Why Planning Still Matters (Even If Plans Don’t) 

Why Planning Still Matters (Even If Plans Don’t) 

Nearshore, Outsourced Engineering Team, Project Management, Successful Outsourcing

By: Adolfo Cruz

Why Planning Still Matters (Even If Plans Don’t)

Plans are worthless, but planning is everything.” – Dwight D. Eisenhower

 

Introduction: Plans Change. Planning Prepares You for It.

In software projects, unpredictability isn’t the exception — it’s the rule. Features change, team members shift, and priorities evolve. In the face of so much flux, the act of planning becomes essential.

While the plan itself might not survive contact with reality, the process of planning equips teams to navigate that reality with clarity and confidence. Let’s explore the modern approaches to estimating and planning that embrace uncertainty while helping teams move forward with purpose.

Planning Is Not a One-Time Event

Gone are the days of creating a project plan once and hoping for the best. Today’s planning is continuous. Teams revisit their plans frequently, adjusting based on progress, blockers, and new information.

Think of it like updating your route during a road trip. The destination may stay the same, but road closures, traffic, or weather might send you on a better path.

Approaches like rolling wave planning and frequent reforecasting let teams adapt with agility while keeping everyone aligned.

Estimation Techniques That Work Today

Modern estimation balances experience with data. Here are some techniques teams are using effectively:

  • Three-point estimation: Consider best-case, worst-case, and most likely scenarios.
  • Parametric estimation: Use historical data and formulas (e.g., ‘5 hours per user story’).
  • Analogous estimation: Reference similar past projects to gauge effort.
  • Monte Carlo simulation: Model delivery outcomes based on variability.
  • No-estimates forecasting: Skip the guesswork and rely on actual throughput trends.

Whether you’re sizing new work or forecasting a release, the goal is to use estimation to set realistic expectations, not false certainty. 

Estimation Techniques That Work Today

Hybrid Models Are the New Normal

Most teams aren’t strictly Agile or strictly traditional anymore. They mix methods to fit their environment. You might sprint through development while following a Waterfall-style approval process. Or plan quarterly outcomes with room for Agile experimentation.

These hybrid models provide the best of both worlds: flexibility for the team and structure for the stakeholders. It’s not about following a playbook—it’s about picking the right tools for the job.

Better Metrics Mean Smarter Planning

Story points and velocity still exist, but modern teams are expanding their toolkit. Metrics like cycle time, throughput, lead time, and flow efficiency offer deeper insights into how work really moves.

With these measures, you can spot bottlenecks, manage expectations, and forecast more accurately. Planning becomes less about guesswork and more about understanding your system.

The Real Value of Planning

So, why plan at all? Because planning brings clarity. It aligns teams, surfaces risks, and sparks conversations that might not happen otherwise.

Planning isn’t a rigid document — it’s a shared moment of focus. It helps everyone step back, look ahead, and move forward together.

Whether it’s in a sprint planning session, a roadmap review, or a collaborative estimation meeting, good planning invites better decisions and stronger teamwork.

Planning in the Age of AI

AI isn’t replacing planning — it’s making it smarter. Today’s tools can forecast delivery timelines, identify risks, and adjust plans based on real-time data.

From Jira Advanced Roadmaps to tools like ClickUp AI and Microsoft Copilot, teams can now plan faster and with more confidence. The human touch is still essential — but it’s now supported by powerful insights.

Why Planning Still Matters (Even If Plans Don’t)

Final Thoughts

Plans may go off course. That’s not a failure — that’s reality. But planning equips you to respond with purpose and clarity.

Modern estimating and planning aren’t about rigid control. They’re about creating shared understanding, enabling flexibility, and building momentum — even in uncertain times.

And in a world that rarely goes according to plan, that might be the most valuable tool of all.

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Adolfo Cruz - PMO Director

Adolfo Cruz

PMO Director
What Software Development Managers Really Worry About When Outsourcing to Latin America (And How I’ve Helped Solve It) 

What Software Development Managers Really Worry About When Outsourcing to Latin America (And How I’ve Helped Solve It) 

Outsourced Engineering Team, Project Management, Software Development

By Rod Aburto — Nearshore Staffing Expert at Scio Consulting
What Software Development Managers Really Worry About When Outsourcing to Latin America (And How I’ve Helped Solve It)

I’ve Been in Your Shoes (And I’ve Walked the Terrain)

Over the last 15 years, I’ve worked with dozens of U.S.-based Software Development Managers, VPs of Engineering, and CTOs. Most of them come to me for the same reason: they need to scale fast, keep their budgets in check, and find developers they can trust.

