Hiring the right software developers quickly and effectively is critical for companies that need to stay competitive. In the first two parts of our series, we discussed building in-house teams and leveraging Employer of Record (EOR) services. Now, we’ll look closer at freelance software developers and the rise of marketplace for software developers platforms like Fiverr, Workana, and Willdom.
But while these platforms offer flexibility and speed, they also come with significant challenges that tech leaders must be aware of before making hiring decisions. In this post, we’ll explore the pros and cons of hiring developers from these marketplaces and why this solution might not always be the best fit for your company.
The Rise of Freelancing Marketplaces for Software Development
As demand for tech talent grows, freelancing marketplaces have become an increasingly popular option for companies looking to quickly find **freelance software developers**. These platforms offer access to a global pool of developers who work independently on a wide variety of projects.
However, before diving into these platforms, it’s important to understand both the benefits and potential drawbacks of this approach.
Pros and Cons of Hiring Freelance Software Developers on Marketplaces
PROS
CONS
1. Quick Access to Global Talent
Freelancing platforms allow you to find developers from around the world in a matter of hours. This means you can quickly fill urgent roles or find specialized developers who may be difficult to hire locally.
1. Quality Control and Inconsistency
One of the biggest challenges of hiring freelance software developers on platforms like Fiverr is the variability in quality. While these platforms do offer ratings and reviews, there’s always a risk that a developer may not meet your standards.
2. Cost Savings
Hiring freelance software developers on marketplaces can be significantly cheaper than bringing in full-time employees. Developers from regions with lower costs of living can offer competitive rates, helping you reduce expenses, especially for short-term or one-off projects.
2. Security and IP Concerns
When working with freelancers, particularly those outside your country, protecting intellectual property (IP) becomes a challenge. Freelancers may not have the same understanding of or adherence to security protocols as your internal team.
3. Flexibility for Short-Term Projects
If you’re working on a specific project that doesn’t require long-term staffing, these platforms provide a flexible solution. You can hire developers only for the duration of a project, avoiding long-term commitments.
3. Lack of Long-Term Commitment and Continuity
While freelance software developers are great for short-term needs, they often lack long-term commitment. Freelancers typically juggle multiple clients, which can lead to delays if your project isn’t their top priority. Furthermore, if you require ongoing work, the lack of continuity can slow down your team’s progress. This can be especially problematic when trying to maintain consistency in code quality and project vision over time.
4. Reduced Administrative Overhead
Platforms manage contracts, payments, and other administrative tasks, which can save your HR and legal teams time and effort.
4. Limited Integration with Core Teams
Freelancers tend to work independently, which means integrating them into your internal development processes or team culture can be challenging. Time zone differences, communication barriers, and lack of face-to-face interaction may create friction and reduce overall efficiency. Many tech leaders report difficulty achieving the same level of collaboration and alignment with freelance software developers as with in-house or dedicated teams.
Is Hiring Freelance Developers from Marketplaces the Right Choice for Your Company?
For tech leaders evaluating options for building their teams, hiring freelance software developers from marketplaces might seem like a quick fix. However, as we’ve highlighted, this approach comes with significant trade-offs. If your project requires flexibility, cost savings, and short-term solutions, marketplaces, can be valuable resources. But if quality, security, and long-term alignment are critical, other methods such as staff augmentation or building an in-house team may be more suitable.
Freelancer Uncertainty: How Contextual Gaps Can Jeopardize Your Project
One of the main risks of hiring a freelance software developer is the lack of visibility into their personal and work environment. Often, you don’t know their geographical location, personal situation, or the conditions in which they are working, which can significantly increase the risk of them abandoning the project or missing deadlines. This lack of knowledge is particularly problematic when the freelancer’s work plays a critical role in the success of the project. Delays or missed deadlines not only affect delivery but can also lead to additional costs, either by having to hire another developer at the last minute or through the direct impact on the project’s progress and quality.
Choosing the right talent acquisition strategy is critical to maintaining both quality and efficiency. While hiring freelance software developers offers flexibility and cost savings, the hidden risks—such as lack of context and uncertain commitment—can create significant challenges for tech leaders. Before relying on freelancers for key projects, it’s essential to weigh these risks carefully and consider alternative hiring models that provide greater control and long-term reliability. Making the right choice today could save your team from costly setbacks and ensure smoother project delivery in the future.
