Employer of Record or Nearshore teams: Are all remote hire and collaboration models equal?

Employer of Record or Nearshore teams: Are all remote hire and collaboration models equal?

Nearshore, Software Development

Curated by: Sergio A. Martínez

Finding the best talent can be challenging for businesses in the software development industry. We live in a time of fierce competition for experienced developers everywhere, and many companies are opting to look outside their own country for the skills they need. And with so many alternatives to connect with talented developers to choose from (like a Nearshore partnership or an Employer of Record), how can you be sure you’re making the right decision? First, a few things to consider while looking for the best remote talent:

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Selecting the best for you

  • First, think of your company’s needs. What kind of software development do you need? Do you need someone with experience in a specific programming language or platform? If you have a good understanding of this, you can start to narrow down your search.
  • Although cost is an important consideration, the quality of the work will make a difference, so going for the cheaper option might not always be advisable, especially with the type of expertise required to develop complex software products that might need a trustworthy team behind it.
  • And finally, don’t forget to factor in language barriers. Unless you’re looking for talent in a country where English is widely spoken, you’ll want to make sure the developers you’re considering are fluent in the language your company uses and ease up communication between everyone.

With these factors in mind, you’ll be well on your way to finding the best talent for your software development needs, with a few options out there that are important to understand. For example, you might see the term “Employer of Record” (EOR), alongside alternatives like offshore outsourcing, or Nearshore augmentation. So, if this is your first time giving it a go working with an outside team, then knowing what to expect and how to approach each of these options is the best course of action for you, so let’s break down what they offer you and what advantages you might get with either approach. 

What kind of team do you need to set up?

The Toyota Production System in software development Lean, Agile, and Effective. 3

Any company in the business of developing software knows that having talented developers on staff is crucial to success, which is why many companies choose to tap into a global pool of talent. Developers from different parts of the world can bring a unique perspective to the table, which can help create better products and can help to foster a sense of diversity and inclusion. This, in turn, can make the workplace more creative and innovative.

 Employers of Record (EOR) and Nearshore Development Companies are both business models that provide foreign companies with the ability to hire employees in another country, with a few key differences between the two. On one hand, an Employer of Record provides various employment-related services to client companies which can include payroll, benefits administration, workers’ compensation, and compliance with employment laws, typically working with companies that do not have their own human resources departments or that outsource their HR functions. An EOR is responsible for hiring, onboarding, and paying employees on behalf of a client, and this type of arrangement is often used when a company wants to hire employees in a country where they don’t have an established presence.

By working with an EOR, companies can save time and money on HR-related tasks, as well as help companies navigate the complex world of employment law, especially in different countries where these practices might look very different. For these reasons, EORs are an increasingly popular solution for companies looking to outsource their HR functions.

A Nearshore augmentation option, on the other hand, refers to a group of software developers who work close to their clients, typically in the same country or region, in an arrangement that offers several benefits, including improved communication, faster turnaround times, and a deeper understanding of the client’s needs. Nearshore development teams are often used for complex projects that require close collaboration between developers and clients, taking advantage of time zone differences and tapping into a talent pool that may be difficult to access otherwise.

“One of the best things about working with a Nearshore team is the chance to build strong relationships with other professionals”, explains Luis Aburto, CEO, and Co-Founder of Scio. “Unlike working with an offshore team, you’re much more likely to have regular face-to-face interactions with your colleagues, giving you the chance to get to know them as people, rather than just co-workers. As a result, you’re more likely to develop a strong sense of trust and camaraderie.”

Expertise matters

The Toyota Production System in software development Lean, Agile, and Effective.

In other words, EORs typically handle all payroll and compliance-related matters for their clients, whereas Nearshore teams focus primarily on developing software, and thus, have vastly different scopes and objectives when considered on their own. An EOR typically acts like the middleman between a company and the talent pool in another territory, locating employees to work for your organization, and taking care of everything on the more legal side. Beyond that, things like career paths, growth, and training are still the responsibility of the company hiring these services.