But here’s the thing: outsourcing is never just about filling roles. It’s about protecting your team’s momentum—and your peace of mind.

When outsourcing to partners in Latin America, the concerns are valid and very real:

  • Will this team really integrate with mine?
  • Are they just sending me random resumes?
  • How do I keep communication clear across borders?
  • Can I trust them with my code and product knowledge?
  • What happens if the dev I onboarded disappears in three months?

I’ve spent my career helping companies navigate these exact questions. And through my work at Scio Consulting, I’ve seen firsthand how the right approach can completely shift the outsourcing experience—from a high-risk gamble to a high-trust collaboration.

Let’s unpack the most common concerns I hear from Software Development Managers—and how I’ve helped solve them.

Why Latin America? (And Why It’s Not the Problem)

Before we dive into the concerns, let’s address the obvious: why are so many U.S. companies looking to staff augmentation in LatAm in the first place?

Simple. The talent is there. The timezone works. And the engineers are hungry for meaningful work.

Places like Mexico, Argentina, and Dominican Republic are full of highly skilled devs who are:

  • In your timezone (or close enough for daily stand-ups)
  • Familiar with U.S. business culture
  • Competitively priced (without undercutting quality)
  • Eager to contribute—not just clock in and out

But even with these advantages, I know that outsourcing is rarely smooth unless you approach it intentionally. That starts with understanding the difference between body shopping and outsourcing—a distinction that matters more than most people realize.

Concern #1: Is This Just Body Shopping?

Concern #1: Is This Just Body Shopping?

This is usually the first red flag. A vendor promises a senior developer, sends a few resumes, and disappears once the hire is made. No support. No oversight. No commitment. That’s body shopping.

It’s a short-term transaction—and it puts all the risk on you.

What I’ve Learned to Do Differently

At Scio, we’ve built a model that rejects body shopping completely. Here’s how I make sure of that:

  • Every developer we place is embedded in a community, not flying solo. They get technical mentorship and cultural coaching.
  • I look for devs who fit your culture and communication style, not just a tech stack.
  • I stay involved. You’re not alone after onboarding—my team and I are in the loop and ready to jump in if anything feels off.

Outsourcing should feel like adding strength to your team—not like rolling the dice.

Concern #2: Communication Breakdown

“We lost two sprints because the offshore team didn’t understand the user story.”

I’ve heard this line way too often. Communication is everything—especially when you’re working across time zones and cultures. And English proficiency is only part of the equation.

My Approach to Bridging the Gap

I make sure the developers I work with aren’t just technically fluent—they’re communicators. We screen heavily for soft skills, but we also train them to:

  • Be proactive in updates
  • Ask the right questions
  • Use async tools and written communication like pros

Plus, working from the same time zone as your U.S. team makes all the difference. When I say “nearshore,” I mean sync-hours-on-Slack nearshore.

Concern #3: Will They Integrate With My Product and Team?

Some companies treat outsourcing like a code factory. But you and I both know that building great software takes context. It takes understanding, collaboration, and care.

What Integration Looks Like for Me

I don’t just drop people into your JIRA board and wish you luck. When I help you bring someone in, we:

  • Match them to your agile process
  • Ensure they participate in ceremonies, stand-ups, and retros
  • Encourage them to take initiative, not just wait for tickets

I’ve seen developers from our side go from “junior dev” to “trusted lead” on U.S. product teams because they were invited to the table—and they earned their place.

Concern #4: How Do I Know They’ll Maintain Quality?

Concern #4: How Do I Know They’ll Maintain Quality?

Another huge fear: you start strong, but things start to slide. Code reviews get sloppy. QA gets skipped. Suddenly, the team’s velocity looks great—but your tech debt is piling up.