If you’re looking for a real software development partner to help drive your digital initiatives, send us a message. With over 20 years of experience, we’ve helped US tech companies build world-class development teams that deliver results.
As someone who’s been in the software development and IT consulting space for over 20 years, I’ve seen the evolution of outsourcing models and the challenges they bring. In many cases, traditional outsourcing lacks alignment with the client’s long-term goals, which leads to a disconnect between the work performed and the business outcomes. That’s why at Scio, we developed what we call Strategic Digital Nearshoring—a model that goes beyond simply delegating tasks. It’s about building a long-term partnership where engagements and technology solutions are designed with your business outcomes in mind.
Why Traditional Outsourcing Falls Short
Outsourcing often gets reduced to a conversation about task delivery and cost-cutting. However, when you’re only looking at the price tag, you’re probably missing some of the most critical factors that can impact the success of your project or initiative. Some of the common issues I’ve seen include:
Misaligned Priorities: Too often, outsourcing firms focus on delivering the minimum to meet the requirements, without truly understanding the bigger picture. This leads to work that meets the specs but doesn’t necessarily add real value.
Communication Gaps: Time zones, cultural differences, and language barriers can create delays and misunderstandings that slow down projects.
Hidden Costs: While some outsourcing options may seem cheaper on paper, those savings often evaporate when you factor in poor quality, rework, and a lack of flexibility to adapt to changing needs.
With Strategic Digital Nearshoring, we wanted to address these gaps and offer something different—something that creates real value for our clients beyond just hypothetical cost savings.
Doing Nearshoring—Strategically
What makes nearshoring «strategic» as opposed to traditional outsourcing? It comes down to three main points: proximity, collaboration, and alignment.
Proximity: At Scio, our engineers work primarily from Mexico and other countries across Latin America. This allows us to operate in the same, or very similar, time zones as our clients in the U.S. and Canada. It’s a small detail that makes a big difference. Real-time communication means fewer delays, quicker decisions, and more effective collaboration.
Cultural Alignment: Shared time zones are one thing, but there’s also a shared business culture. Working with teams that understand not only your language, but your business environment is key to delivering results that truly fit your needs.
Alignment with Your Business Strategy: When we talk about alignment, we’re not just talking about time zones or communication—it’s about aligning our engagement structure and technical approach with your long-term business goals. We make sure the software we build doesn’t just meet the project’s immediate needs but helps push your business forward in a meaningful way.
Our Outcomes-Driven Engagement Model
One of the core pieces of Strategic Digital Nearshoring is our Outcomes-Driven Engagement Model. In traditional models, success is measured by delivering code or hitting milestones, but in my experience, that’s not enough. Delivering code doesn’t necessarily mean delivering value. So we take a different approach.
In our model:
We start with your goals: We sit down with you to understand what success looks like from your perspective. It’s not just about getting a feature to work—it’s about what that feature needs to accomplish for your business.
We measure what matters: Our performance metrics are directly tied to the outcomes that matter to you. This keeps both sides accountable and ensures that we’re delivering not just code, but value.
We stay flexible: The ability to adapt to changing business needs is crucial. Our model allows us to pivot when necessary, ensuring that the work we’re doing stays aligned with your priorities as they evolve.
Value-Based Incentives: Our success is tied to yours. We share risks and rewards, creating a true partnership based on mutual achievement.
The ROI of Strategic Digital Nearshoring
One thing I’ve heard many times over the years is that outsourcing is supposed to save money. But the truth is, if you’re only thinking about cost, you’re missing the bigger picture. Strategic Digital Nearshoring is about more than saving costs in your software development initiatives — it’s about delivering a higher return on investment by ensuring the software we build and the way we work together drives real business outcomes.
Here’s how we do that:
Cost-Efficiency with Quality: Yes, nearshoring is more affordable than working with an onshore team, but the difference is, we don’t cut corners on quality. By tapping into the engineering talent across Latin America, we provide high-quality software development that’s cost-effective without sacrificing reliability or innovation.
Faster Time-to-Market: Working in real-time with your team allows us to hit deadlines faster. Time-to-market is often a key differentiator in today’s competitive landscape, and being able to collaborate closely without the delay of waiting for overnight responses can be a huge advantage.