A Nearshore company, however, is more like a partner, whose expertise and roster of developers and engineers are ready to integrate with your project, understand it from top to bottom, ready to share knowledge to arrive at the best solution possible for any challenging product development. And this comes from the experience and growth that we share as part of our organization’s culture, offering the people with the perfect skill set from the get-go to join your team right away.

“Any software development project comes with a certain amount of risk. There’s always the chance that something will go wrong, or that the finished product won’t meet the client’s expectations. That’s why it’s so important to seek out experienced people who can help to minimize the risk and ensure a successful outcome”, says Adolfo Cruz, Partner and PMO at Scio. “Seasoned developers have seen it all before, and they know how to anticipate and avoid a problem and have a wealth of knowledge and technical expertise that can be vital in ensuring the success of any project. And more importantly, they also know how to communicate with other members of the development team and can provide valuable insights throughout the project.” 

In that sense, looking for a Nearshore partner that not only is close enough geographically to ensure synchronization and easy collaboration between teams, but also can offer tailor-made teams for every challenge of your product development is the best option to choose. This is more difficult to achieve when setting up a remote office through an Employer of Record, whose advantages lie in creating branches or new offices overseas, but still require bringing a team up to speed in matters of preparation and skill sets. Ultimately, the right partner for your business will depend on your specific needs and goals. But by understanding the difference between these two types of providers, you can make an informed decision about which one is right for you.

The Key Takeaways

  • Working with remote talent is becoming the better option these days, and you should always have your organization’s needs as a priority.
  • Among all the options, Employers of Record and Nearshore development companies are some of the most popular, and they have key differences.
  • An EOR lets you set up a remote team and take care of the HR side of things, making it easy to navigate the compliance rules of another country.
  • While a Nearshore partnership offers developers and engineers ready to join and collaborate with a project, ready to offer experience from the get-go.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

The Toyota Production System in software development: Lean, Agile, and Effective.

The Toyota Production System in software development: Lean, Agile, and Effective.

Product Development, Project Management

Curated by: Sergio A. Martínez

Software development is a notoriously unpredictable process. Even the most experienced developers can find themselves facing unexpected challenges and surprises which can lead to frustration, as new requirements pop up, deadlines change, and unanticipated bugs can throw everything off course, especially as projects grow in size and scope, and a tighter collaboration and approach is needed.

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As a result, in such a volatile industry, it’s important to avoid waste whenever possible; anything that doesn’t add value to the end product, from inefficient code to unused features, should be left off, as it helps to keep development costs down and ensures that the final product is as high-quality as possible. 

However, due to how unpredictable software development can sometimes be, a good approach is to use lean practices. Lean practices in software development aim to create more value for the customer while minimizing waste. This is achieved by constantly improving the process and eliminating anything that doesn’t add value, helping to reduce the risk of errors and defects by catching them early on.

Our current model of lean development comes from the Toyota Production System, a manufacturing approach that seeks to make the whole process as efficient as possible in seven key areas: overproduction, inventory, motion, defects, over-processing, waiting, and transport. And although the material processes involved in manufacturing cars and developing software look very different from a distance, applying this same logic brings even better outcomes; common lean practices include things like continuous integration, continuous delivery, and test-driven development, in addition to reductions in the cycle time and batch size, so developers can ship working software more frequently and get feedback earlier, allowing them to make course corrections sooner, leading to a more efficient process overall. 

As a result, lean practices can lead to significant improvements in software quality and developer productivity by promoting continuous improvement and efficient use of resources. By identifying and removing unnecessary steps, lean practices help to improve quality and speed while reducing costs. In an industry where time is always of the essence, lean practices can play a vital role in helping developers deliver high-quality software on time and within budget.

