Capacity and the Capability to Replace It
Six services and they are meant to be bought in that order: people first while the work is urgent, enablement next so the need shrinks.
Atlassian-Certified Staff AugmentationCertified administrators, developers and architects who join your team at the seniority the work needs - matched on the products and the process in front of them, not on a job title.
- Certified on the products in your estate
- Interviewed by your team before they start
- Scaled up or down by the sprint
Embedded Admins & Forward-Deployed EngineersThe home page’s promise applied to capacity work: engineers who sit in your standups, your board and your channels and share ownership of the outcome rather than clearing a queue.
- In your tools and your ceremonies from week one
- Named engineers, not a rotating pool
- Decisions documented as they are made
Role-Based Training & EnablementEnablement written for the seat someone actually occupies. A project admin, a service-desk agent and a release manager need three different courses and a single "Jira training" day serves none of them well.
- Curriculum mapped to your roles and your config
- Run on your own instance, not a demo site
- Reference material your team keeps after
Certified Atlassian Training ProgramsThe formal path, for teams that need the credential and not only the skill: official Atlassian courseware delivered by our certified practitioners, with certification as the stated outcome.
- Official Atlassian course content
- Delivered by certified practitioners
- Certification tracked to completion
Agile & SAFe CoachingCoaching for the teams and the leaders above them, at whatever scale you actually run - a handful of squads or a full portfolio in Jira Align. The practice and the tooling get changed together, because changing one without the other never holds.
- Team, program and portfolio level
- Ceremonies coached, not just documented
- Jira and Jira Align configured to match
Change Management & Adoption SupportThe work that decides whether any of the above survives go-live: who is told what, when, by whom and how you find out which teams quietly went back to the old way.
- Stakeholder and comms plan per audience
- Champions identified and equipped
- Adoption measured, not assumed
The Disciplines You Can Draw From
Six specialisms, staffed from the same certified bench. Most engagements take two or three of them at different intensities rather than one of each.
- Atlassian architects & admins
- Workflows, schemes, permissions and instance architecture.
- AI & automation engineers
- Automation rules, integrations and AI workflows that ship.
- Cloud & DevOps engineers
- Migrations, pipelines and the infrastructure underneath.
- ITSM & JSM specialists
- Queues, SLAs, request types and service design.
- Project & program managers
- Delivery leadership across teams and dependencies.
- QA & testing teams
- Test strategy and automation built in, not bolted on.
One Practice, Four Ways to Staff It
Each is scoped and staffed on its own - a client buying one of these rarely needs all four at once.
Government and education hiring staffed against procurement cycles, clearance requirements and budget lines that do not move.
The full hiring pipeline handed to a team that runs it every day, rather than added to a stretched internal one.
Workforce data behind the decisions that used to run on instinct - who to hire, who to develop and where the next gap opens.
The self-service, communication and onboarding tools employees use without being told to.
Staffing Built for Public-Sector Rules
Government and education hiring runs on a different clock than the private sector - procurement cycles, clearance requirements and budget lines that do not move. Staffing against that reality, rather than a generic requisition, is the job.
- Compliance-First Recruiting
Every requisition is screened against the hiring rules and clearance requirements the role actually carries, not filled and corrected after the fact.
- A Bench Built for the Public Sector
Candidates are pre-vetted on government and education experience, not generalists who learn the domain on the client’s clock.
- Faster Without Cutting a Corner
Shortlists move faster because the sourcing and screening are already built for this sector’s requirements, not adapted from a private-sector process.
- Staffed to the Budget Line
Resourcing is scoped to fixed budget constraints from the start, so the trade-off between speed and cost is made once, not renegotiated mid-search.
Recruiting, Run as a Service
Recruitment Process Outsourcing hands the full hiring pipeline to a team that runs it every day, rather than adding requisitions to a stretched internal one.
End-to-End RecruitmentEvery stage from the job posting to the signed offer runs under one team, so nothing stalls at a handoff between yours and ours.
A Global Candidate NetworkSourcing draws on a candidate network that is not bounded by one city or one internal referral list.