Real Business Impact: Every line of code we write is focused on achieving your business goals. By focusing on outcomes, we ensure that the software we build drives measurable improvements—whether that’s reducing operational costs, increasing revenue, or enabling new business opportunities.
Outcome-Driven Results: From KPI-driven performance metrics to value-based incentives, our approach ensures that you pay for results, not just hours.
Why This Approach is Strategic for You
The bottom line is, if you’re looking for a development partner who will just take a spec and deliver it, you can find that anywhere. But if you want a partner who understands your business, can adapt to your changing needs, and is focused on delivering long-term value, Strategic Digital Nearshoring is the approach you need. At Scio, we’ve built our model around making sure that what we do aligns with what you need—both today and tomorrow.
If you’re ready to experience a smarter way of developing software, let’s have a conversation. We’re here to help you solve your most complex challenges and deliver real results.
In the rapidly evolving tech landscape, where remote work is the new norm, many US companies are discovering the challenges of building and managing global teams. They’re attracted to the potential of a wider talent pool but need help with navigating the legal and compliance intricacies of international employment.
Employer of Record (EOR) services can be a solution, but are they the best fit for your company?
What is an EOR?
Think of an EOR service as a legal employer for your overseas or remote employees. They handle things like payroll, taxes, benefits, and other legalities, freeing you up to focus on what matters most – running your business. They’re also experts in international employment law, so you can rest assured you’re staying compliant.
Pros and Cons of EOR Services
Pros
Cons
Say Goodbye to Compliance Headaches: EORs handle the complexities of international employment law, saving you time and resources.
Cost: EOR services typically involve fees, which can add to your overall employee costs.
Build Your Team Faster: EORs can speed up the hiring process, so you can get your global or remote team up and running quickly.
Less Control: While EORs handle HR tasks, you may have less direct control over certain aspects of employee relations.
Reduced Risk: EORs take on the legal responsibility of employment, so you have less to worry about when managing overseas or remote staff.
Limited Customization: Some EOR services offer standardized programs, which may limit your ability to customize employee benefits or payroll processes.
Focus on Growth: With EORs handling the administrative burdens, your team can focus on core business activities.
Traditional Recruitment vs. EOR Services
While EOR services offer a compelling solution for global talent acquisition, traditional recruitment methods remain relevant. For a deeper dive into the advantages and limitations of in-house recruitment.
At Scio, we recognize that while EORs can be beneficial, they are just one piece of the puzzle. We believe in providing a comprehensive solution that goes beyond traditional HR and legal management.
As a nearshore software development company with 20 years of experience serving the US tech market, we understand the unique challenges and opportunities of building remote teams. We offer a range of services including staff augmentation, managed teams, and outsourcing software development to help you:
Build high-performing teams: Our experienced developers can seamlessly integrate into your projects.
Optimize your development process: We provide expert guidance to streamline your workflows and improve efficiency.
Accelerate your time to market: Our streamlined processes and dedicated team optimize your development efforts.
Choosing the Right Path
The best approach for your company depends on factors such as team size, expansion plans, budget, and desired level of control. Carefully evaluate your options to find the solution that aligns with your business goals.
While this article explored Employer of Record (EOR) services, it’s important to remember there are various approaches to building a successful remote or international team. At Scio, we understand the complexities involved, and we’re here to help you achieve your development goals in a flexible and optimized way.
Our 20 years of experience serving the US tech market have taught us that the best approach is often a combination of strategies. We offer a variety of services, including staff augmentation, managed teams, and outsourcing software development all designed to help you build high-performing teams that drive innovation and success.
Contact us today to discuss your specific needs and explore how Scio can empower your development journey.
As the software development landscape rapidly changes, identifying and recruiting the perfect talent remains a persistent challenge. Companies in the United States are constantly looking for qualified developers to drive their projects and innovate in a competitive market. Among the various options available for hiring software personnel, the recruitment model stands out as a popular alternative, but is it the best option for your company?
What is the software recruitment model?
The software recruitment model involves hiring a specialized company to handle the search, selection, and onboarding of software developers for your company. These companies, known as headhunters or software recruiters, have the experience and knowledge necessary to navigate the complex landscape of technological talent, identifying the ideal candidates for the specific needs of your project.
How many software recruitment companies are there in the United States?