Lean Manufacturing and Agile Methodologies, hand in hand

The Toyota Production System in software development Lean, Agile, and Effective. 3

“Both approaches have their strengths that complement each other very well. On one hand, lean manufacturing is all about efficiency and minimizing waste, and on the other, Agile focuses on flexibility and responding quickly to changes”, says Luis Aburto, CEO, and Co-Founder of Scio. “Together, these two methodologies can help to create a process that is both efficient and adaptable; for example, Agile can help to identify areas where lean manufacturing could be improved. And lean manufacturing can help to streamline the Agile process and make it more efficient, enabling developers to create a process that is both responsive and efficient – the perfect combination for today’s ever-changing landscape.”

But what do these lean practices look like in an Agile environment? By adapting the Toyota System into a software development process, we can come up with a series of key areas or steps where it’s possible to avoid waste, and thus create products that accomplish the goals of the client, the team, and the project in the least wasteful way possible. Such key areas are:

1. Unnecessary Features.

There is an oft-cited study by the Standish Group that famously says that “45% of the features in a given application are never used”. If that number seems too high, you may be right (it was based on four internal applications, which is a small sample), but trying to keep requirements in check is a key point of lean development. If your requirements team tries to anticipate everything a client might want in their product, it’s easy to add features that will not matter to the final user. An Agile methodology, then, which prioritizes the most critical features, is the best strategy to save resources otherwise wasted on elements nobody needs or wants.

2. Unnecessary Value.

Following the last point, there is such a thing as unnecessary value, also known as “gold plating”, which is devoting too many resources to polish a product in places where it’s not necessary, risking the cost-effectiveness of a project. “Good enough” is not a bad approach, especially in software where a finishing point tends to be nebulous at best, and continuous support, debugging, and updating is a normal part of the job.

3. Unrealistic Expectations.

Most of the problems of these last two points stem from overestimating the resources, time, and effort needed to accomplish a project, and thus overpromising on a result. Trimming down requirements to their most basic and critical not only helps a team to get going with development but also ensures they can make the necessary progress on each sprint, focusing on a narrow set of variables easy to control and correct. Going beyond that only ensures problems down the road.

4. Unnecessary Innovation.

Ready-made solutions to challenges and obstacles in development are not forbidden; getting stuck “reinventing the wheel” is an easy way to waste resources and delay a product in search of a completely new approach that might or might not have benefits in the long run. No-code solutions to prototype applications, AI-based tools to look into coding solutions, and the like are tools that can have a marked positive outcome when striving for timely delivery each sprint.

5. Unnecessary Downtime.

Waiting for a team, or even a single developer, to deliver to another to continue development is seldomly a process that results in efficiency. One of the key points in Agile methodology is to structure development to avoid this downtime, with short overlapping steps that ensure no one gets stuck and delays the contributions of the rest of the team and splitting development into blocks where “the business owners can identify the next set of features while the development and QA teams can implement the last requirements.”

6. Over-relying on QA.

Going back to our “good enough” philosophy, achieving this result doesn’t mean that developers can let their guard down concerning bugs and errors in the codebase of the product; good lean development has quality implementation at each step of the process, with QA as a continuous process that audits development at each step. Code reviews, unit testing, and constant communication are key to reducing the time and resources necessary in QA to achieve the best possible product.

7. Underused Creativity.

The Agile methodology knows the value of creativity and problem-solving as a tool during development, letting each member of the team add their knowledge, experience, and insight into the perfect solution for any programming challenge. Treating development as a machine where every cog has a specific function, without context, collaboration, or communication, is a sure recipe for negative outcomes if the individual developer doesn’t have the flexibility to bring any useful input they might have.

Bringing Agile talent to your team

The Toyota Production System in software development Lean, Agile, and Effective.

When it comes to software development, the lean approach is all about doing more with less, having the goal is to reduce waste and increase efficiency by streamlining the development process and choosing the right talent and collaborative environment that can be conducive to that, with Nearshore augmentation offering an alternative that brings the best of both approaches.

One of the benefits of Nearshore development is that it is easier to implement a lean software development process. This is because the team is already in place and there is no need to go through the hassle and expense of setting up a new office or hiring additional staff, saving on time and resources when starting a new project. In addition, nearshore teams are typically more flexible and responsive than offshore teams, making it easier to implement changes rapidly. 

