How many software developers do I need to get my project off the ground?

How many software developers do I need to get my project off the ground?

Nearshore, Outsourced Engineering Team

Curated by: Sergio A. Martínez

When it comes to great software projects, the number of developers involved is incredibly important. Too few developers will lead to an insufficient amount of work being accomplished in a given timeframe, leading to delays or a rushed-feeling product at the end, whereas too many developers can lead to an over-complication of the project and end up costing a lot more than necessary. Therefore, it’s critical to carefully consider how much talent is needed for any project, but finding the ideal number of developers may be challenging for a small IT department that might not have access to all the resources necessary to make it happen.

How many software developers do I need to get my project off the ground?

After all, IT departments that traditionally don’t do software can face a multitude of challenges when attempting to get an ambitious software project off the ground, and a major one is limited resources and personnel. Having not enough people on the team, for example, could result in a long project with a hit in quality due to the limited oversight that this development process can have, and the department size may limit their knowledge base and expertise, presenting a lot of difficulties when finding solutions to the issues that will arise along the way. And let’s not forget that finding adequate funding can be challenging if budgets are strict. Ultimately, a small IT department needs to be smart when dealing with these sorts of circumstances if they wish to be successful with their goals, and having an exact idea of how much talent will be needed to bring it to fruition is key.

Now, we understand that, for a small IT department, estimating the number of outside developers needed to start a project can be a tricky task, so the best first step is for the existing team to evaluate their own skills and capabilities before bringing in any external resources. Finding the right balance between what they can do themselves, and what they need experts to help with. The trick is to anticipate the technical challenges of a project early on, rather than waiting until there’s an issue that can’t be easily solved in-house. Also, it’s a good idea to have someone in the department with experience overseeing development from external parties, which will streamline both communication and collaboration when managing an external development team. The best way to approach Management to get the necessary support is by evaluating the size and complexity of the project, ensuring you understand its scope to come up with a good plan. That way you will have enough resources on board once you bring an external team on board. In the end, having an effective plan in place will give your small IT department greater peace of mind when it comes to resource and talent estimation.

Consider Nearshore

How many software developers do I need to get my project off the ground?

If a small IT department finds itself in a situation where completing a software project is beyond its capability, hiring an external team is a wise decision. Not only will you benefit from having experienced developers specialized in the technology you need, but you’ll also have peace of mind knowing that your project is being handled by experienced professionals in completing tasks quickly, efficiently, and on budget. What’s more, getting outside help gives smaller teams access to world-class development approaches without having to staff up and purchase expensive software licenses themselves. That’s why outsourcing a project is almost always the course of action for many of these departments.

Small IT teams usually don’t have the manpower or financial capacity to tackle a large-scale project on top of their regular duties, and outsourcing can help them focus on what they do best and provides access to expertise that they might not have in-house. In theory, it also saves time; with an outside team just focusing on the job at hand, it usually takes far less time than an internal team managing everything from start to finish. However, there are some things to have in mind when it comes to outsourcing, so smart budgeting and research are always necessary.

Choosing the wrong partner, for example, can put an organization’s reputation and bottom line at risk, as shoddy programming jeopardizes timescales, data security, and overall cost-effectiveness. Additionally, there’s always a risk of communication breakdowns when dealing with an external team far away, due to various cultural or language barriers you usually find when outsourcing. It’s also important to remember that small departments often lack resources to independently evaluate and verify the quality of code being provided by external vendors to safeguard against substandard work or a cybercrime threat of any kind, and without a dedicated team to support any issues, it can be difficult for small-scale businesses to get necessary updates and troubleshoot problems as they come up. With all these in mind, it would be smart for any IT department considering outsourced software development to extensively research their potential partners before signing on the dotted line.

This is why collaborating with a Nearshore team is often the most sensible choice for a small IT department tasked with getting a big project off the ground. After all, if you have to find the right team and resources to handle the project, and ensure that those same resources make sense and adhere to time constraints, this is where nearshore collaboration shines. By bringing together teams from remote geographical locations within reasonable distances who have a mutual agreement in terms of language, political/legal systems, and time zones. Nearshore allows small IT departments to get global access to experienced talent that will fit any strategy you have in mind, which can be a huge boon for small IT departments looking for a quick and cost-efficient way of taking big projects forward.

“Nearshore development is quickly becoming the most popular choice for businesses seeking assistance with software development without an internal team”, says Rod Aburto, Service Delivery Manager, and Partner, at Scio. “Working with a nearshore partner not only allows businesses to tap into a whole new talent pool of high caliber, who can provide resources not otherwise available, but companies also benefit from working closely with people who bring cultural competency as well as insight into best practices and processes that could potentially streamline and improve their workflow. From faster problem resolution to minimizing communication issues, Nearshore development offers everything you need while saving on costs and providing peace of mind in knowing that tasks are getting done efficiently and effectively.”

Getting the numbers right

How many software developers do I need to get my project off the ground?