Automation Where It Actually HelpsScreening and matching are automated where that speeds a decision, with a person still making the call on who moves forward.
An Employer Brand Candidates NoticeOutreach and the candidate experience are built to represent your company well, not just to fill the requisition.
Talent Decisions, Backed by Data
Talent Optimization here means using workforce data to inform decisions that used to run on instinct alone - who to hire, who to develop and where the next gap opens.
- Predictive Workforce Signals
Historical and current workforce data is analyzed to flag talent gaps before they turn into open, unfilled roles.
- Development Plans per Person
Learning paths are built from an individual’s own performance data and stated goals, not a single course assigned to everyone.
- Bias Checked, Not Assumed Away
Hiring and promotion decisions are screened for patterns a person reviewing one case at a time would not notice.
- Planning That Updates in Real Time
Workforce plans are revised against current data as conditions change, instead of being fixed at the start of the year and left there.
The Tools Employees Actually Use
An Experience Platform is judged by whether employees use it without being told to. That is the bar the self-service, communication and onboarding tools below are built to clear.
- Self-Service, by Default
Schedule changes, time-off requests and basic account tasks are handled by the employee directly, without a ticket to HR.
- Communication in One Place
Teams collaborate through one connected set of tools regardless of whether they sit in the office or remote.
- Feedback With Somewhere to Go
Employees have a standing channel to raise what is not working and it is reviewed rather than archived.
- Onboarding That Does Not Depend on One Person
New hires are onboarded through a structured program, not whichever teammate happens to be free that week.
Before You Add Someone to Your Standup
How is this different from your Managed Services offer? They both sound embedded.
Who owns the platform. Under Workforce Solutions you own it - our engineers work your backlog, report into your delivery lead and follow your change process. Under Managed Services we own it, including the improvement backlog and a monthly governance review. Both are staffed from the same certified bench and both are embedded rather than on-call, which is exactly why the distinction is worth stating: pick augmentation when your team is right and there is not enough of it and managed services when nobody on your side should have to own Jira at all.
Is everyone you place actually Atlassian-certified?
Certification is the bar for the Atlassian roles and we will tell you which certifications a specific person holds before you interview them. Not every discipline on the bench has an Atlassian certification to hold - a QA automation engineer or a program manager is vetted on delivery work instead - so ask for the credential that matters for the seat rather than assuming one badge covers all six specialisms.
How fast can someone start?
It depends on the seniority and the certification you need and we would rather scope that with you than publish a number here. What we will commit to in writing is the shortlist date, agreed when the role is mapped in step two - so you have a date to hold us to that reflects your actual requirement instead of an average. If a published turnaround is what you need for a bid, ask and we will give you one for that specific role.
Can we count Clovity spend toward our supplier-diversity targets?
Clovity holds MBE, NMSDC and USPAACC certifications, which is what most corporate diversity programs and public-sector solicitations score against. Whether a particular spend counts under your program is your program’s rule, not ours, so ask us for current certificates and we will send them with our capability statement rather than have you infer eligibility from a badge on a web page.
Which contract vehicles can we buy this through?
Ask us and we will confirm current status in writing for your solicitation. We deliberately do not list vehicles on this page: availability changes, it varies by agency and scope and a stale claim on a website is a serious problem in a bid. We do run a U.S.-led public-sector practice and can talk through the routes that are actually open to you.
Can we hire the person permanently if it works out?
Yes - contract-to-hire and direct placement are both engagement models here and conversion terms are agreed at the start rather than negotiated once you have decided you want to keep someone. If the goal is a permanent team rather than ongoing capacity, say so early and the engagement gets structured for it.
We only want the training, not the people. Is that a thing?
It is and it is the half of this page we would rather sell you. Role-based enablement, certified Atlassian programs, Agile and SAFe coaching and adoption support are all available on their own, run on your instance and your configuration. Several engagements have gone the other way too - augmentation first while the work was urgent, then enablement to close the gap so the capacity was no longer needed.
Teams We Have Staffed and Trained
Engagements where our people worked inside the client’s team, in the clients’ own words.
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