About Remotal : why work with us as your outstaffing provider company ?

Talent Acquisition is a critical aspect in the development of a business. Finding, attracting and hiring the right people requires significant efforts and resources in a very competitive market. Especially when considering software engineering, a profession which is particularly well adapted to remote work and was already seeing a significant proportion of job get opened to full remote before we recently all had to become a lot more familiar with remote work. Our client usually come to us for the following reasons:

They need to hire remote developers, fast

The best place to recruit developers is Ukraine !

Most often they are confronted with upcoming deadlines and a pressure to deliver.

Sales are made, critical features have been promised to critical clients, and they must deliver. No one starts by gathering a huge team of developers and then worry about sales. Common sense dictates to do the reverse, and as a consequence software development teams tend to be structurally understaffed and oversolicited.

But it doesn’t stop there. Not only are tech teams expected to scale faster than the rest of the business, but they are also expected to avoid making any mistakes along the way, thank you. Buggy software will not take your company very far. This means they have to find qualified, experienced developers, fast.

Issue is, engineering talent is currently in very high demand. Positions tend to stay vacant for months, while key milestones in the business roadmap can’t be pushed. Startups and scaleups must demonstrate execution capabilities to secure their next rounds of financing. Corporates commit to their investors as well and can’t fail to deliver either. If a tech team fails to find staff, it will soon find itself working not only against, but also around the clock!

They spend too much time in interviews

Issue is, hiring takes time from the team. Developers don’t apply much, they mostly pick the best opportunities in an endless flow of solicitations. Meaning potential candidates must be contacted one by one. Then the fun begins.

Interviews. The first dozen is actually enjoyable, but then you realize you haven’t been shipping much over the last 2 weeks. The only thing that is worse than seeing too few candidates is to see too many… because they aren’t being filtered properly. You end up wondering if it’s not just you being picky. It may take you all the way down to just hiring a developer who doesn’t really meet your standards, just because he’s the best in the batch and you need someone.

They want to explore an alternative to usual solutions

Of course solutions exist. The most common one is to resort to freelancers. Experienced developers are more readily available under these terms, but they come at a significant premium. They do bring in the skills and workforce to get delivery flowing and meet deadlines, however at some point you know you’ll have to find a cheaper alternative.

There are many other solutions, all with their appeals and drawbacks.

• Recruiting Process Outsourcing (RPO) takes some of the hiring effort off your plate but at a cost and with no guarantee, and also take time to integrate in your overall hiring effort.
• Headhunters also alleviate that workload, but they are less reliable as they only get paid for success – meaning they will sometimes have to cut their losses – and charge fairly high one-off fees.
• Old-school outsourcing can be a very fast solution but often comes with transparency and communication issues as outsourcing retain a fairly high degree of control over their staff.
• Outstaffing comes as a middleground between these solutions, requiring less effort than RPO, no upfront charges, and more control over your staff than outsourcing.

How to hire experienced remote developers, fast ?

Recruiting is a fairly simple equation. There is the number of available developers, the proportion you contact, among them the proportion who apply, and then the proportion who successfully complete your hiring process. Oh, and those who stay with you afterwards. At Remotal we are fervent promoters of Outstaffing as it allows us to work on all factors in that product.

• Expand the talent pool by making the positions full remote and opening them to more favourable markets, namely Ukraine, Russia, the Balkans, and the east of the EU
• Increase outreach by hiring permanently and maintaining a network of developers and headhunters
• Raise interest for the positions we offer by targeting cautiously the prospective candidates we contact – they know we don’t just shower offers on the whole database
• Select accurately the candidates we introduce. You hate failed interviews. Candidates hate them too. First-time-right is not a realistic standard in our job, but we do have a solid 1-in-2 success rate on introductions.
• Think long-term we charge a monthly fee covering all costs – meaning we lose money on candidates who only stay for a couple of months. Our interests are aligned.

How are your own hiring efforts working out ? Maybe we can help, maybe not. The only way to know is to have a quick chat with us. Don’t worry, we’re not the chatty type – the tremendously high word count above is mainly there for SEO reasons 🙂