Choosing Between in-House and Contract Engineers. So What?

Product development executives typically consider outsourcing as an inadequate substitute for in-house development, with many prevailing opinions that “outsourcing is not a viable option.” This viewpoint is commonly derived from the belief that quality is proportional to cost; by outsourcing, it may result in cost savings, however, the ultimate product quality can suffer, and the executive may have limited influence on the final outcome.

Recently, perceptions of outsourcing have been undergoing a transformation. This alteration has created a win-win scenario for overseas engineers and CTOs of U.S.-based organisations, as it grants them access to highly skilled, long-term embedded engineers from a diverse array of global marketplaces. When the availability of competent engineers is limited, CTOs can draw upon the best engineering talent from emerging markets. To cater to this demand, numerous companies have been established to streamline the process of hiring, training, and supervising remote engineers, as well as managing administrative duties such as payroll and complying with legal regulations.

Restrictions on H-1B visas have made it increasingly challenging for U.S. companies to directly recruit foreign labour, thereby constraining the opportunities for career advancement and accessibility to skilled workers for both firms and engineers. Additionally, the advent of the COVID-19 pandemic has revolutionized the concept of remote work, creating a more cohesive notion of offshore, nearshore, and in-house employees, further accelerating the trend of permanent engineering staff augmentation.

According to TechCrunch, in today’s interconnected global landscape, it is feasible to reap the benefits of the United States without physically relocating there. These advantages include access to cutting-edge technology, the ability to explore start-ups, and the opportunity to benefit from world-class research. As a result, foreign engineers can enjoy the best of both worlds by staying within their native environment while still being able to establish connections with the worldwide powerhouse that is the United States.

TechCrunch has reported that the COVID-19 pandemic has led to a notable shift in the recruitment sector towards remote work. Companies have begun to closely examine conventional recruitment practices and have realized that teams can be just as effective, or even more effective, when not working in a physical office. Managers who previously had reservations about the productivity of remote staff members now have evidence that the majority of remote employees can be as productive as their on-site colleagues.

By utilizing long-term, augmented engineering staff, Chief Technology Officers (CTOs) can gain many of the benefits of local hiring, such as candidate interviews and selection, full-time employee management, and performance tracking, without the time, cost, overhead, and risk typically associated with internal hiring procedures. As remote employment becomes more prevalent, the boundary between internal and external personnel has become increasingly indistinguishable, allowing CTOs to take advantage of this circumstance.

It is crucial to differentiate between long-term staff augmentation and project-based outsourcing. The latter method can be a precarious undertaking, as it frequently involves entrusting a remote team with a static, low-value project. Since the primary goal of this type of outsourcing is cost reduction, the main focus is on obtaining the lowest possible prices.

When aiming to build a long-term software team, it is crucial to identify individuals who possess not only the requisite technical skills and experience but also the appropriate attitude, motivation, and proactivity to help the team achieve its objectives. By having engineers work with the company over an extended period, the product, team, and organizational culture can all benefit from their contributions. Fortunately, the world’s most exceptional engineering talent is eager to collaborate with top-tier companies to develop innovative products. The services of leading long-term staff augmentation staffing firms evaluate both hard and soft skills to swiftly find the ideal personnel with minimal management overhead, connecting these impressive organizations with top global engineers.

The primary difference in recent times between in-house development and outsourcing is the financing of the engineers. It is widely accepted that a considerable number of the most talented software developers are located in countries outside of the United States and are actively seeking opportunities to join successful teams and collaborate on exceptional, long-term product development. As remote teams become the norm and demand for engineers remains high despite the ongoing pandemic, there is a growing trend towards forming and sustaining strong software teams through long-term staff augmentation.

Article Link: 5 Tips for Becoming an Excellent Technical Hiring Manager and Recruiting Top Talent

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