“As the software development landscape evolves, more organizations are turning to lean and agile methodologies to streamline their processes and deliver better results. And while these approaches can offer a number of benefits, they tend to work best when teams are nearshore”, explains Luis Aburto. “Nearshore teams tend to have a better understanding of the local market and what customers are looking for. This knowledge can be invaluable when it comes to developing software that meets the needs of the target audience. Additionally, nearshore teams are typically more responsive to changes and feedback, which is essential in an agile environment.”

As a result, lean software development processes can be more effectively implemented with a Nearshore team in place. This can lead to quicker turnaround times and reduced costs, making it an attractive option for businesses that are looking to improve their bottom line. In addition, it is important to build flexibility into the development process, being willing to adjust plans on the fly and make changes when necessary. By remaining flexible, developers can ensure that their projects stay on track, even when faced with unexpected challenges.

The Key Takeaways

  • The unpredictability of software development can create situations where avoiding “waste” (of time or resources) is the main obstacle to productivity and the effectiveness of a development cycle.
  • The “Toyota Production System” can offer some guidance for a lean development approach that can help alleviate these challenges.
  • Lean development is as its most effective when paired with an Agile methodology, feeding each other to achieve peak effectiveness and the least waste during any given project.
  • Working with Nearshore talent to augment your staff is also a great option to avoid waste, as an organization doesn’t need to commit time or resources to build a team and start development right away.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

The Expert Blindspot, or why you should let junior developers do code review.

The Expert Blindspot, or why you should let junior developers do code review.

Agile Methodology, Software Development

Curated by: Sergio A. Martínez

When you are trying to bring a new application to life, code reviews are an essential part of the development process. They help ensure the quality of the code, identify potential problems and bugs early enough to squash them and provide the perfect opportunity to get feedback from your peers. This is a source of insight and helpful criticism that can help a developer grow.

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After all, in big collaborative projects such as software development, no part of the process is made in isolation; receiving advice is an important part of every good team, cultivating a better collaborative environment, and establishing a sense of trust and camaraderie among the team. Code reviews, for example, are one of the most important steps in this process, but how they should be conducted, and by whom, are questions to keep in mind when trying to guarantee the quality of any product. 

Naturally, this task tends to fall on the shoulders of the more experienced developers of a team, as seniors should know what they are doing and what to look for, but is their input the only valid one? Or should junior developers be allowed to do code reviews for their more experienced teammates? What benefits can a team have by giving the least experienced members such a responsibility?

We want to make the case that allowing junior developers to review the code written by a senior collaborator not only helps them grow their skills, but it’s a procedure essential to ensure quality in the codebase. Any team that doesn’t employ this strategy might be missing a great opportunity there, but what’s the reasoning behind it?

“You can’t win against someone who makes a bet for fun”

The Expert Blindspot, or why you should let junior develop

In professional poker, winning against amateurs is not exactly guaranteed. Of course, luck is involved, but the technique is important too. Knowing how to read the tells of your opponent, having a good idea of which cards are currently in play, and learning to push your bets at the most strategic moments are part of the toolset of any professional player. And all this can be disrupted rather easily by an amateur with less experience at the game because they are harder to estimate and bluff.

This interesting irony was noted by movie critic Gene Siskel, an experienced player when he lost against his equally famous partner Roger Ebert at a bachelor party: “You can’t win against someone who makes a bet for fun”. In other words, professional player has very specific expectations if they are going against another pro, and their decisions come from a place of knowledge and experience where possibilities tend to be more studied and controlled. So, if you are an experienced developer reviewing the code written by another experienced developer, what exactly do you expect to see? Is that different from reviewing the code written by a junior programmer? Of course, the answer is yes. This phenomenon is called “the expert blind spot”:

“The experts will have difficulty to understand why the beginners don’t understand. For them, the concept feels obvious. The learners, on the other side, won’t be able to ask the good questions either, since they’re not aware of what they don’t know. How to ask good questions if you have no idea what kind of answer you want?”