So now that you have a Nearshore partner that you trust, how many developers do you need to ask for to get the project started? There are a few baselines that are a good idea to follow, but every development cycle is unique, so you’ll need to discuss with your Nearshore partner flexibility options and their insight to be sure how many people will need to participate. According to this blog, it’s a good idea to start with a team of 3 to 4 developers and 3 to 4 IT specialists, divided into the following roles:

  • One full-time Project Manager
  • Two full-time developers 
  • One full-time backend developer 
  • One part-time UX/UI designer 
  • One part-time DevOps specialist 
  • One part-time QA engineer

In the context of Nearshore, “part-time” developers may simply mean people rotating between projects because their input happens at specific moments of the development cycle, so make sure to talk to your team to discuss all the details necessary to ensure you have the talent you need. Also, remember that this estimation is very basic; considering what kind of environments you will be developing for (desktop vs. mobile, Android vs. iOS), as well as your user base (purely internally used vs. a front-facing customer application) can change these numbers dramatically. Nevertheless, with enough staff flexibility, these issues don’t matter: what matters is starting a development journey that can be a turning point for any business harnessing the power of software and technology to make a change for themselves.

In the case of Scio, home to some of the best developers in Mexico and Latin America, the close cultural ties, its Agile philosophy, and the expertise it offers after two decades of collaboration with US-based companies that needed expertise, they could only find here, the Nearshore choice is always the best one. If you want the most seamless experience as the Head of a small IT department, then this is the opportunity for you. It’s time to make a change and begin a partnership that can only lead to success.

The Key Takeaways

  • Implementing new software solutions in business is always a good decision, but for a small IT department, it can present some serious challenges getting it off the ground.
  • If the department has constraints in terms of staff and budgeting, developing their own software can be a non-starter; the expertise and skills necessary might not be there.
  • Having a good plan is key to ensure any project can take off, and one of the main questions is the number of developers necessary to make an idea into reality.
  • Nearshore, for these reasons, might be the best option for an IT department, offering the flexibility necessary to work with all kinds of resources and objectives necessary to reach a positive outcome for everyone involved.

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 Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

Outsourced Engineering Team, Product Development, Project Management

Curated by: Sergio A. Martínez

The events at the beginning of 2021 set ablaze a revolution across the corporate world like never before. Companies that were once dormant in their response to messages from employees and people impacted by their decisions woke up with a start, quickly realizing that the rise of Great Resignation had an impact on more than just the individuals that left; it prompted corporate culture to shift within different organizations and led to an evaluation from both leadership and followers alike. Furthermore, it changed people’s ideas about where power truly lies and how one opinion can shape a large organization’s future.

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

After all, its aftermath has done a remarkable job of putting corporate culture in perspective. Gone are the days when tradition and status were the only things that mattered, and staff felt stifled by top-down approaches to decision-making. Today’s corporations devote much more effort to nurturing an atmosphere of collaboration, inclusion, and meaningful work experiences by leveraging modern communication technology and encouraging personal development. The Great Resignation was a major event that undoubtedly left its mark on the corporate world, particularly in terms of expectations for staff morale and development. 

Companies have increased the focus on employee engagement, introducing initiatives like flexible working hours, health benefits, and team-building days to ensure their workforce is both productive and content with their situation. While there’s no denying that working in a big corporation can be challenging, today employees benefit from more attentive management and a much greater appreciation of their efforts.

A new perspective on work

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

The early 2020s in the software development industry will be remembered as a turning point that, arguably, was sorely needed. Many key engineers and developers decided to abruptly leave their companies, sometimes abandoning projects of enormous complexity, with significant economic repercussions that become the foundation for innovation in the cultural side of things. This undoubtedly caused strife for many businesses that had difficulty adapting to this new normality, shifting new technology and approaches that might change the industry for the better. And despite the initial turmoil, the long-term impact of these resignations may bring more stability than harm. By creating environments with a focus on job satisfaction, we can ensure employees are not simply productive but also happy with their positions. 

However, after the shocking impact of the Great Resignation, many companies still have found themselves scrambling to rebuild their corporate culture. Leaders have had to get creative when it comes to rebuilding trust, setting new boundaries, and planning for potential resiliency in the future, with many opting to invest in employee incentive programs that focus on building relationships, regular check-ins to make sure everyone feels heard and supported, and flexible work schedules that prioritize people over productivity.

This can be a daunting task, of course, but it’s also an opportunity to create something innovative and unique. The first step will be evaluating the processes and systems in place that created the need for such a large group of employees to leave, as they could indicate larger systemic problems, so the team should make sure to look at all possible root issues. From there, leadership needs to start discussing ways to incorporate improved communication between management and staff, diversity in hiring practices, feedback loops for employees, and goal alignment across teams into the new culture. And it’s important to bring everyone on board, from executives to frontline staff, to implement these new procedures and standards. Creating buy-in from every level sets companies up for success.

“After such a significant departure, it’s important to focus on fostering positive energy and morale in the remaining company staff. The Scio way of doing things has always included creating a welcoming atmosphere, as well as creating clear company protocols for respectful and open communication between superiors and subordinates”, says Helena Matamoros, of Human Capital at Scio. “A sense of trust needs to be established by keeping everyone informed about any changes that might come, and this is best done via regular meetings and feedback sessions where everyone has a voice. A good company culture knows the value of its people, and it gives them tools to create a dynamic where collaboration is at the front and center.” 