What I Do to Keep Standards High

Here’s what I bring to the table:

  • Developers get technical mentorship throughout the engagement.
  • I encourage peer reviews, testing discipline, and documentation habits from day one.
  • We’ve started integrating the SPACE framework (Satisfaction, Performance, Activity, Communication, Efficiency) into how we assess success.

Quality isn’t optional—it’s a baseline.

Concern #5: Will They Care About My Goals?

One thing I’ve learned over the years: your best external partners think like insiders. They don’t just want to check the task off—they want the product to win.

Why I Care About Your Outcomes

I care because I’ve been on the inside too. I’ve managed teams, juggled roadmaps, and sat in executive reviews. I know the pressure you’re under.

That’s why, when we partner, I:

  • Take time to understand your business context, not just your backlog
  • Look for ways to add value beyond code—process improvements, documentation, UX tweaks
  • Celebrate your product milestones like they’re my own

As we say in Mexico: “El que es buen gallo, en cualquier gallinero canta.” A good dev will prove themselves no matter where they’re from—but the right support helps them sing even louder.

Concern #6: What If They Leave?

This one’s a killer. You invest weeks onboarding a dev, and just when they hit their stride—they vanish. Or worse, they burn out. I get it. Attrition can be brutal.

How I Build for Continuity

I try to think ahead:

  • I make sure every dev is part of a team, not just a contractor.
  • I encourage documentation, cross-training, and shared code ownership.
  • We keep a warm bench of talent ready to step in during transitions.

And if something does go sideways? I’m here. Not with excuses, but with options.

Concern #7: Is My IP Safe?

Legal and IP concerns are real—especially if you’re in fintech, healthcare, or any compliance-heavy industry. 

How I Approach Risk and Compliance
  • We work with U.S.-compliant contracts, MSAs, and NDAs.
  • Devs sign confidentiality agreements and operate in secure environments.
  • I make sure you’re protected by more than just goodwill—we’ve got the paperwork to back it up.
The Big Picture: Why I Believe in This Model

The Big Picture: Why I Believe in This Model 

I didn’t get into nearshoring to sling resumes or chase billable hours. I’m here because I believe in what happens when great developers meet great teams—no matter where they’re based. 

Here’s what I’ve seen work: 

Concern

My Response
Body Shopping  Nope. I deliver teammates, not temps. 
Communication  Fluent, trained, timezone-aligned devs. 
Integration  They join your team fully—not just technically. 
Quality  Mentorship, process, and SPACE-based performance. 
Engagement  We care about your roadmap, not just the next sprint. 
Stability  I build in backup plans and retention support. 
Compliance  U.S.-friendly contracts, secure dev environments. 

Final Thoughts: Let’s Build Something That Works

If you’re considering staff augmentation in LatAm, I get why you might be skeptical. Maybe you’ve been burned before. Maybe you’re not sure if it’s worth the risk.

All I can say is: when you work with someone who treats your goals like their own, it’s a whole different game.

If that sounds like the kind of partnership you’re looking for, let’s talk.

📩 I’d love to hear about your team and see how I can help.

Let’s build something that works—and feels good doing it.

Rod Aburto

Rod Aburto

Nearshore Staffing Expert

The Secret to Remote Team Success: Alignment Over Control 

The Secret to Remote Team Success: Alignment Over Control 

High-Performance Collaboration, Project Management, Strategic Digital Nearshoring, Successful Outsourcing

Written by: Adolfo Cruz – 

The Secret to Remote Team Success: Alignment Over Control

Managing a remote team is no longer a novelty. It’s the standard for many modern organizations. But despite its growing prevalence, many leaders still struggle with the shift from traditional, office-based management to a distributed work environment. The key to success? Alignment over control.

At Scio, we specialize in providing highly skilled remote software engineers who seamlessly integrate with our clients’ development teams. Our nearshore model ensures that our engineers share a similar business culture, work ethics, and technical skillsets, making collaboration as smooth and efficient as working with an in-house team.

Why Control Doesn’t Work in Remote Teams

Traditional management practices often rely on visibility—seeing employees at their desks, checking in frequently, and monitoring tasks closely. This approach, however, becomes ineffective in a remote setting. Micromanagement leads to frustration, disengagement, and burnout, while excessive tracking tools erode trust.

