In what case is it better for web productions not to try to go to outstaff

And finally, when you have already mentally launched a new business process, it is time to honestly answer yourself: are you ready for the fact that along with the new work model you will have new difficulties?

Here are the obvious stop factors that should make you think a few times whether you need it all.

You are not ready to download HR-direction and support your employees

The main function of management should be the selection of personnel and work with them within the company. Your task is to retain, care for and cherish your employees, because with a large turnover of personnel within the company, the whole scheme ceases to be working and bring profit.

In addition, there is an opinion among experienced contractors that you should not engage in outstaffing if you are not fully responsible for your resources. In other words, if you yourself work with subcontractors.

If you are an agency with strong management, but developers and designers are subcontracted, you should not try to sell these employees to outstaff. This will come up very quickly, and then the client will have a question - why do you need an outbid? In the end, all this will only cause negative. We had many cases when someone resold our developers somewhere, and we always warned the “dealers” about these risks. If there is a conflict, the presence of a mediator will only complicate communication and aggravate the situation as a whole.

How to get the maximum immersion in the product from the outstaffing personnel

Less own resources - but more involvement and initiative.

An outstaff specialist immerses himself in the processes and atmosphere of the client almost as much as his own employee - with the acceptance of all requirements for the work methodology, corporate culture and work schedule.

At the same time, his motivation — with proper organization of processes and high-quality onboarding — is comparable to the motivation of a full-time employee. As a result, the client has an initiative employee or team that is fully integrated into its processes.

For example, we once assigned a team of six front-end developers to a banking project from Dubai. Two of them became team leaders in their own areas, and subsequently played a key role in organizing work and onboarding other specialists. The client highly appreciated our work - so much so that he invited the team to work in his office for a month.

Of course, it would be unfair to talk only about how everything is going well, and not mention the risks.

If your company employs outstaff team leaders or developers who cover most of the expertise that is important for your company, then there is a high chance that after some time you will lose these developers. And this is a very big pain for the company.

Yes, they are - both for us and for the client. But this is a big topic for a separate discussion, and we are already preparing a separate article about them.