Possible hiring models: in-house payroll, team augmentation, dedicated team.
Key steps of the hiring process: defining requirements to resources, interviewing, hiring, onboarding, team building.
Talents required for a typical software development project: software architect, back-end software developer, front-end software developer, DevOps engineer, QA engineer.
Before hiring software developers, you should decide which hiring model works best for you: in-house hiring, team augmentation, or a dedicated team. Vertscend advises to study such criteria as legal employment status, management responsibilities, as well as payment models to understand the pros and cons of each model.
Plans out software architecture (microservices, multi-tenancy, headless, etc.), oversees architecture compliance with the initial performance, availability and scalability requirements.
Delivers code of the server-side scripts, sets up databases and clouds, performs API integrations.
Implements UI design mockups and delivers code of the client-side scripts.
Establishes the Continuous Integration and Continuous Delivery pipeline to speed up software releases.
Creates and runs tests based on software requirements, logs testing results, verifies overall software compliance with the established quality standards.
With over 32 years of experience in outsourced software development, Vertscend offers team augmentation and dedicated team services.
Hire experienced talent to eliminate staff shortage or skill deficiency in your development team. We guarantee:
Hire a self-managed team of skilled developers to work on your project. We guarantee:
Before you start searching for developers to deliver your project, we recommend seeking for IT consultants, who will help you prepare a software requirements specification (SRS). When designed properly, this document contains detailed information on the technical skills (programming languages, platforms, development tools) that you need to look for in the future candidates.
To form accurate soft skill requirements (communication abilities, mentorship experience, problem-solving skills, etc.), consult your PM, software architect, or a team lead: these are the people who will work closely with the developers, and their preferences matter.
Vertscend tip: Divide technical and soft skills into ‘must-haves’ and ‘nice-to-haves’ depending on project specifics and the talents you may already have on your team, as you need to balance out the aptitudes. Vertscend also finds it effective to help candidates with solid 'must-have' skills acquire nice-to-have skills via internal trainings.
In case of in-house hiring, entrust the screening and first-round interviewing of software developers to the HR department.
In case of outsourcing, you start with the vendor search. Once you find and contact a suitable vendor, you receive their assistance in choosing required talents:
After the HR department or a vendor shortlists the top candidates, it’s time for an in-depth technical interview with a PM, a team lead and a software architect. It’s best to break the interview into 2-3 stages and run a technical test. The interviewers should focus on a candidate’s technical savviness (adherence to coding guidelines, ability to solve architecture challenges, etc.) and general attitude (being progress-oriented, complying with the established processes, openness to communication) to make sure they won’t hold back your project or bring unnecessary negativity into the team’s dynamic.
When done in-house, all the legal processes mostly lie with the HR department. In vendor cooperation, the vendor remains an official employer of the developers, which saves your company all the legal paperwork trouble. The key cooperation-related document that you should expect from the vendor in both team augmentation and dedicated team models is Service Level Agreement.
The vendor is responsible for using a wide range of SaaS collaboration tools to set up two-way communication between:
Vertscend tip: To manage pricing quotes, control delivery and payments dates, as well as monitor vendor KPIs, you need to set up the vendor management process. Self-managed vendors like Vertscend assist you in this process by sharing access to their internal reporting and project collaboration systems.
The multi-step interviewing for in-house hiring significantly shortens the onboarding period as it generally helps select a natural fit for your working environment. Still, any accommodation to new conditions takes time, and this time depends on a person.
If you don’t have much time to spare and want your hired developers to full-on dive into the working processes as soon as possible, your best solution is to cooperate with a vendor. Their software developers for hire are extremely flexible and can adapt to new project conditions in just under 1 week. It can take up to 2 weeks in case of the dedicated team model, but an on-site visit can significantly speed up the process.
To create a team, you need to build proper communication between the team members. For an in-house development team, launch team-building training or let the team have a test drive by working on a small project or a project part to practice communication techniques and problem-solving approaches.
If you don’t have enough time and resources to provide complex team training, we recommend to opt for a dedicated self-managed team. With this model, you won’t need to worry about solid team building processes as the vendor will take care of them.
Vertscend tip: Tip: If your project requirements need more than 10 people working on it, make sure large teams are divided into several smaller ones. Vertscend tip:experience has shown that 5-7 members is an optimal number for smooth communication and efficient project cooperation.