Having an open dialogue within the company and getting feedback from everyone on what kind of company culture would best fit the current business needs is a must. This should also include input from members of different levels within the organization — both executives and employees. From there, it is important to set expectations and be transparent when making changes, making sure that all employees understand how their roles fit into the new culture so they feel like their work contributes meaningfully to achieving the organizational goals. In other words, the goal is to create an environment where change is welcomed, not feared, providing a safe space for anyone who may have questions or suggestions as the transition process unfolds. If approached correctly, establishing this new culture can be a positive experience for everyone involved.

What will come next?

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

Ultimately, the effort should be invested in presenting your business as an inviting environment that encourages career growth and puts it front and center. If the staff feels encouraged to grow, it strengthens both themselves and the organization as a whole, because learning new skills can help people feel empowered and give them confidence when tackling new projects or ideas, contributing to a vibrant atmosphere of goodwill that helps drive innovation and business success.

The impact of the Great Resignation on the software development industry has been immense, and tech companies had to rapidly pivot and restructure to manage the mass exodus of talent. As a result, employers have had to get creative with their hiring strategies to find new developers, often having to look far beyond traditional sources like universities or job postings. This sudden shift in the way people approach jobs has allowed the software industry an opportune moment to reinvent itself and its culture, sure to keep evolving even after things settle down.

After the Great Resignation, companies need to focus on honest communication, respect for individual talent, and a conscious effort to foster diversity, taking an intentional stance toward embracing both creativity and collaboration in workplaces while allowing employees to perform their best work. Forward-thinking companies place a priority on creating an environment where everyone’s ideas are heard, everyone’s skills are valued and everyone feels valued, which leads to a stronger outcome each time. If the tools of technology can help propel business success, then it only makes sense that the cultural products of technology – collaboration, creativity, and diversity – must be at the core of that success as well. Only by doing this will the next step for software industry culture be one moving forward.

The Key Takeaways

  • Building a corporate culture that puts people first and foremost is already a complicated (but rewarding) task, as it leads to better outcomes in the development process.
  • However, rebuilding a culture after a massive shift (such as the Great Resignation) can be an even greater challenge because it involves getting back lost trust, and the need to leave certain practices behind.
  • This process should involve everyone in the company, and leadership should make the effort to keep a better balance between people and business.
  • Doing so can lead to a better software industry, with a more people-centric approach, that can only result in better innovations that benefit us all.

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!

«Collaboration is at the heart of everything we do here”, or how Scio creates a culture where everyone matters.

«Collaboration is at the heart of everything we do here”, or how Scio creates a culture where everyone matters.

Nearshore, Outsourced Engineering Team, Scio

Curated by: Sergio A. Martínez

The world has changed dramatically in the past few years and it’s no surprise that our idea of what employees want and need have gone through a revolution of sorts. In comparison to 10 years ago, today’s professionals seem to value collaboration over competition, so organizations need to foster an environment that encourages idea-sharing rather than individual recognition, and employees have made tremendous strides in terms of skill development and career advancement.

The-evolution-of-employee-icono

Furthermore, today’s workforce is composed of a much more diverse demographic than a couple of decades ago, enabling companies to benefit from a variety of new perspectives and experiences. Communication skills have also grown exponentially, with employees adopting more open lines of communication with one another, making it easier to collaborate on projects. We’ve also seen a shift toward flexible working arrangements as employees become aware of the many benefits such arrangements offer for both productivity and personal satisfaction. In other words, the evolution of today’s workplace has been pretty dramatic over the last two decades.

As a result, the workplace is changing quickly, and it’s been evident over the last two decades, with a shift towards self-motivation, where employees increasingly take personal responsibility for their personal development and career growth, resulting in employees more open to the idea of moving around between different companies to find the best roles for them. 

And that’s without mentioning how many jobs that existed 10 years ago look very different today due to the development of new technology including automated systems or tools that can facilitate work processes. Additionally, there is an ever-increasing focus on employee well-being, so companies are more deliberate in creating an environment with ample opportunity to disconnect from work when needed. Corporate culture has shifted as well; these days it is much more focused on creativity and innovation rather than working 9-5 to get things done. All of these changes demonstrate that employees have certainly evolved over the past two decades – a trend that will most likely continue into the future.

And this evolution of the employee and the corporate culture around it, play a big part in how Scio works today. We sat down with Helen Matamoros, our Head of Human Capital, to discuss how a developer today has evolved dramatically in the last decade, how this shapes corporate culture (and vice versa), and where this evolution might lead us in the future. Let’s dig right into it!

An evolution of perspective

The evolution of employee 3

One of the most interesting aspects of this evolution can be found in the contrasts between a Senior and a Junior Developer. Outside the office, Senior Developers generally looked for a better work-life balance, often prioritizing it both in terms of career and home life over the years. A Junior Developer, on the other hand, commonly used to take on extra hours, struggles with making time for socializing, and worries about precarious employment due to lack of experience. But today, the reality looks very different.

