Case Studies & Blog

Real QA engagements, real outcomes.

Two client engagements and a note on how we think about hiring: contract-to-hire QA staffing, and cutting a release bottleneck with automation.

Case Study · Contract-to-Hire

Building a QA team with zero hiring risk

A leading real-money gaming company needed to scale its QA function fast, without absorbing the risk of a bad permanent hire.

Real-Money GamingContract-to-HireQA Staffing
Challenge
The client needed to scale QA headcount quickly for a high-stakes, real-money product, where a bad hire carries real compliance and reliability risk — but standard permanent hiring was too slow and too risky to get right on the first try.
Approach
QAINfinity placed QA engineers under a Contract-to-Hire model: engineers worked on the client's floor, under the client's processes, for an evaluation period — with continuous training and performance review before any permanent offer was made.
Result
11 QA engineers were placed. All 11 were retained and converted to the client's payroll — a 100% conversion rate, with zero severance or re-hiring cost along the way.
100%of placed engineers converted to permanent hires
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Case Study · Web + Mobile Automation

Cutting Angara's regression cycle from 8 hours to 30 minutes

Angara, a fine gemstone jewelry e-commerce brand, had a full working day of manual regression standing between every release and its customers.

E-commerce / D2CTest AutomationCI Integration
Challenge
Every release required a full 8-hour day of manual regression across web and mobile, with undocumented coverage and QA capacity crowded out from real, exploratory testing.
Approach
QAINfinity documented test cases, then automated web (Selenium) and mobile (Appium) regression, added vision-based visual verification (Sikuli + OpenCV), and wired it into Jenkins CI with Allure reporting.
Result
Regression cycle time dropped from 8 hours to ~30 minutes sequentially — and as little as ~3 minutes running in parallel — with improved coverage.
8 hrs → 30 minweb regression cycle time per release
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Blog · Hiring Strategy

Contract-to-Hire: Reducing risk in technical staffing

A bad hire can cost up to 30% of first-year salary, and 74% of companies report making at least one. Here's how a real-world trial period removes that risk.

Hiring StrategyQA Staffing
The problem
Interviews reward how well someone presents, not how they perform on real work — and a mis-hire in a specialized role is expensive to discover and expensive to undo.
The model
Select a pre-vetted candidate, trial them on QAInfinity's payroll for an agreed contract period, then assess real performance and cultural fit before any permanent offer.
The payoff
You commit only once you're certain — sidestepping the direct and hidden costs of sourcing, onboarding, and re-hiring for a role that didn't work out.
~30%of first-year salary — the estimated cost of a bad hire
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