting text, the discipline doubles, outputs that matter get validation rules or human review, since a confidently wrong model can quietly damage data at scale. We assess every candidate on whether they use AI tooling well.
07How does Cloud Employee vet Make developers?
Make specialists go through the same CTO-led vetting as our software engineers, because we want automation built with engineering discipline, not enthusiasm. The four stages are a technical assessment, a live pairing session with a senior engineer, a cultural fit screen and our own psychometric assessment designed for software engineers. In pairing we watch process decomposition, API reasoning and error thinking, the substance under the visual canvas. AI supports our screening, and a human makes every hiring decision. You interview matched candidates within 7 working days, and 97% stay beyond two years.
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