Why Redian, and why this shape of team
You've landed here because you need mobile app developers for a team based in or serving Los Angeles, USA, and you're weighing whether to hire locally, use a marketplace, or engage a delivery partner. This page explains how Redian Software delivers exactly that engagement — onsite, mobile app developers, aligned to Los Angeles business hours (PST / PDT), on a commercial model that scales from a single engineer to a full offshore cell.
Mobile App Developers — what our engineers actually do
Redian's mobile practice ships cross-platform apps on React Native and Flutter as the default, plus native iOS (Swift) and Android (Kotlin) when the customer-facing UX or platform capability demands it. Real production work: auth, offline-first data sync, push notifications, in-app payments (Stripe, RevenueCat, region-specific gateways), deep linking, App Store and Play Store submission and review, and the OTA update flows (CodePush, Expo Updates) that keep a release cadence sane.
Seniority mix: mid-level engineers (3–5 yrs, own screens and features, ship to production every sprint), senior engineers (5–8 yrs, own architecture, native-module work, performance, release management), and mobile leads (8+ yrs, own product-engineering conversations, App Store relationships, migration decisions between RN / Flutter / native). Typical engagement is 2–4 mobile engineers with a fractional lead.
The Los Angeles context
Los Angeles' tech scene is media, entertainment, ad-tech, gaming, healthtech and a rapidly-growing fintech corridor. Silicon Beach in Santa Monica and Playa Vista concentrates the product-engineering work; downtown and Pasadena carry more enterprise. Cost and hiring pressure sit between SF and Austin. Mobile, React and creative-tooling engineers are the roles the LA market is most short on.
Redian ships PST-aligned coverage from India during your LA morning — standups, code review, incident triage and design conversations happen inside the overlap. Work after your lunch is asynchronous with a written handover you pick up the next morning.
Onsite engagement — the mechanics
Onsite engagement — engineers work from your office. For clients whose delivery model needs on-the-ground presence — regulator-mandated controls, hardware access, in-room collaboration with an internal team, or leadership preference — Redian deploys engineers to your location on a per-diem or medium-term contract. We handle visa, work-permit, accommodation and travel logistics from our side; you provide the desk, badging, and access to the systems the engineer will touch.
How the commercials work. Onsite carries a different rate card than remote — day-rate is higher to cover the engineer's living cost and per-diem, and minimum engagement is usually 3 months to make the mobilisation worthwhile. We can also blend the models: a small onsite core (2–3 engineers) plus a larger remote build team, so you get the trust of physical presence without the cost of an all-onsite ramp.
Commercials and how to start
Rates depend on the exact seniority mix and length of engagement, but as a rule: a onsite mobile app developer from Redian lands well below the loaded cost of the equivalent local hire in Los Angeles, without dropping seniority. Minimum engagement is one month for remote, three months for onsite. Rate card, sample CVs of currently-available engineers, and reference clients in your industry — happy to send those on the first call, subject to NDA.
How the first two weeks look: we scope the roles, seniority mix and start date on a 30-minute discovery call. We share 3–5 CVs matched to the brief within 3 business days. You interview shortlist candidates directly. The chosen engineer(s) start inside 1–2 weeks (4–10 weeks if onsite mobilisation is needed), on your tools, in your workflow, with named Redian consultant oversight.
No lock-in, no minimum quarter. If an engineer isn't a fit inside the first two weeks, we swap them, no charge. If you need to scale up or down mid-engagement, we do it — that flexibility is the whole point of engaging a partner instead of hiring FTEs.