Although the expert blind spot is usually used in the context of teaching, the difficulties a veteran might have to pass along his knowledge in the context of code reviews are similar to our earlier poker example. A senior reviewing the code of a senior tends to have certain expectations about it, which is both a benefit and a risk: certain things might be taken as “obvious” and not be considered until it’s too late.  

After all, anyone who has ever worked on a complex project knows the frustration of feeling where something might be wrong but can’t quite see it. That’s why it’s always a good idea to take a look at it with fresh eyes. In that sense, junior developers can bring a lot to the table when it comes to code reviews, free from all assumptions and rigid pathways that might trip up even the best programmers.

A good way to conduct a code review

The Expert Blindspot, or why you should let junior 2

However, that is not to say that junior developers should bear the entire responsibility of code reviews; guidance and backup are still needed to ensure they are properly conducted during the sprint. In the words of Carlos Estrada, a Lead Developer Application at Scio:

“It’s generally a good idea to have a junior dev participate in code reviews, it’s useful for them to see what changes a senior does, and learn to find and track changes, but they cannot be the ones to approve the review. There have been a few internal projects I supervised where mostly juniors were involved, and when the time was short, the juniors had to do it themselves, learning from the comments I have left on earlier reviews.”

In short, junior developers are the backbone of any software development team. They may not have as much experience as their senior colleagues, but they can make up for it with a desire to learn and master the craft, which makes them a perfect addition to a thorough code review: 

  1. As already said, by conducting code reviews, junior developers can see for themselves how code written by a veteran looks; which good practices are implemented, proper comment discipline, and readability, which can help them become better programmers. 
  2. A junior reviewing code can spot mistakes that a veteran might otherwise overlook due to the expert blind spot; a fresh perspective, free of all the expectations and assumptions a senior can unconsciously have, can sometimes obtain a better insight of the code.  

However, not all code review processes are created equal, and for one to be effective, it should follow a few simple steps that ensure the resulting review is useful. Many veteran developers may know these steps by heart, but to a junior starting to learn the value of these exercises, the following procedure is always recommended: 

  • First, developers should submit their code for review early and often.

    This allows for more frequent feedback and helps to prevent errors from becoming entrenched in the codebase. 

  • Second, all reviewers should have a common understanding of the project’s goals.

    This helps to ensure that everyone is on the same page when it comes to evaluating the code. 

  • Finally, reviewers should focus on providing constructive feedback.

    By indicating what works well and what could be improved, reviewers can help developers produce better code with fewer errors. 

So, to recap, code reviews are an important part of the software development process, and juniors can learn a lot from participating in them. However, they need guidance from seniors to make sure that the code is correct and meets the standards that these projects strive for. And the final approval always must come from a senior member of the team, keeping an eye on the process, and making sure everyone can learn from it. After all, experience builds on the chance to bring new perspectives and let them teach new things.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

Quiet Quitting: Myths, facts, and misunderstandings about a new reality of working

Quiet Quitting: Myths, facts, and misunderstandings about a new reality of working

Mythbusting, Scio

Curated by: Sergio A. Martínez

What is the future of work? That is a question that virtually every organization, in both the private and public sectors, from software to manufacturing to service and everything in between, has been asking themselves since the onset of the pandemic in 2020. Agreeing on an opinion seems to be impossible, but what we are sure about is that our idea of “work” has changed dramatically, with new ideas, models, and philosophies getting discussed every day.

Quiet Quitting: Myths, facts, and misunderstandings about a new reality of working

“Quiet quitting” is one such concept. After this term got popular on social media in 2022, the underlying meaning of “quiet quitting” started to elicit all kinds of opinions about what it means, going from those who see it favorably to those who see it as the norm (and nothing revolutionary), to even those against this attitude for a diversity of reasons. For those not in the know, “quiet quitting” means “performing the strict minimum requirements of a job within the allotted work hours”, a philosophy gaining supporters across all industries and with all kinds of workers and collaborators. And getting to the root of this line of thinking is not difficult to do. 

