How to Rapidly Expand Your Software Development Team

software development

Neil Bradley of the US Chamber of Commerce gave his predictions for the future of small businesses in 2021. It used to be important to how large your local market was and how many people would pass by on Main Street. The world is your Main Street right now. Companies have broadened their talent hunt regionally as business development managers look for methods to break into new markets. This article will evaluate approaches for expanding an IT team using internal hiring and examine ways to swiftly establish a software development team employing remote expertise.

How Globalization Speeds Up the Recruitment Process

Today’s pandemic-accelerated globalization is being fueled by remote labor, which enables US businesses to quickly recruit foreign computer experts. For firms that are expanding quickly, hiring quickly and geographically across the board is even more important in order to deliver a product quickly and close another round of funding. Companies also hunt for expertise locally or abroad to outsource minor development projects and concentrate on larger ones.

Employees get flexibility as a result of the transition to remote work, which can reduce burnout. Additionally, some businesses are debating the value of conventional office premises and opting to allocate their resources elsewhere.

International technical talent also embraces the values and business ethics of its foreign employers as organizations look for methods to stay culturally relevant in various regions while preserving global uniformity. Central and Eastern European or Latin American remote software engineers in particular tend to emulate US corporate culture trends.

What Hiring Model Is Quickest?

In-house hiring takes the most time even though many businesses think that employing full-time employees is essential for employee morale and teamwork at the business. It may take months to hire a full-time in-house developer since you have to look for and assess applicants using internal resources, networking, and recommendations, or by luring them away from rivals. You also have to raise your company’s profile to attract talent.

Although hiring freelancers can be the quickest option—you might occasionally locate a developer in one evening—this strategy is unstable since the top talent is rarely attracted by freelancing platforms.

Companies are considering outsourcing or staff augmentation because outsourcing agencies are selective in who they hire, but it might take time to discover and pick an agency with the necessary skills. Staff augmentation on demand is a methodology that allows IT personnel from a variety of outsourcing companies to be hired in a week.

The recruiting timelines and specifications of the four-team growth models—freelancing, outsourcing, staff augmentation, and using YouTeam to hire contractors—are covered in this section. We’ve also added the conventional method of employing full-time talent to complete the picture. Although it could take the longest to find a developer, it is necessary for some businesses, like Tesla, who need to manage a team in the same location.


Because you can sign up on a freelance site, publish your project specifications, and find a match within a day, freelancing is the quickest hiring choice. Employing independent contractors is a good choice for small, quick projects and businesses with tight resources.

According to Upwork’s 2021 Freelance Forward poll, 65% of all freelancers work on a temporary basis. The customer shouldn’t anticipate that the developer would be completely focused on the project because they could have other jobs and moonlight sometimes. Full-time freelancers sometimes handle several projects, thus the caliber of their work may not meet the client’s expectations.

Job stability is not something that freelance platforms can provide to their applicants since it conflicts with their business model. As a result, they have trouble luring in the finest candidates since developers choose a stable option like a permanent job.

A freelance developer may also abandon a project at any moment, with the sole caution being a bad customer review. Freelancers just don’t commit to projects to the same degree as full-time workers or contractors from software development organizations.

Internal Hiring

By definition, in-house hiring is the option that takes the longest to complete. Months may pass. In the current labour market, there is no talent excess, thus just advertising a job opportunity may not draw in the most sought-after candidates. Employer demand for workers is too high in 2022 despite hiring freezes and layoffs. There are nearly two job openings for every job seeker.

To discover the ideal individual, employers must utilize LinkedIn, job search engines, or networking. The developer’s soft skills should be evaluated for compatibility with the corporate culture by the recruiter or HR professional, who should also conduct interviews and tests.

In-house recruiting depletes a finite skill pool as compared to hiring independent contractors and freelancers. It is difficult to find developers who are knowledgeable about both mainstream and specialised technology, particularly in smaller cities.

To establish their core team and culture, IT organizations, on other hand, choose this option with full-time workers. Because they are more interested in stock options, the original workers go into great depth about the product. They often remain longer and are dedicated to improving the product and expanding the business.

Even though they work remotely, local full-time workers are welcome to visit the office as necessary. Collaborating with team members and other departments is made simpler for coworkers who share a workspace. In-house recruiting is therefore the greatest option throughout the core software development phase, but do not anticipate it to be quick.


If the business decides to recruit via development services, it gets in touch with a company that possesses the necessary experience and goes through the project needs. A specialized software development team made up of a project manager and programmers. QA engineers, and UI/UX designers may be hired using the outsourcing approach.

This model is not the most time-effective, though. The customer will invest time in looking for, evaluating, and connecting with agencies. When outsourcing firms agree to work together, they might not have all the developers needed for the project on hand. The next step, which might take a few weeks, involves finding and hiring more developers. Additionally, outsourcing firms might ask their business analyst for more thorough documentation to substantiate software need specs.

In truth, tech organisations employ this form of business strategy to concentrate on the essential elements of their operations. Giving whole projects to external teams under the supervision of the CTO or the team’s product owner.

In contrast to freelancing platforms, outsourcing businesses are significantly more selective when hiring employees. And, like any employer, they come with hazards. However, outsourcing restricts communication between the business and outside suppliers. Because you won’t be able to handle every member of the enlarged team personally.

staff expansion

To hasten software development, lower technical debt, and shorten time to market, staff augmentation employs full-time software engineers from outsourcing companies. Employers supervise programmers and interact with them personally, unlike assigning or turning over a whole project to an outsourcing firm.

When hiring engineers from outsourcing companies, a contract with a minimum term of one year must be signed. Along with a deposit. If the agency does not already employ the specialist. It searches the labor market for a candidate, which might take many months.

To ease the legal elements of local employment and minimise taxes in the client’s nation. The software development business that provides staff augmentation services essentially operates as an employer of record.

Employers also don’t have to worry about making retirement contributions or spending money on things like health insurance. Bonuses, vacations, or workstations as they do for in-house employees. They will need to budget time, though, for integrating a new hire into the team and for onboarding.

Using YouTeam to Hire Contractors: Staff Augmentation

YouTeam utilizes full-time employees from hundreds of outsourcing companies that are prepared to begin working on the project in a week. It’s a staff augmentation approach that places a focus on quick hiring and a wider skill pool.

The customer does not have to get in touch with every agency in search of a specialist with the necessary skills. A wider range of talent also increases the likelihood that the business will locate the ideal individual.

In other ways, this approach fully utilises staff augmentation. Employers will supervise programmers directly but won’t concern themselves with financial perks like health insurance. Retirement savings, or commuting expenses.


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