Gratis · ~6 minuten · Geen login

Blueprint het AI-team dat je echt nodig hebt — maand voor maand, binnen je budget, in jouw regio.

Eerlijke build-vs-augment aanbevelingen: "In Londen kun je realistisch 2 van de 5 senior AI engineers die je nodig hebt aannemen in 12 maanden. Overweeg 3 te augmenteren in de eerste 6 maanden." Salarisbanden over 11 regio's. Vierentwintig-maanden plan in zes minuten.

De rollen

Elf kernrollen. De wizard kiest welke je nodig hebt.

  • AI Engineer

    Eigenaar van prompts, RAG, evaluatie, integratie. De eerste AI-hire die de meeste teams nodig hebben.

  • ML Engineer

    Traint en deployt modellen. Andere job dan AI Engineer — andere loops, andere banden.

  • MLOps / Platform

    GPU-ops, observability, infrastructuur. De rol die de rest van het team productief maakt.

  • Data Engineer

    Pipelines, retrieval stores, data-infra. Onopgemerkt de moeilijkste rol om over te slaan.

  • AI PM

    AI-native product sense, eval-criteria, roadmap. De helft van de winst is wat je NIET shipt.

  • AI-evaluatie / QA

    Evals, red-teaming, test-infrastructuur. De rol die model-regressie opvangt voordat gebruikers het doen.

Regio's

Salarisbanden en time-to-hire die bij jouw realiteit passen.

  • VS

    Diepe talentdichtheid, hoogste comp. SF Bay / NYC remote-friendly post-2024.

  • VK / Londen

    Diepe dichtheid, IR35 + fiscale complexiteit. Sterke applied-scientist pool.

  • Duitsland / DACH

    Sterke ML engineering. Hogere loaded-multiplier (1,45). Trage maar stabiele hiring.

  • India

    Diepe dichtheid op junior/mid, groeiend op senior. Time-to-hire vaak het snelst wereldwijd.

  • Singapore / VAE

    Middelgrote dichtheid. Premium voor senior. Visumfrictie is reëel maar werkbaar.

  • Remote globaal

    Breedste pool, EOR + fiscale complexiteit. 5–9 maanden time-to-hire is eerlijk.

Methodologie

Geen placement fees. Geen vendor-sponsoring.

Salarisbanden getrianguleerd over Levels.fyi, Built-In, Payscale, Howdy, Second Talent, LinkedIn Talent Insights en HeroHunt — elk kwartaal ververst. De build-vs-augment logica is gepubliceerd in pseudocode zodat je 'm onder druk kunt zetten.

Lees volledige methodologie

FAQ

Veelgestelde vragen over AI-teamplanning.

What does the Buzzi.ai Team Blueprint tool do?

It produces a month-by-month AI team plan tailored to your project type, scale, region, timeline, and budget — with build-vs-augment recommendations, salary-banded budget envelope, and a JD-template pack you can paste into your ATS.

Why does the tool separate AI Engineer from ML Engineer?

Different jobs. AI Engineer owns prompts, RAG, evaluation, integration. ML Engineer trains and deploys models. Hiring loops, comp bands, and skill profiles diverge — collapsing them produces wrong plans.

Where do the salary bands come from?

Triangulated across Levels.fyi, Built-In, Payscale, Howdy (LATAM/India), Second Talent (APAC/MENA), LinkedIn Talent Insights, and HeroHunt time-to-hire data — refreshed quarterly.

What does "loaded multiplier" mean?

Cost-to-employer beyond base. Includes payroll taxes, benefits, equipment, and (region-specific) housing allowance, super, IR35 carve-outs, EOR fees. Defaults: US 1.30, UK 1.30, Germany 1.45, Singapore 1.30, Australia 1.25, India 1.20, UAE 1.20, Canada 1.25.

How does the build-vs-augment logic work?

Tight timeline + medium-density region + senior-or-above seniority → augment recommended for the bridge months. Build posture override respects your preference but still surfaces the gap.

When should I hire a junior vs a senior?

Pilot scale prefers junior-to-mid with a senior anchor. Mid and enterprise production scale need senior + staff layered, with leadership earlier (month 3-6).

When does augmentation win over hiring?

When time-to-hire exceeds half your timeline, when seniority is hard to source in-region, or when you need a deep skill for less than 6 months.

What's the typical time-to-hire in different regions?

Deep markets (US, UK, Germany, India): 2–4 months. Medium markets (UAE, Singapore, Australia, Canada, France, Netherlands): 3–6. Global-remote: 5–9 with EOR / tax complexity.

Are the JD templates authentic, or AI-generated boilerplate?

JD packs use a Buzzi-curated template per role with placeholders for your stack and AI-generated "About our AI work" blocks personalised to your inputs. Always reviewed by counsel before posting.

Do you cover regional labor laws?

Yes for the major contours: IR35 (UK), super (Australia), EOR / WIF (global), 13th-month pay (Germany / EU), DPDPA (India). The methodology page links to the authoritative sources.

How do remote-hiring tax complexities work?

Loaded multipliers reflect typical EOR fees (10–15%). For >5 remote hires, build a permanent establishment analysis — the methodology page includes the framework.

How does equity differ by stage?

Seed: 0.10–0.50% senior IC. Series A: 0.05–0.20%. Series B+: smaller, RSU-style at later stages. v1 reports band only — refined modelling planned.

What visa considerations apply?

H-1B (US), Skilled Worker (UK), Blue Card (EU), Green List (UAE), Tech.Pass (Singapore). Each adds 1–3 months to time-to-hire and constraints on seniority swaps.

How often are salary bands updated?

Quarterly refresh from primary sources, with hot-region overrides as labour markets move. Last verified date is shown in admin per band.

How confident are you in the salary data?

Source confidence scored 0.0–1.0 per band. Deep markets (US / UK / India) score 0.85+. Medium markets 0.65–0.80. Global remote 0.55–0.70. The methodology page calls out where uncertainty is highest.

Buzzi services

Ship terwijl je hiret. Buzzi augmenteert het team dat je nog aan het bouwen bent.

Halve-dag reviews, 4-weekse pilots, 12-weekse production engagements. Senior AI engineers, MLOps en applied scientists klaar om rollen op te pakken waarvoor je nog werft.

Boek een 30-min review