The software recruitment market in the United States is highly competitive, with thousands of companies offering their services to businesses of all sizes. According to Indeed data, there are more than 26,000 recruitment companies that mention «software» in their profiles. This wide range allows you to find a company that suits your specific needs and budget.
Pros and cons of the software recruitment model
Pros:
Access to a wide network of talent: Recruitment companies have access to an extensive network of qualified candidates, including those who are not actively looking for a new job.
Experience in personnel selection: Expert recruiters know how to evaluate candidates’ skills and experience, ensuring they align with your project’s requirements.
Saving time and resources: Hiring a recruiter frees up valuable time and resources that you can dedicate to other strategic areas of your business.
Reduced risk of bad hires: Recruitment companies assume part of the hiring risk, replacing candidates who don’t work out for free.
Cons:
Cost: Software recruitment services can be expensive, especially for small businesses or startups. Fees vary depending on the payment model, which may include placement fees, hourly rates, or performance-based models.
Loss of control over the selection process: By delegating hiring to a third party, you lose some control over the selection process and company culture.
Dependence on the recruitment company: The success of the process depends largely on the ability and experience of the recruitment company you choose.
How widely used is the software recruitment model in the United States?
The software recruitment model is widely used by companies of all sizes in the United States. According to a Clutch study, 70% of software companies hire recruiters to fill their development vacancies. This trend is due to the aforementioned benefits, such as access to qualified talent, time savings, and risk mitigation of bad hires.
Is the recruitment model right for your company?
The decision to hire a software recruitment company should be based on an assessment of your company’s specific needs, your budget, and your organizational culture. If your company is looking for:
Access to specialized talent that is difficult to find on your own.
Reduce the time and resources dedicated to recruitment.
Mitigate the risk of bad hires.
The recruitment model can be a viable option. However, if your company has a limited budget or prefers more control over the selection process, you can consider alternatives such as posting vacancies on job boards, participating in job fairs, or building your own internal recruitment team.
We understand the immense challenge of quickly integrating talent with the necessary skills into your development projects. At Scio, we can help you achieve your development goals by building high-performing teams in a flexible and optimized way. With 20 years of experience serving the US tech market, we’ve learned that the best solutions aren’t always found in-house. Latin America boasts a wealth of talent, and our teams can be the answer you’ve been looking for. Remember, «mi casa, es tu casa» – our team becomes your team.
Did you know a single bad hire in the tech industry can cost your company up to 30% of that employee’s annual salary? That’s a hefty price tag, especially considering the fiercely competitive talent market. Imagine a crucial project nearing completion when a key developer walks out the door, taking valuable knowledge and momentum with them. This scenario, unfortunately, is all too common in the tech industry with its high talent turnover rates.
Partnering with a Nearshore agency offers a solution, providing access to a skilled and experienced workforce at a more cost-effective rate. However, to ensure a successful partnership and avoid costly disruptions, we recommend you to pay attention to key performance indicators (KPIs) like the Employee Net Promoter Score (eNPS).
The Impact of Developer Turnover
Here in the tech industry, we all know the pain of developer turnover. Studies show that replacing a mid-level developer can cost a company upwards of $150,000 due to recruitment fees, lost productivity while the position is vacant, and the additional costs associated with onboarding a new team member. A high eNPS with your nearshore agency can help mitigate these risks by indicating a happier, more engaged workforce is less likely to jump off the ship.
Beyond Productivity: The Importance of Employee Satisfaction
A high eNPS goes beyond just improved productivity. Imagine a disgruntled nearshore employee with access to your sensitive codebase. A happy and engaged workforce, as indicated by a high eNPS, is far less likely to engage in activities that could compromise your security.
What is eNPS?
The Employee Net Promoter Score (eNPS) is a simple yet powerful metric that measures employee loyalty and advocacy within a company. It asks employees a single, straightforward question: «How likely are you to recommend your employer to a friend or colleague?» Responses are then categorized on a scale of 0 to 10:
Promoters (scores of 9 or 10): These are enthusiastic employees who are highly satisfied with their work environment and company culture. They’re likely to actively recommend the company to others, creating a positive buzz and attracting top talent. In the context of nearshore agencies, a high percentage of promoters translates to a more stable and engaged workforce at your nearshore partner, leading to better project outcomes for you.
Passives (scores of 7 or 8): These employees are generally satisfied with their jobs, but they might not be actively going out of their way to recommend the company. While not ideal, passives in a nearshore agency aren’t necessarily a red flag. However, focusing on improving their experience and engagement can turn them into promoters, further strengthening your partnership.