“People are tired of being stifled by leaders who don’t trust or value them. If there’s no freedom to take a risk without fear of being punished for a bad result, then why take a risk? If there’s no acknowledgment of their capacity and no opportunity to contribute their full value, then why would they want to do more?”, says the analysis of Forbes Magazine in their article “The Cure For ‘Quiet Quitting’: Humanize Work”, which takes a look at the current job landscape and the factors that might push a worker into this mindset.

After all, it’s no secret that the current job market is becoming increasingly competitive, and people are finding it harder to get the jobs they want. At the same time, jobs are becoming more demanding, with some employers increasingly expecting employees to work longer hours for less pay, which not only causes a lot of stress and unhappiness among workers but also pushes them to question whether work is really worth it. Some people are even choosing to opt out of the traditional workforce altogether in favor of a more flexible lifestyle. This, in turn, is creating severe shortages in many fields that, with our current trajectory, will cause a lot of problems that will only continue to grow. 

“I think this is old behavior under a new name and has always existed to some degree, but now it has a name”, continues Helen about the origins of quiet quitting. “It used to be a lot more common in other areas (for example, the public sector), where you could stop working at a certain hour and not have to worry about it. But in the software development industry, this issue is a lot more complex. The issue is how to measure the effectiveness and productivity of a team member. It’s easy to see someone who answers emails or does things outside of work hours as a good employee, but I don’t agree with that either. You are not giving your collaborators a complete work-life balance.”

The numbers don’t lie; according to the online publication Axios, “82% of Gen Zers say the idea of doing the minimum required to keep their jobs is pretty or extremely appealing”, and a good portion of them are already committing to that, bringing back the idea of “working to live” instead of the other way around, putting priorities like family, friends and even hobbies ahead of work as the norm.

Finding the right angle for an old challenge

Quiet Quitting: Myths, facts, and misunderstandings about a new reality of working

“The thing about ‘quiet quitting’ is that it doesn’t describe a specific phenomenon, but many different situations with their own context. Maybe you are an effective person within your working hours, and not being available after you shut down your computer doesn’t mean you are not an engaged collaborator, delivering on time”, expresses Helena Matamoros, Head of Human Capital T Scio, about the increasing popularity of this term. “After all, it’s easy to see when a person is actually “quiet-quitting”; they miss deadlines, they are often unavailable during work hours, their emails go unanswered, they appear disengaged during meetings, or they don’t take advantage of anything extra the company offers, like social meetings or training courses. And even then, that attitude can sometimes be the result of burnout instead of active disinterest. Is a complex situation that the name ‘quiet quitting’ doesn’t completely describe.” 

The thing is that, when trying to separate a good collaborator from a not-so-good one, past strategies don’t work anymore. In the old days, the traditional workplace was all about face time and being physically present in the office, but with the rise of technology, that’s no longer the case; good employees cannot be judged by how many hours they’re putting in at the office, but rather by the results they’re achieving. This can lead us to some myths about what an engaged employee is, harming more than helping engagement within the workplace: 

  • First, good employees are always available.

    As already discussed, with email and instant messaging, it’s expected that employees will be available outside of normal working hours. But that doesn’t mean those good employees are always glued to their devices. They know how to strike a balance between work and life, and they know when to unplug and take a break.

  • Second, good employees prioritize work above everything else.

    Many people still believe that employees should put their jobs ahead of any other priorities, even if it means sacrificing their well-being. However, a smart workplace knows that employees thrive when they feel they are valued members of a team, and companies should focus on creating an environment where employees can have a good balance and feel supported and appreciated. 

  • Third, good employees are always hyper-focused.