“Back when I started at Scio, in 2007 or so, we usually looked for more Senior staff due to the nature of the projects we did for our clients. We used .NET almost exclusively, so this kind of wide experience was needed, so many of our collaborators back then were 30+ people who already were starting families and generally expecting more stability and better remuneration from their jobs, which guided a lot of what we did back then, culturally speaking”, explains Helen about how expectations have shifted in the last decade and a half. “But as the variety of tools and frameworks have increased, we can have more variety in the amount of experience a Scioneer can have, and what we can offer to them.”

So when it came to finding the perfect fit for a career, Senior developers preferred stability and long-term growth over more immediate gratification, which could mean taking on a job that offers consistent work rather than something short-term with potentially higher pay but little security or potential for advancement, so it’s understandable why finding such an opportunity would be very important.

However, as this shift in technology happened, so did Scio’s approach to what kind of culture we fostered also changed. Developers with less experience but great technical skills became more of the norm for many projects, with Scio offering lots of training, courses, and workshops to help these developers to grow and thrive. After all, supporting the growth and development of junior and mid-level developers is a win-win situation for software companies. 

Not only does it provide a wealth of knowledge gained from experienced staff to employees at various career stages but offering developer training can help foster individual development plans, creating an attractive working environment, which is what the best software companies strive for, and in turn, makes them attractive for any prospective developer.

“Another interesting shift I noticed in the last 15 years or so at Scio, is how developers have also changed in attitude, leaving behind the “nerdy” stereotype we still see everywhere, giving more importance to the soft skill side of things”, says Helen, which is something we have commented before at our blog. “Obviously, we have a wide variety of personalities and personal stories at Scio, but we have noticed a certain openness to socialize and mingle together that wasn’t here a decade ago. And that’s something we try to encourage among our developers because collaboration is at the heart of everything we do here. We like to work with people who understand the value of teamwork, and that’s always the first filter we apply when looking for new developers.”

Building our culture across borders

The evolution of the employee 2

Unlike traditional corporate cultures, this new approach is putting each employee’s creativity and expertise on display to achieve the best possible results for the organization. A collaborative environment encourages communication, team building, and the integration of diverse perspectives, which leads to more innovative ideas, better problem-solving capabilities, and more efficient processes. 

Even with limited resources and tight timelines, a collaborative corporate culture can help shape an ambitious yet achievable vision as well as efficiently realize that vision. Furthermore, when every team member knows that their knowledge could be valuable to others in the organization, they tend to take more ownership of their work and be more engaged in their role within the company. Having a collaborative corporate culture is an essential element for achieving success in any software development organization.

“Of course, as a Nearshore development company, Scio has a hybrid remote/in-person approach where collaboration is fundamental to reaching our goals. We have employees who can often come to our offices in Morelia, but plenty more elsewhere in Mexico and the rest of Latin America who can’t do face-to-face interaction”, explains Helen about the challenges of a good corporate culture in the age of remote work. “After all we, as people, like to feel part of a whole, knowing that our work matters and how it fits into the bigger picture. So we make the effort to create the kinds of connections that make you feel part of Scio, even if you are working at home. As I mentioned, developers today seem to be more open to the idea of socializing and treating this as more than a job, even with healthy boundaries between their personal and professional lives, so we, as an organization, have a responsibility to encourage this. It always leads to better results for everyone.” 

That’s why, when it comes to software development, having a closer bond between employees at a mid-sized company like Scio can make a world of difference. Employees with close ties also have an increased sense of responsibility, since they know that their actions will affect the entire team and not just themselves. This level of trust is essential for any successful software project, as developers need to understand each other’s processes and expectations to collaborate efficiently. Additionally, organizations benefit from closer relationships between staff because certain types of feedback can be handled more sensitively within a team setting than on a larger scale. 

Altogether, it’s clear that having a collaborative corporate culture is an essential element for achieving success in any software development organization. By fostering collaboration among its employees and giving them the freedom to explore creative solutions together, a software development company like Scio can use a collaborative corporate culture as a key tool for success, in both our projects and among our developers in their personal growth.

Scio is a Nearshore software development company based in Mexico where we believe that everyone deserves everyone should have the opportunity to work in an environment where they feel like a part of something. A place to excel and unlock their full potential which is the best approach to create a better world. We have been collaborating with US-based clients since 2003, solving challenging programming puzzles, and in the process showcasing the skills of Latin American Engineers. Want to be part of Scio? Get in contact today!. Get in contact today!

Hiring a software development team?: Red flags to watch out for when working Nearshore

Hiring a software development team?: Red flags to watch out for when working Nearshore

Nearshore, Outsourced Engineering Team

Curated by: Sergio A. Martínez

Opting to collaborate with a Nearshore development team is always a great idea, allowing your organization to reach a talented pool of developers within the same time zone, and whose expertise is ready to help you reach your best possible outcome without sacrificing communication or compromising quality in any way. Latin America, for example, boasts some of the more skilled and knowledgeable developers in the world, so for any US-based company that wants to augment their dev teams, a Nearshore is the best solution.