Detractors (scores of 6 or below): These are dissatisfied employees who are unhappy with their work environment and may even be actively bad-mouthing the company. In a nearshore agency, a high number of detractors can indicate low morale, potentially leading to higher turnover and decreased quality of work. This can negatively impact your projects.
Why is eNPS Important for Evaluating Nearshore Agencies?
By focusing on an agency’s eNPS, you gain valuable insights into the overall employee experience. A high eNPS suggests the agency prioritizes employee well-being, leading to a more engaged and productive workforce. This translates directly to several benefits for your company:
Reduced Risk of Turnover: Happy employees are less likely to leave, minimizing disruptions and the associated costs of recruiting and onboarding new team members.
Improved Project Quality and Efficiency: Engaged employees are more focused and productive, leading to fewer errors and faster project completion times.
Stronger Client Relationships: Satisfied nearshore employees are more likely to provide excellent customer service, ultimately leading to stronger and more successful client relationships.
By understanding and monitoring the eNPS of your nearshore agency, you can gain valuable insights into the overall health of the workforce and make informed decisions about your partnership.
The Tangible Benefits of a High eNPS
A high eNPS with your nearshore agency translates into real-world benefits for your company:
Enhanced Productivity: Engaged employees are 17% more productive, meaning your nearshore team can deliver projects faster and with fewer errors. This translates directly to cost savings and a faster time-to-market for your projects.
Reduced Turnover: Lower employee turnover translates directly to lower recruiting costs and less time spent onboarding new team members. This frees up your resources and allows you to focus on core business objectives, like innovation and strategic growth.
Building a Strong Partnership Through eNPS
Partnering with a nearshore agency offers a cost-effective solution, but a happy and engaged workforce at your nearshore partner is essential for reaping the full benefits. The eNPS provides valuable insights into employee satisfaction, allowing you to identify potential issues and ensure a smooth and productive partnership.
By prioritizing eNPS and fostering a positive work environment, your nearshore agency can cultivate a team of highly skilled and motivated professionals. This translates directly to a more stable workforce, reduced turnover costs, improved project quality, and ultimately, your company’s success. So, don’t underestimate the power of eNPS – make it a key factor when evaluating and collaborating with your nearshore agency partners.
Building Bridges, Building Teams: The Collaborative Power of Nearshore Development
In the fast-paced world of tech, the war for talent is real. Attracting and retaining top developers is a constant challenge, impacting project timelines and innovation. Partnering with a nearshore agency offers a solution, providing access to a skilled workforce at a competitive rate. But the key to a truly successful partnership lies beyond just cost savings – it’s about employee satisfaction. The eNPS provides valuable insights into employee sentiment at your nearshore partner. By prioritizing eNPS, you can ensure a happier, more engaged workforce, leading to numerous benefits for your company.
Considering a nearshore partnership? Understanding eNPS can be a valuable tool in your decision-making process. We encourage you to learn more about how eNPS can benefit your nearshore partnership. For a deeper dive or if you have any questions, don’t hesitate to contact us. We’re happy to discuss your specific needs and help you find the perfect talent for your software development needs.
In the world of software development, assembling a skilled team is essential to building a winning product. But for mid-sized tech companies, a crucial question lingers: is an in-house development team the most strategic and cost-effective solution?
Salaries are a significant expense. However, the true cost of in-house development extends far beyond the initial paycheck. At Scio, with two decades of experience in Nearshore staff augmentation, we’ve witnessed firsthand the hidden financial realities associated with building an in-house team. Let’s delve into these often-unconsidered factors.
Salary is just the beginning, but when it comes to the true cost of an in-house developer, it’s just the opening act. Beneath the surface lies a production with a hard backstage crew. Here’s a deeper look at the in-house costs that can easily double the overall cost of employing a single developer:
Employer Taxes: Beyond the base salary, you’ll be responsible for a significant portion of employer taxes, including Social Security, Medicare, and unemployment insurance.
Benefits: Competitive benefits packages are important for attracting and retaining top talent. Health insurance, dental and vision plans, paid time off (including vacation, sick leave, and holidays), parental leave, and retirement contributions all add to the bottom line.
