A disciplined launch,
built for long-term capability
We move from first workshop to operating team through five clear phases. Each phase ends with a practical artefact your engineering and commercial leaders can review. After go-live, MedRec manages the GCC foundation while you continue to steer the product.
Five phases to a working team
These day ranges describe the operating sequence when roles, interviews, and access can move in parallel. First engineers typically join within four to six weeks of agreeing roles; calendar time often reflects notice periods and security onboarding.
What happens, phase by phase
No proprietary methodology to decode. Each phase explains the work, the decision points, and the artefact you should expect before the engagement moves forward.
Discover
We work with your technical and operating leaders to understand the roadmap, current team, constraints, and non-negotiables on security and data. The output is a team blueprint sized to outcomes, not an abstract headcount target.
Design the team
We bring a focused shortlist for each role. You meet every candidate. Before interviews, each person is briefed on your stack, domain, and working norms so the conversation starts at the right level.
Build & onboard
Onboarding is structured around access, context, and contribution. From the first day, people have devices, accounts, a buddy on your side, and a ramp plan with measurable milestones. Where notice periods or security reviews need more calendar time, this phase stretches while discovering and interviewing continue in parallel, so first engineers still typically join within four to six weeks of agreeing roles.
Operate
After go-live, the team follows your roadmap and technical leadership. MedRec manages people operations, payroll, equipment lifecycle, performance processes, and retention. A single engagement director remains accountable for removing operating friction.
Optimise
Each quarter we review throughput, quality, retention risk, and skill mix against the next stage of your roadmap. Where change is needed, we propose adjustments before pressure becomes visible in missed commitments.
Commitments we make explicit
These principles appear in contracts, onboarding packs, and steering conversations. They keep the relationship anchored in long-term capability, not transactional delivery.
Intellectual property stays yours
Work product is assigned to you under contract, in environments you control or approve.
Time zones are designed in
Meaningful overlap with UK, Europe, and US East Coast teams, plus async discipline where it improves quality.
Security and evidence you can defend
Segregated access and production controls, mapped early to frameworks your reviewers already use.
Your leadership and tools stay intact
No shadow hierarchy. Decisions sit with your leaders; engineers work in the tools your teams already trust.
Economics you can explain internally
Fully loaded cost and commercial terms your finance and engineering leaders can both understand.
Exit terms you can sign in good faith
Notice periods, IP handoff, and transfer mechanics are explicit. Renewals follow performance.
Multiple structures, one quality bar
Whether the model is dedicated team, BOT, hybrid, managed, staff augmentation, or CoE, the recruiting bar, security posture, and operating discipline remain consistent.
Want a practical team blueprint?
Share your roadmap and constraints. We will return a proposed team shape, launch sequence, and commercial framing you can review internally, typically within five working days.