    When it comes to working, it’s often seen as a good thing to be hyper-focused, with the ability to laser in on a task and get it done quickly and efficiently is generally viewed as a positive trait. But contrary to popular belief, employees who take breaks during the workday, or take time to socialize, are more productive than those who don’t. Likewise, employees who telecommute or work flexible hours are just as productive as those who work traditional nine-to-five schedules. In the end, it depends on the person and the rhythm they need to achieve good results.

“Seeing it from both sides, the employee and the employer, it all comes down to having a clear work culture within the organization that everybody can understand and adopt”, explains Helen, referencing how Scio tries to be flexible and offer resources to keep their collaborators as far from burnout or disengagement as possible, especially important when our company collaborates with remote developers and engineers from all over Latin America. “If you know what is expected of you, and what is acceptable or not for the company, it’s easier to identify if you are dealing with someone practicing quiet quitting. In the end, there is no one-size-fits-all solution, but starting by debunking outdated myths and practices, any company can create an environment that is tailored to the needs of their employees.”

Pros and cons to both sides of the argument regarding “quiet quitting” remain relevant, however. On one hand, working strictly within your limits can help you to avoid burnout and to maintain a healthy work-life balance. On the other hand, it can also make you appear inflexible and unresponsive to the needs of the employer. And while in some cases working longer hours can help you to get ahead in your career, it can also lead to exhaustion and poor health, which could make such an effort too costly. Ultimately, what we can conclude is that this attitude is not something new, but its popularity is a symptom that flexibility and balance in the workplace are more important and appreciated than ever, and any company that supports and understands its collaborators doesn’t need much else to keep an engaged, productive, and motivated team always ready to give their all.

The Key Takeaways

  • The term “quiet quitting”, while popular in social media, is not a new phenomenon, although it can be taken as a symptom of a larger issue.
  • The main issue is that the term “quiet quitting” falls short when describing the wide range of attitudes and practices that come with working.
  • What it points out is the increasing need to keep a better work-life balance, and quiet quitting and burnout can be the result of a lacking workplace.
  • What really matters is the outcome achieved by every individual worker; with the correct support, keeping a collaborator engaged and motivated is far less difficult.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

Why can your career portfolio look like a squiggly line?

Why can your career portfolio look like a squiggly line?

Scio, Software Development

Curated by: Sergio A. Martínez

What are the expectations you have for your career? And we mean real, tangible things that you can expect from choosing a particular professional field: Autonomy? Flexibility? Knowledge? A better living standard? The chance to grow as a person? Trying as many new things as possible? This is a line of thinking you should consider when building a career portfolio; the definition of a meaningful career has changed and choosing the correct workplace can make a world of difference for a professional looking to put their talents to the best use.

Why-can-your-career-portfolio-look-like-a-squiggly-line

Why choose a career portfolio?

And one of the most significant changes in recent years is how the idea of the “career ladder” has slowly started to disappear thanks to a completely different job landscape, where spreading out skills and options has begun to be seen as the best career move possible. A “career ladder” in software development is typically referred to as starting as an entry-level programmer, working on coding and bug fixes. As they gain experience, they may move up to more senior positions, such as a Lead Developer or Project Manager. However, more and more developers agree that taking on new challenges and continuously learning new technologies is essential for success in this ever-changing field, with no “right” path to take when climbing the career ladder in software development. Rather, it depends on each individual’s skills and preferences.

This has resulted in the idea of forgoing career ladders, and instead focusing on “career portfolios”, or the idea of acquiring a varied list of skills, interests, and experience, tailored to your affinities and what you want from a professional field. But what does a career portfolio look like in practice and how to choose a workplace where you have the flexibility to experiment and learn new things?

The squiggly line to your full potential

Why can your career portfolio look like a squiggly line 2

We have talked before about how software development is already a pretty open career path, where the central concept (solving complex logic puzzles) can be applied almost anywhere. And with new technologies and approaches emerging all the time, those who want to succeed in this field need to be able to quickly adapt and learn new skills, which is why more and more developers are warming up to the idea of flexible career paths.