Hiring-a-software-development-team-Red-flags-icono

However, how to make sure you are choosing the best company to work with? Are there any red flags that your organization should watch out for before making a decision that will make or break your project? As it happens, when you’re looking to hire a software development company, there are a few warning signs that you should be aware of, in order to guarantee that you are choosing the correct Nearshore company or team to collaborate with. So, when approaching a potential partner, ask yourself…

1. What does their online presence look like?

It’s no secret that first impressions are important; when you meet someone for the first time, you form an impression of them based on their appearance, their demeanor, and the way they carry themselves. The same is true for businesses. 

 When you’re considering working with any development company, one of the first things you’ll do is research them online. Their website, their social media presence, and the way they communicate with potential clients all play a role in shaping your opinion of them. And in today’s competitive market, it’s more important than ever for software development companies to make a good impression online. A well-designed website and active social media accounts show that a company is modern, relevant, and engaged with its potential clients, as well as showing that the company is serious about its business and that it has the resources to invest in its online presence. By contrast, a company with a poorly designed website or no social media presence sends the message that, at best, it’s out of touch with the realities of modern businesses. First impressions still matter, so always be wary of any company that doesn’t seem to care about their online look.

2. Other people’s opinions are always useful

If you’re thinking about hiring an external development team, it’s always a good idea to get some input from other people. After all, you want to make sure that you’re making the best possible decision, and there are a few different ways to go about this. You can ask people you know who have used Nearshore software development companies in the past for their recommendations or read online reviews and testimonials to get a sense of what other people’s experiences have been like. You can even reach out to the companies themselves and ask for references. By taking the time to do your research, you’ll be much more likely to end up working with a company that’s a good fit for your needs.

3. Look closely at their business processes

Going Nearshore is a big decision. You want to find a company that will be able to meet your needs and deliver on its promises, so pay attention to these warning signs and you’ll be more likely to hire a great software development company. With a clear understanding of what you’re getting offered, you can feel confident that you’re making the best choice for your business:

  • Fixed-bid pricing. With an external software development company, there are a few different pricing models to consider. One of the most popular options is fixed bid pricing. This model means that the company quotes a single price for the entire project, regardless of how long it actually takes to complete, which may seem like a good deal at first glance but has some potential drawbacks to be aware of. First of all, fixed bid pricing can incentivize companies to lowball their initial quote in order to win your business, and as a result, you may end up paying more in the long run as the company tries to make up for their mistake. Additionally, fixed bid pricing can lead to scope creep when a company tries to add extra features or requirements that were not originally included in the project, leading to higher costs and delays. In general, it’s best to avoid fixed bid pricing when choosing a software development partner, instead negotiating an hourly, monthly, or even yearly rate so that you can be sure you’re getting what you pay for.

  • Suspicious estimates. Accurate estimates are important. A good estimate will give you a realistic idea of what to expect in terms of cost, timeline, and scope. It will also help you identify any potential risks during development, so this information is essential in making an informed decision. Therefore, when you’re talking to a potential software development company, be sure to ask lots of questions about their process and their experience; if they can’t give you straight answers, that’s another red flag, and too good to be true estimates are cause for concern, as they often lead to cost overruns and schedule delays. When reviewing estimates, always ask for clarification if anything seems unrealistic.

  • Unclear (or absent) feedback loops. Software development is a complex and error-prone process. Even with the best planning and management, things can go wrong, which is why a feedback loop is an important part of any development process, and critical when working with an external team. Without a clear feedback loop in place, it can be difficult to manage expectations, track progress, and identify potential problems. In addition, a feedback loop helps to create a sense of accountability and ensures that issues are addressed promptly. As a result, taking the time to establish a clear feedback loop process with your external partner is always worth the investment, and if the company doesn’t have a clear and established process to receive and implement it into the project, a negative outcome is all but guaranteed at the end.

Nearshore the right way

Nearshore the right way

“In Nearshore development, working with the right company is essential to guarantee the best outcome. The collaboration and communication between the client and the development team are critical, as well as the skills and expertise to meet your specific needs”, explains Luis Aburto, CEO and Co-Founder of Scio. “In addition, the right Nearshore development company will have a deep understanding of the local market, which is essential for success. With the right partner, you can be confident that your development project will always reach your goals.”

So, when it comes to Nearshore software development, working with the right partner ensures a successful outcome if you look for the right “green flags” that a good Nearshore development company offers, guaranteeing the best result:

  • First, collaboration is key. A good partner should work closely with you to understand your specific needs and goals, and then develop a customized plan to ensure that those needs are met. Collaboration ensures that everyone is on the same page and that the final product meets your expectations.
  • Second, communication is key. The right company will keep you up to date on the project’s progress and address any concerns you may have along the way, understanding that effective communication is essential to maintaining a good working relationship.
  • Finally, skill is key. A Nearshore company looking to improve your project will have a team of skilled professionals who are experts in their field. They’ll be able to handle every aspect of the project, from start to finish, ensuring a high-quality final product.

