Staff augmentation can take many forms. Traditionally, this model involves sending a job description to a temp or contracting agency, getting a pile of resumes, picking one and an engineer (or accountant, or data entry person) shows up for a short-term assignment. That may have worked when software releases were fixed products that were at some point ”finished,” printed onto CDs, boxed, and shipped. Teams might need short-term QA support toward the end of a project, for example, but wouldn’t need that support again until the next release a few years later.
There may be instances where this model still works. Still, in the world of cloud-based products that require continuous delivery and the highest levels of customer experience, teams need developers that understand their products and understand the customers. Software organizations need teammates, not temps, and finding great teammates can be challenging.
A New Model of Software Outsourcing
A new software outsourcing model has emerged that gives engineering teams access to fully vetted, high-performing, long-term distributed engineers that are embedded within the team and work just like full-time employees. Let’s call it Staff Augmentation 2.0.
Staff Augmentation 2.0 does far more than match job descriptions with resumes. This model maintains a talent network of engineers that have gone through multiple assessments--technical, situational, and behavioral, and are ranked for seniority accordingly. Technical assessments include stack specific coding challenges and pair programming. Situational assessments include deep background checks and previous employment verification. Behavioral assessments include leadership interviews and communication skills ratings.
Hands-On Management and Support
On the other side of the relationship, Staff Augmentation 2.0 offers hands-on account management and support. Account managers take a deep-dive into a company’s business, technical, and cultural needs and use that information to provide the best matches. Again, the goal is to provide a long-term teammate that will own a client’s roadmap and culture. Once the engineer is selected, support continues with a dedicated manager that onboards the engineer, holds regular check-ins, and monitors engineer performance.
Engineers also receive technical and professional support. The aim is to provide businesses with FTE-like employees without the management overhead required for an internal hire. The staff augmentation firm provides management functions like performance check-ins, IT support, and professional development opportunities. If an engineer is not meeting expectations, the staff augmentation firm is accountable for resolving any issues.
For software engineering leaders, the primary concern is executing against roadmaps as efficiently as possible. Staff Augmentation 2.0 is a type of software outsourcing that is purpose-built to do just that. It’s about matching high-performing global engineers with teams looking for full-time engineers that will improve product quality and be great teammates. Cultural fit and attitude are just as important as technical acumen.
There are lots of options when it comes to software outsourcing services. Some provide short-term projects and staffing. Staff Augmentation 2.0 is about finding great engineers for long-term engagements and supporting both the engineers and the clients to ensure that the relationship is successful.
With nearly everyone working remotely, more and more businesses are turning to long-term staff augmentation to meet their talent needs. To learn more about this software outsourcing model, download the e-book, “Engineering Staff Augmentation 2.0: Software Outsourcing that Builds High-Performing Team.”