“Having the opportunity to move between different roles and teams here at Scio is how to help ensure our people remain agile and responsive to change”, says Helena Matamoros, Human Capital Manager at Scio. “We know the importance of providing the opportunity to try new things and different approaches. In software development, it’s very important to encourage innovation and creativity, no matter where you are in your career.” 

Nevertheless, where to start with this flexibility and craft a portfolio that showcases your talent, skills, and interests? After all, as the world keeps changing at an ever-increasing pace, those who embrace change will be the ones who thrive. In the words of the Harvard Business Review: “A career portfolio approach solves these problems and takes career development to a new level. It’s not only a tool for individuals to rethink their professional identity and reach their full potential.” So, as a starting point, you can ask yourself the following questions to plan your portfolio.

A) How much free time will you need?

An excellent way to define your career progress is by deciding how much time you are willing to devote to learning a new skill. The best way to go about it is to develop a yearly plan divided into quarters, months, weeks, or even days, decide on specific goalposts and work towards them. Depending on your job, your time might be at a premium, so knowing what’s the best path depends on your skills, talent, and amount of time available, critical to growing and becoming good at something new.

B) What are your interests?

As we said, a good portfolio comprises stuff you are personally interested in, but also makes good synergy with the career path you are currently following; for example, if you like being with people and think you have leadership qualities, why not work on your soft skills to be a Team Lead? Or a project manager? After all, these roles are more about getting close to people, listening, and empathizing, but still, they need a solid understanding of tech to the scope and plan effectively. 

C) Does your workplace allow for flexibility?

However, this might not be a smooth experience if you aren’t part of an organization that values this kind of growth, the number of which is growing as more people see the value in following a squiggly line. Organizations like Scio, for example, not only allow developers to explore different areas of software but actively offers courses and workshops (under the Sensei-Creati Program) that actively want developers and everyone else to grow as they see fit. Hence, researching which kinds of opportunities a company offers before joining is always the best idea. 

Focusing your career on yourself

Why can your career portfolio look like a squiggly line 2

A lot of people think that the best way to further their career is to focus on external factors, like networking, making money, or climbing up the corporate ladder, but the truth is that focusing on yourself and building up a portfolio of diverse interests and skills has no comparison, especially in the software development field. When you invest in your own professional growth, you become more skilled and knowledgeable, which makes you feel more balanced and successful. 

After all, you are the only person who knows what you want out of life, and when you make career decisions based on what you think will make other people happy, you’re not likely to end up in a job that makes you truly satisfied. On the other hand, if you stay true to yourself and pursue opportunities that align with your goals and values, you’ll be much more likely to find a fulfilling career. 

“There’s plenty of reasons why a company should offer growth opportunities for their employees, and not only because it helps productivity or retain talent”, continues Helena about the philosophy of Scio. “It’s important to understand that many job seekers are looking for more than just a steady paycheck. They want to work for a company that will invest in their development and help them reach their full potential. It also boosts morale and motivation among everyone, When people see that their company is committed to helping them grow and develop, they feel appreciated and valued. Ultimately, growth opportunities are good for both employers and employees alike.”

In the end, focusing on yourself is the best way to set yourself up for a successful career, and it’s in your best interest to collaborate with an organization that sees the value in a wide range of skill sets and affinities in their employees. Software development today is more diverse than ever, and the “ladder” upwards is just one of many options available to take during a career. So, if you want to make a name for yourself in the software development world, focus on building a great portfolio. It’s sure to pay off in the long run.

The Key Takeaways

  • The way careers work nowadays is pretty diverse, not just as a rigid path straight up, especially regarding software development.
  • Building a portfolio of talents and skills is becoming more common and more desirable, and this flexibility is an important feature of any organization looking to grow.
  • The skills you acquire should synergize with each other, but a company interested in the development of their employees already offers the workshops and options necessary to make it work.
  • Developing a person’s full potential is one of the core tenets of Scio, because that’s how true innovation and advancement are achieved. 

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!