In short, while there is no definitive answer to choosing the right software development partner, due diligence and being wary of companies that make unrealistic promises, seem unprofessional or secretive, or do not have a good reputation in the industry is still the best strategy. By keeping an eye out for these warning signs, you can find the right partner to help you achieve your business goals, choosing a company that has the experience, communicates effectively, and has the best-skilled professionals. Doing so will always guarantee the best outcome for your project.

The Key Takeaways

  • Nearshore augmentation is the best solution if you want to ensure your project has all the talent, skill, and collaboration necessary to make it a success.
  • There are many options out there, so knowing how to look for red flags when choosing a partner is critical to ensure success.
  • Among those red flags, getting unrealistic promises, unclear business practices and a lacking online presence are always indicators of a dubious partner in development.
  • On the other hand, a transparent company with clear communication and collaboration processes like the ones Scio offers can guarantee a smooth development experience, and thus, the positive outcome your organization is seeking.

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 Bus Factor and Nearshore talent: A net positive outcome

The Bus Factor and Nearshore talent: A net positive outcome

Nearshore, Outsourced Engineering Team, Project Management, Software Development

Curated by: Sergio A. Martínez

When you’re cooking up a new software application, it’s important to think about the future. We have talked before about measures like futureproofing, refactoring, and how to deal with technical debt to maintain an application in the long run, but let’s look today beyond the product, and think instead about the team in charge of helping it become a reality. And «the Bus Factor» is key in all of this.

What does "Bus Factor" mean?

What does «Bus Factor» mean?

Chances are you won’t be the only one working on the project; at some point, someone will need to pick up where you left off. It happens all the time, as it is not very realistic to expect that the same people that build a piece of software will be around forever to take care of it when the need arises. 

That’s why it’s important to have a robust risk assessment approach to development, identifying anything that could jeopardize the success of a project. This includes both technical risks, such as the possibility of errors in the code, and non-technical risks, such as changes in market conditions. Risk assessment is an important part of project management, helping to identify potential problems early on and develop plans to mitigate them. There are several different methods for conducting a risk assessment, but all involve breaking down the project into its component parts and evaluating each one for risks. 

And when it comes to assessing risk in software development, the Bus Factor is an important consideration to ensure a project not only gets finished but also can be trusted to work in the long run. Simply put, this factor indicates the number of people who would need to be proverbially “hit by a bus” before a software project would be severely impacted and stall. If your Bus Factor is 3, for example, that means that losing 3 people is all you need for the project to fail, so measures to bring that number up become necessary to guarantee a good outcome in development.

As a result, it’s essential to pay attention to the configuration of a team when developing software. By ensuring that team members are aware of the codebase, that collaboration is encouraged, and that everyone is on the same page, you can help to reduce the risk of potential problems down the line.

A bus is always around the corner

The Bus Factor and Nearshore talent: A net positive outcome

So, with proper risk assessment, software development projects can be more successful and less likely to encounter unforeseen problems. That’s why it’s important to increase your Bus Factor; if too few people know how the code works, if the tasks are too partitioned, or if there’s no good collaboration between team members, then the project is at risk. A low Bus Factor can lead to problems when people leave the team, get sick, or are otherwise unavailable, bus involved or not. 

“Losing key people during development can be devastating. They can take with them valuable knowledge and expertise that can be difficult to replace, as well as disrupting the workflow and causing delays”, says Adolfo Cruz, PMO Director and Partner at Scio. “However, the worst part of losing key personnel is the impact it can have on morale. When experienced and talented individuals leave, it can be demoralizing for those who remain and damage an organization’s ability to attract new talent. It’s a ripple effect that extends far beyond the immediate impact on the project.”

So, when it comes to increasing your Bus Factor, there are two sides to take into consideration. The first one, the technical part, is simple enough: losing people can make it difficult to make changes to the codebase, since there may be no one who understands how it all fits together, and some good practices in project management are important to reduce this risk as much as possible. For example:

  • Use comments liberally. Some programmers believe that comments are essential, while others feel that they only clutter up the code. After all, well-written code should be self-evident, and easy to understand, but in a complex project with many people involved, it never hurts to explain what the code is doing and why. If you need to bring someone entirely new to the project you can easily waste time trying to reverse-engineer some vital functions of the application. So even if the code looks obvious, leaving comments just to be sure it can be understood in the future goes a long way toward ensuring a project can be maintained properly. 
  • Write clear and concise documentation. On the same token, this will help others understand the design decisions behind your code. Without clear and concise documentation, it can be difficult to keep track of the various code dependencies and file hierarchies, essential for ensuring that the project runs smoothly. In addition, documentation can be extremely helpful when it comes to debugging (which may not be done by the exact same team that wrote the code), aiding to pinpoint the root cause of a problem more quickly.
  • Hold regular team meetings. The Agile methodologies in software development have done wonders for team collaboration, offering a way to keep everyone up to date on the project’s progress and ensuring that everyone is on the same page. Additionally, by keeping everyone in the loop, points of failure can be identified before they become a problem for the project, making regular meetings with the team a must for a well-managed development cycle.