Recruitment: Finding the perfect developer can be a time-consuming and expensive endeavor. There are recruitment agency fees, advertising costs, and the time investment of interviewing and screening candidates.
Training: Technology is constantly evolving, and developers need ongoing training to stay current. This includes attending conferences, workshops, and online courses. Additionally, there’s the time and resources invested in internal training programs to ensure your team possesses the specific skills needed for your projects.
The Cost of Turnover
Don’t forget to factor in the potential cost of developer turnover. Replacing a departing developer can be disruptive and expensive. Factor in the hidden cost of developer turnover: severance packages, lost productivity due to recruitment and onboarding delays, and repeat recruitment expenses with agency fees, all of which can significantly inflate the true cost of in-house development.
Choosing Your Development Team: In-House vs. Nearshore
This table compares the key factors to consider when deciding between building an in-house development team or partnering with a Nearshore development provider. It explores aspects like control, communication, cultural alignment, security, and more to help you choose the approach that best suits your project needs.
Feature
In-House Development
Nearshore Development
Control
Direct control over team and codebase
Less direct control, but oversight can be established
Communication
Immediate and easy communication
Potential for time zone differences, but communication tools mitigate this
Cultural Alignment
Strong alignment with company culture
Cultural differences exist, but cultural sensitivity training can bridge the gap
Security
Highest level of control over sensitive data
Good security practices by nearshore providers, but may require additional measures for highly confidential information
Team Spirit
Fosters strong camaraderie and team spirit
Collaboration is encouraged, but building team spirit may require more deliberate effort
Long-Term Cost (Potential)
Potentially cost-effective for large, ongoing projects
Typically lower initial setup costs and ongoing management overhead
Skillset Flexibility
Can develop a team with specialized skills for specific needs
Access to a wider talent pool with diverse skill sets
Keeping Your In-House Development Team Motivated
While the financial considerations of in-house development are crucial, a critical factor often overlooked is developer engagement. A team of highly skilled but bored developers can lead to decreased productivity, increased turnover, and a lack of innovation. Motivated developers produce higher-quality work, take ownership, and innovate, while a stimulating environment fosters better communication, collaboration, and retention, leading to faster development cycles and a more stable, experienced team.
So, how can you keep your in-house development team engaged and prevent them from becoming bored? Here are a few effective strategies:
Variety and Challenge: Don’t let developers get stuck in a rut working on repetitive tasks. Look for opportunities to assign them diverse projects with new challenges and technologies. Consider allowing them to participate in open-source projects or internal hackathons to explore their interests and broaden their skill sets.
Learning and Development Opportunities: Provide your team with ongoing learning and development opportunities. This could involve sponsoring their attendance at conferences and workshops, offering internal training sessions, or providing access to online learning platforms.
Career Growth Paths: Help your developers see a clear path for career advancement within your company. This could involve mentorship programs, opportunities to take on leadership roles in projects, or participation in cross-functional teams.
Recognition and Appreciation: Acknowledge and appreciate your developers’ achievements. Public recognition, performance bonuses, or team outings can go a long way in boosting morale and demonstrating your value for their contributions.
Positive Work Culture: Cultivate a positive and collaborative work environment. Encourage open communication, team-building activities, and a healthy work-life balance. Invest in creating a workplace where developers feel valued, respected, and comfortable expressing themselves.
Find the Right Fit: Choosing Your Development Team Strategy
The ideal development solution hinges on your specific needs. Consider project scope (short-term vs. ongoing) and budget, skill requirements (dedicated team or flexible access), management resources, and the criticality of data security. By evaluating these factors, you can choose the most strategic approach, whether it’s an in-house team offering direct control or an alternative solution like Nearshore staff augmentation providing flexibility and a wider talent pool.
An in-house development team can be a great option for companies with large, ongoing development needs, a strong focus on data security, and the resources for effective team management. However, for many mid-sized tech companies, alternative solutions like Nearshore staff augmentation can offer a more strategic and cost-effective approach, providing greater flexibility, access to a wider talent pool, and a reduced oversight burden.
By carefully considering your specific needs and priorities, you can make an informed decision that empowers you to build a successful development team and achieve your software development goals.
At Scio, we understand the complexities of building a successful development team. We partner with CTOs to identify their unique needs and craft customized solutions, whether it’s Nearshore staff augmentation, project-based development, or a hybrid approach.
