How to Hire Dedicated Developers: Offshore Talent Step-by-Step

Staff Augmentation

Staff Augmentation team model is the hiring model in which the client company receives a fully functional dedicated company with dedicated programmers. This group will function as an extension of the client's main team, focusing solely on their initiatives. Dedicated developer of the client's core team would be present in the dedicated development team to improve the effectiveness and communication of the entire team.

In this model, the vendor supplies all of the necessary technology, software, and office infrastructure to get the office up and running. This saves clients' money on overhead and the costs of establishing a new office.

The Client company is fully involved and has complete control. The dedicated team likewise follows the core team's corporate culture, policies, and processes. They follow the same regulations as the rest of the company's core personnel and blend in seamlessly. This allows them to cultivate crucial interpersonal ties, camaraderie, and collaboration abilities in order to achieve greater results.

The extended team is not project-based and does not stop when the project is completed. It's a continuous collaboration between your core team and your offshore team.

An extended team is meant to supplement rather than replace in-house personnel. The essential competency, both business and technical, is on-shore in this situation, while the extension team functions offshore, filling the skill gaps in your core employees.

Managed Team

This software development outsourcing model gives you access to a team of highly skilled developers. In this model, you and your outsourcing partner share ownership of, and responsibility for, project direction and deliverables. It's a cross between staff augmentation and a completely outsourced solution.

As with staff augmentation, your managed team is dedicated entirely to you and your project. Your managed team operates independently of your in-house team, with an outsourced Project Manager overseeing daily operations and workflows. While the managed team operates autonomously, your outsourced Project Manager reports to and meets with your in-house Project Manager / Product Owner on a regular basis. Typically, these teams are cross-functional. Whatever the requirements of your project, competent outsourcing software development providers will be able to customize the structure of your team to achieve the best results.

The managed team model is unusual in that both you and your outsourced partner share risk and responsibility for the final outputs.

From the start, you and the managed team will agree on the scope, roles, deliverables (e.g., deliverables), timeframes, and service-level agreements. Your in-house Project Manager / Product Owner is active throughout the software development process, assisting in the direction and decision-making of the product. This involves maintaining consistent communication with your outsourced Project Manager.

Project-based Model

Project-based outsourcing is when your development partner oversees and manages the whole software development process based on your specifications.

The most conventional and hands-off of the three outsourcing models is project-based outsourcing. You give over the requirements to your outsourcing partner.

Your outsourcing partner will handle the whole development process, delivering the finished product to your requirements and on schedule.

Even if you have the least amount of control with project-based outsourcing, your in-house Project Manager/Product Owner will keep in touch with your outsourced partner. The frequency of these contacts is determined by your project and your outsourcing partner.

Clarify your expectation

To determine this, evaluate your company goals, identify the required skills, qualifications, and expertise needed to bring that goal to life, and how a developer may assist you in developing it.

Once you've decided what your company needs are and how you want your expectations met, you'll be able to attract developers who are more enthusiastic about working with your company.

Find vendors for review process

Certain countries will be more suited than others depending on your language, geography, and budget. For example, if your organization is based in Europe and you need a great English-speaking crew, Eastern European developers are the ideal option.

Surfing the websites of IT businesses may yield some results. However, there's a good chance you won't discover certain things while conducting such research. You should request a portfolio from developers if you want to learn more about their expertise. Brochures or information packs will be provided by vendor companies.

Reviewing case studies will assist you in determining which companies are the most promising. Your decision could be based on how close your idea is to a project that the company has already produced, or something else entirely. In any case, you'll need to compile a list of suppliers you like.

Now that you've narrowed down your choice of companies, it's time to compare them. The best way to do that is to research customer reviews. Because they allow consumers to express their true feelings about the company's advantages and disadvantages.

However, you should be aware that anonymous evaluations could be deceptive. As a result, attempt to approach them with skepticism.

Vendors review and selection

When employing dedicated developers from an outsourcing vendor, there are a few more critical factors to consider in addition to technology competence and hourly rates:

• Effective communication processes

  The quality service of a vendor is heavily influenced by its well-established processes and communication in the local market. The better the company's communication process and reputation, the more popular it is as a place to work, and the more talented and experienced engineers it can attract.

• Domain knowledge and expertise

  Expertise in technology, tools, and programming languages is necessary to create a decent product, but it is never enough to create a great one. Examine the vendor's website, case studies, and client testimonials to ensure that they have a thorough understanding of your business and can provide you with proven expertise.

• Technical capacity

  Hiring a vendor who adheres to internationally recognized standards, best management practices, and efficient procedures will result in higher-quality outcomes. Consider certificates, acknowledgments, and appraisals like ISO and CMMI when weighing your selections.

See also: Top 15 Software Vendor Interview Questions [Procurement Guide]

Conduct personal interviews

And this is when candidate personal interviews come into play. Whether in person or over the phone, make sure to assess not only the candidates' technical skills and expertise, but also their personal and professional characteristics.

Because you're essentially inviting new people to work for you, you need to ensure that the dedicated developers you're recruiting have the correct attitude for the project and the personality to work well with your in-house team.

After all, you are the one who most understands the types of people who would naturally fit into your team.

Onboarding and integration

A professional vendor will surely assist you in organizing the onboarding process so that you may integrate your new hire into your existing team as quickly as possible.

But here's what you can do to help the process go even more smoothly:

• To minimize any surprises or misunderstandings, lay out all of your expectations for your new hires.

• Provide a list of tools and all essential access for your new developers' work ahead of time; Prepare step-by-step instructions on how to set up your development environment.

• Set up a team meeting to welcome your new dedicated developers and explain their duties and duties on the project to their in-house colleagues.

• Make sure your new team members are up to date on the project's status. Make sure they understand the goals and have access to all current documents.

Operational aspects of hiring dedicated developers

Aside from the obvious benefits, you should be aware of certain key characteristics of this collaboration paradigm which include:

Use NDA to protect intellectual property

A Non-Disclosure Agreement (NDA) is a crucial and legally binding agreement between two parties that describes confidential resources, information, or other details that they desire to share with each other for certain purposes but not with any other third parties.

Hiring dedicated developers involves that you ask the hired developers to sign a Non-Disclosure Agreement. It means that all data and information obtained will be kept private at all costs.

Hire experienced dedicated developers

In its most basic form, the outsourcing company's job is to identify, hire, and onboard a client's remote development team at their office. They will handle all administrative and legal issues for the developers, including recruitment, payroll, taxes, sick days, and benefits.

You can manage your remote developers using whatever methods and tools you choose, and you can visit them whenever you want, while your outsourcing company handles all of the administrative details.

Communicate workloging and reporting requirements

When it comes to remote team collaboration, the two most typical issues are time difference and language barrier. Despite the fact that English is still the most widely spoken language in the IT business, the majority of the hired dedicated developers might not be native English speakers.

Familiarize the dedicated developer crew with your company's communication tools and practices. To minimize misunderstandings and unneeded annoyance, define what type of information should be delivered through which channel and how long it may take the in-house team to respond to emails.