By taking these steps, you can help increase your Bus Factor and make it easier for others to step in and continue working on your project if something happens to a key member of the development team. Nevertheless, the challenges of maintaining a project can go beyond the product itself, and with the way development works today, a different approach might be needed.

What happens when the bus is in another country?

Ghost-Colleagues

Software development is a notoriously challenging field, and one of the biggest changes we are currently living through is the normalization of remote teams, an increasingly likely outcome in a post-pandemic world where the advantages of having a hybrid approach and collaborating with external people, have become clear.

However, how does the Bus Factor come into play when your team is distributed over a wide geographical area? With so many options in outsourcing or hiring freelancer developers to collaborate on a given project, management has an increasing challenge in keeping everyone looking in the same direction and minimizing any risk involved in not having direct contact with a team. The challenge is that software development often requires very specific skills to carry through, from programming languages to types of technology being worked on, and the Bus Factor gets lower as more variables are involved in development.

“The complexity of a project isn’t necessarily the biggest problem contributing to your Bus Factor; that dubious honor goes to the subject’s specificity. The more specific your topic, the worse your bus factor will be. More specifically, if all other factors remain constant, your bus factor will decrease proportionately to how much specific expertise is required to carry out your work”, explains the blog “How to Beat the Bus Factor (and Be Prepared for Anything)” published by the workflow management company Process. st.

This is especially true when a project requires very specific skills that are hard to find. For an extreme example, imagine you’re working on a project requiring knowledge of a particular software library that only a handful of people know how to use. In such a case, it can be nearly impossible to find someone with the necessary skill set, and in case you do, how do you ensure that person not only remains during the entirety of development but also can come back and help if something goes wrong? Or leaves enough documentation behind so other people in the team can continue? If those questions are a concern, a different approach may be needed.

“As the benefits of Nearshore collaboration become more widely recognized, even more businesses will likely choose to partner with developers in Mexico and Latin America”, says Luis Aburto, CEO, and Co-Founder of Scio. “There are many reasons for this trend, but one of the most important is the increased collaboration that Nearshore development enables, letting developers in nearby time zones to integrate easily to a specific project.”

The option of Nearshore is attractive if an organization is looking to increase its Bus Factor, guaranteeing a positive outcome in the development cycle. You may have heard of Nearshore companies before, easily confused with mere outsourcing at first glance, but unlike trusting development to an external team (often in faraway locations such as India or China), the Nearshore model offers many benefits, including shorter project timelines, competitive costs, and reduced risks within the same time zone, allowing for a smoother collaboration no matter where in LATAM is the talent you want. 

In the case of Scio, we offer teams of skilled and experienced developers working together, putting collaboration and knowledge-sharing as some of our core tenets. This way, some of the common approaches to increasing the Bus Factor (like cross-training developers in a multitude of skill sets, empowering developers to grow and take on more challenges, implementing Agile methodologies, encouraging close communication at every level, and generally fostering a culture of collaboration and team-focused mindsets) are endemic to Scio, where not only we ensure any onboarding process in a new project is as seamless as possible, but also that everyone is continually learning and growing with new skills, offering knowledge and insight at every turn. In the rare cases, the Bus Factor comes into play, have ready-to-go measures to minimize its impact.

In short, the Bus Factor is an important part of risk assessment in every software development project, and increasing it as much as possible is always the best policy. So next time you or your company is looking into bringing talent to a team to complete a project, think of the best options out there to manage this risk as best as you can. 

The Key Takeaways

  • Risk assessment is important for every software development cycle, and the Bus Factor is one of the most critical metrics to watch out for.
  • In short, the Bus Factor is the number of people that can leave a project before it stalls completely, leading to negative outcomes for development.
  • Good practices can be implemented (like a commenting discipline, through documentation, and having consistent meetings to keep everyone in the loop) can increase the Bus Factor in any project.
  • However, when it comes to working with remote or distributed teams, the Bus Factor can increase depending on the approach of this collaboration.
  • Nearshore development can offer a solution, with organizations like Scio offering the support and culture necessary to ensure collaboration is a success, and a positive outcome can be reached for the project.

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!

Good Test Case design in QA: Quality at every step of the process

Good Test Case design in QA: Quality at every step of the process

Outsourced Engineering Team, Product Development, Scio, Software Development, Technologies

Curated by: Sergio A. Martínez

Creating software can be compared to solving a big, complex puzzle. A developer needs to take a bunch of pieces (code, algorithms, requirements, deadlines, etc.) and put them together in the right way to create a functioning product that satisfies everyone involved, from clients to final users. And just like with a puzzle, there is no single «right» way to develop software; it depends on the individual developer’s preferences and style, where some may start by laying out all of the pieces and looking for patterns, while others may start assembling pieces and then adjust as they go along. 

Test-Cases-1

And the biggest challenge is that if even one piece is out of place, it can throw the entire system off balance. This is why, besides having a good team of developers able to see the big picture and break it down into manageable tasks, a good QA Tester is so critical to obtaining the best possible outcome during development. Only then can you hope to create a successful piece of programming.

That’s why having a good approach to QA is so important; having experienced testers whose toolset matches the requirements of the product, capable of coming up with a plan for how they will test the code as they write it, as well as having a deep understanding of what “quality” means for the project, is a must in any team. 

