When it comes to staffing a technology team with in-house engineers, organisations often face a tough choice between efficiency and quality. For many, the current market presents a real challenge, as the supply of skilled developers is insufficient, resulting in lengthy recruitment processes, even when project timelines are tight. Yet, despite this, many Chief Technology Officers (CTOs) remain hesitant to outsource technology projects abroad, concerned about a lack of control over offshore development processes, and the reliability of freelancers which can remain unpredictable.
The current global pandemic has drastically transformed the job market, particularly with regards to remote work. The requirement for physical presence as a prerequisite for work has dwindled, resulting in many IT specialists departing pricey cities and technological hotspots in search of cost-effective living conditions and improved quality of life. What’s more, companies have reported higher productivity levels due to the use of remote personnel. As a result, the idea that location plays a vital role in the job market has been debunked.
Mike Burns, Chief Information Officer of Benco Dental with a workforce of around 1,000 people, stated that, “We have the potential to work more efficiently if we change the way we operate.” According to him, the elimination of physical boundaries allows individuals to “focus” and “work together with others.” Burns added, “This is a significant shift for us.”
At the same time, a new method for engineering staff augmentation has emerged, connecting enterprises with highly skilled developers from across the world. This system is created to address the gaps in technical expertise for temporary or permanent roles. Unlike freelancer marketplaces and outsourcing software development services, these companies strictly screen developers, ensuring that they are competent to contribute right away after being included in a team.
Staff Augmentation 2.0, a novel technique, has gained momentum recently compared to conventional methodologies such as project-based outsourcing and short-term freelancing. At Works, we are committed to offering developers and their clients an assortment of supportive services, including IT resources, opportunities for professional development, and performance tracking metrics. Our objective is to deliver an unparalleled level of service and assistance.
Following are the four primary aspects of Staff Augmentation 2.0:
- Engagement over the long term
- Thorough evaluation and intelligent matching
- Support in every stage of recruitment, scheduling, and cessation
- Prompt deployment of elite talent
Undoubtedly, businesses have access to a substantial amount of technical expertise located beyond the major tech hubs and outside the United States. This group of developers is eager to join forces with industry pioneers to create modern products. According to a HackerRank study, the United States ranks 28th in the list of top places for software developers to work. Staff Augmentation 2.0 bridges the gap between employers and this talent by carefully matching developers with businesses to guarantee an appropriate cultural and technical fit, particularly for lengthier projects. This way, clients can benefit from the expertise and efficiency of experienced senior developers in a shorter period of time and with fewer human resource and administrative costs.
At Automattic, our priority is to recruit only the most exceptional and talented individuals. Our founder and CEO, Matt Mullenweg, who founded WordPress without ever meeting his team in person, emphasises two crucial aspects that we seek in our candidates: identifying the foremost individuals in the world and then allowing them the freedom to do their job. As the famous movie quote goes, “Just stay out of their way.”
With the rise of Staff Augmentation 2.0, businesses today have access to the most proficient specialists from every corner of the world along with the resources that enable their success. Unlike outsourcing, this recruitment method is akin to having a complimentary, worldwide recruiter. It enables US-based corporations to acquire the required expertise whenever necessary and for an indefinite period.
Related Article: In-House Hiring Vs Outsourcing Developers: What’s The Best Choice?