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As a renowned tech and software development expert and accomplished blog author, Amy has established a reputation as a thought leader in the industry. With 5 years of experience in the field, Amy has honed their expertise in tech, and has a proven track record of delivering high-quality work for clients and readers alike.
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Have you ever heard of “The Engineering Project Triangle”? In the engineering world, it’s used to illustrate the perpetual quandary that most product leaders find themselves in with each project. They must work amongst three key constraints: Cheap, fast, and good. The trick is that they have to choose two (because it’s near impossible to deliver all three).
But of all the points on the triangle, finding “good” is the hardest. It’s difficult to source and retain enough local software developers (from front end to backend to QA to DevOps to security and more) who can keep your product development moving and meet your high-quality expectations. However, thankfully there is a way to optimize finding “good” talent: offshore software development!
Building your offshore development team has big wins as long as you can avoid the even bigger pitfalls—we know, because when we were in your shoes, we tripped and fell plenty. Now we’re here to make sure you stay on your feet (and get the team you need).
Know all the benefits and all the risks of offshore software development — and then call TurnKey
Using offshore software development has a number of critical benefits, including:
You’re ready to rock. So are we. Call turnkey and let’s make some music together.
But as Kermit the Frog once said, it’s not easy being green –there are some big landmines to avoid on the road to building a great offshore team. Let’s walk you through some of these together.
You could totally DIY your team. But ask yourself some important questions before you grab the hammer.
Start with this one: Am I familiar with the quagmire of local laws, taxes and regulations in each country, or will I open myself up to significant liability? What you don’t know can’t kill you—but it can kill your business if you get it wrong.
Next: Do I know how to find an offshore development team in another country, interview them well enough to appropriately gauge their skill level, then recruit and maintain them while integrating them into my company culture? If not, you’re signing up to play darts in the dark—and the board is thousands of miles away.
Skip the mistakes, then sing along with us… All i do is win win win no matter what.
When building a super kickass offshore development team, location is everything. But don’t just close your eyes and jump. Do your homework. Weigh the pros and cons of developing software in each location or region, and marry those up against your overall strategic goals.
If you live in the US or Western Europe, hiring offshore developers is the most affordable choice you can make. And though there are cost differences between the different regions (Eastern Europe is more expensive than India, for example), these differences are on the margins.
Saving money on one end usually means spending it on the other, so don’t be penny wise and pound foolish when you hire offshore. What’s the point of saving a few bucks if you end up having to spend piles of it later to ship code effectively?
Most offshore development firms give you whatever developers they have available regardless of whether those developers are a perfect match for your product goals or company. This inevitably leads to poor culture fit which then sends you straight into the 40% churn category.
To avoid this, insist that your partner custom recruits when they’re hiring an offshore development team for you. Go get a partner who puts you first and listens to your needs then actually meets them (along with your key requirements).
You might be able to land the prom king (or queen), but can you keep them long-term? Or will their wandering eye have them dancing with a new partner before your song is even over?
It’s not you, it’s them. (And if you don’t work with TurnKey, it’s your offshore development partner, too.)
One of the biggest challenges with offshore development in general is that the turnover rate is absurdly high (about 40%!). That means that 4 out of every 10 software developers on your team will be dancing with someone else before the party is over. Unacceptable (heartbreaking, really), especially if you are trying to build a high-performing product development organization.
So how do you hold their gaze? Have a robust talent retention program in place from jump. This includes monthly one-on-ones, formal recognition and celebration of work anniversaries, ongoing professional development and training opportunities, advanced English lessons, and much more.
Happier developers = better software + you don’t get dumped on the homecoming stage.
Before we started TurnKey, we were running our own SaaS-based startups. We made all of the above mistakes and more. But then we figured out how to win—by building the offshore development partner we always wished we had (but couldn’t find). And we did it for companies like yours.
And then we kicked it up a notch by turning offshoring into YOURshoring. This means we systematically eliminate all the potential mistakes for you by:
This is a software development team that works outside of your own country and time zone—usually in Eastern Europe, Latin America, or Asia.
I mean, you could do an internet search, but you’re going to come up against time differences and language barriers. (Have you ever tried to negotiate terms on Zoom using hand gestures because you speak English and the guy on the other end doesn’t?) Call TurnKey. This is what we do all day, every day.
Ideally, however you want them to. But you have to set that arrangement up in advance or your offshore developers will do what’s best for them—and because they’re likely working when you’re not, you won’t have any control over it. (This is one of our specialities. Call us today.)
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