So, in that sense, we want to take a look into one of the most important processes of QA: test cases. Because beyond running automated tests and manual testing, QA involves a systematic approach where developers can avoid costly mistakes and create products that meet customer expectations. And in practice, how can you design the perfect test case? What considerations should you have, and what’s the best approach to document and keep track of the sometimes messy process of QA?

Test cases are simple: Just think of everything

When it comes to software development, well-designed test cases are essential. By carefully planning out each test case, developers can ensure that their code will be thoroughly tested for errors, and taking the time to design comprehensive test cases can save a lot of time and effort in the long run. But how should you approach this task in practice? Is there a trick to designing a good Test Case?

“It depends on the project”, says Angie Lobato, a Quality Assurance Analyst at Scio with a wide range of expertise in everything QA. “The ISTQB already mentions that 100% thorough testing is not something that is possible, so it comes down to the priorities of the team, the requirements, the severity of the bugs, and the timelines set to deliver the product, as well as how much time the person in charge of QA has.”

This is why knowing how to design a test case is so important; considering all the challenges that software development already faces, being able to write an efficient, timely, and thorough test case is a valuable skill, keeping in mind things like… 

  • Thinking about the expected behavior of the system under test. What should it do in various scenarios?
  • Choosing input values that will exercise all relevant parts of the system.
  • Designing tests that will detect errors, but also verify that the system behaves as expected.
  • Keeping track of all tests performed, including pass/fail status and any observations made.

However, saying this is easier said than done; it can be difficult to create comprehensive test cases that cover all possible scenarios, and as software becomes more complex, replicating customer environments to test for all potential issues requires some intuition and minute attention to detail. That’s why the design of your test cases has to start with a script as the basis of the test, documented and shared to see exactly what you are trying to accomplish. For this process, Angie tells us that…

“I first need to validate that the Test Case (TC) related to the specific item I’m checking doesn’t exist yet, and do whatever is necessary, like adding, taking out or updating steps to not end up with a suite of repeated test cases”, she explains. “To design the script, it’s always good to create them in their respective suite, with a link to the requirement so everybody in the team can easily find them (I’ve personally used TFS, Azure DevOps, and Jira) depending on the tools utilized during the project. For the script itself, I define the objective of the Test Case, as well as the preconditions and postconditions it needs. Once that has been taken care of, I start to retrace the steps necessary to reach the item I need to test. I add each needed step to achieve the objectives of the test case with their expected result, and finally, I validate the final results where the change needed to be reflected.”

As you can see, there’s a lot of documentation involved in designing a test case, and having the proper formats to keep everything in order (like this one) helps to make sure that each test is accomplishing what it needs to. And according to Angie, a good test case needs a couple of characteristics to make it good:

  • A good test case has a clear objective stated and is updated to the latest version of the project. 
  • Has all the necessary testing data to execute it without creating repeated information. 
  • Has defined all the preconditions and postconditions of the product. 
  • And most importantly, don’t try to test more than one thing in a single case.
  • However, if you need to, changing the parameters of the test is necessary to make that clear. 
  • An ideal test case shouldn’t have more than 10 steps in total.

Ensuring quality at a distance

Test-Cases-3

As anyone who has ever been involved in software development knows, QA is a critical part of the process, and a good test case can help to ensure that the final product meets the requirements of the customer and is free of issues, especially in the current development landscape where remote collaboration is becoming a given. 

For a Nearshore development team like the ones at Scio, a well-crafted, carefully designed test case is invaluable, helping to ensure that the team and the client is on the same page concerning the expected results of the testing process, and providing a clear and concise way to communicate those expectations to everyone involved. 

In other words, a good test case can help to streamline the testing process and make it more efficient, so taking the time to create a good test case is well worth the effort for any remote software development team. 

“Any company that outsources software development knows that collaboration is key to success. A good QA team is essential to ensuring that the final product meets the standards”, says Adolfo Cruz, PMO Director, and Partner at Scio. “In a Nearshore setting, they are especially beneficial because they ensure that any problems are found and fixed quickly before they have a chance to cause major problems. As a result, well-designed test cases play a vital role in ensuring the success of a remote relationship.”

The Key Takeaways

  • Quality is necessary at every step of the process of developing software, not only a concern in the final product.
  • A good example is test cases, how important they are to the process of QA, and what good practices get involved in designing one.
  • A well-designed test case is straight to the point, meticulous, and tries to think of all the context around the product in order to ensure the best quality possible.
  • Also, the process of designing a good test case is doubly important when working on a project remotely, helping keep everyone on the same page and track all the changes and corrections necessary to bring the best possible outcome. 

Scio is a Nearshore software development company based in Mexico where we believe that everyone deserves everyone should have the opportunity to work in an environment where they feel like a part of something. A place to excel and unlock their full potential which is the best approach to creating a better world. We have been collaborating with US-based clients since 2003, solving challenging programming puzzles, and in the process showcasing the skills of Latin American Engineers. Want to be part of Scio? Get in contact today!