Instead of attempting to control every aspect of a remote employee’s work, successful remote teams prioritize alignment, ensuring everyone understands the company’s goals, their role within the organization, and how their work contributes to collective success.
At Scio, our engineers integrate seamlessly by focusing on alignment from day one. They understand project objectives, technical expectations, and team workflows to deliver value without friction.

What Alignment Looks Like in a Remote Team

What Alignment Looks Like in a Remote Team

Alignment means everyone works toward the same objectives with a shared understanding of priorities, values, and expectations. Here’s how to foster alignment in a remote environment:

1. Establish Clear Goals and Objectives

Using frameworks like OKRs (Objectives and Key Results) or EOS (Entrepreneurial Operating System) ensures that every team member knows what success looks like and how their work contributes to the broader company vision. This clarity empowers employees to make decisions independently while staying on course.

At Scio, we ensure that our software engineers are aligned with our client’s development goals from the beginning, using Agile methodologies to maintain transparency and clear priorities.

2. Prioritize Transparent Communication

  • Asynchronous First: Encourage documentation and written communication to reduce unnecessary meetings and make information accessible.
    Regular Check-Ins: Structured one-on-ones and team meetings ensure alignment without micromanagement.
  • Clear Expectations: Define deliverables, deadlines, and success criteria upfront.

Our engineers adapt to client communication styles, ensuring smooth collaboration through tools like Slack, Jira, and Confluence while maintaining transparency at every step of the development process.

3. Foster Trust and Ownership

Remote teams thrive when employees feel trusted to do their work without excessive oversight. Instead of monitoring hours worked, focus on outcomes. Empower your team by:

  • Allowing flexibility in schedules while maintaining accountability.
  • Encouraging proactive problem-solving and decision-making.
  • Recognizing and celebrating achievements publicly.

At Scio, we hire engineers who embrace ownership and autonomy, ensuring they can integrate into existing teams and contribute meaningfully from day one.

4. Maintain a Strong Company Culture

Culture is not about physical presence but shared values and a sense of belonging. Successful remote teams create culture through:

  • Virtual watercoolers: Informal Slack channels or virtual coffee chats.
  • Regular team-building activities: Fun, remote-friendly events to build camaraderie.
  • Consistent leadership messaging: Reinforcing company values and mission regularly.

Because our engineers share a similar cultural background with our clients, they easily integrate into team dynamics, avoiding common collaboration barriers that arise in offshore outsourcing.

5. Equip Your Team with the Right Tools

A well-aligned team needs the right tools to collaborate effectively. Some essentials include:

  • Project Management: Jira, Asana, or Trello for task tracking.
  • Communication: Slack, Microsoft Teams, or Zoom for discussions.
  • Documentation: Notion, Confluence, or Google Docs for knowledge sharing.

At Scio, our engineers are already experienced with these tools, making integration into client workflows seamless and efficient.

Final Thoughts: Shifting from Control to Alignment

Final Thoughts: Shifting from Control to Alignment

The most successful remote teams operate without fear or excessive oversight but through trust, clarity, and alignment. When employees understand what’s expected of them, have the autonomy to make decisions, and feel connected to the company’s mission, productivity and engagement naturally follow.

At Scio, we take pride in offering nearshore software engineers who aren’t just skilled developers but aligned team members who adapt quickly, collaborate effectively, and help drive projects to success.

By shifting from a control-based mindset to an alignment-driven approach, organizations can unlock the full potential of remote teams—resulting in happier employees, better collaboration, and, ultimately, tremendous success.

Adolfo Cruz - PMO Director

Adolfo Cruz

PMO Director

2025 Brings New Challenges for Women in Tech—But We’re Still Going Strong 

2025 Brings New Challenges for Women in Tech—But We’re Still Going Strong 

High-Performance Collaboration, Interculturality, Project Management

Written by Yamila Solari – 

2025 Brings New Challenges for Women in Tech—But We’re Still Going Strong

This Women’s Day 2025 got me thinking about the new challenges women everywhere are facing—especially in tech. In recent years, many organizations have highlighted Diversity, Equity, and Inclusion (DEI) as a key part of their talent strategies. But politics and economic pressures have led to cuts and changes, threatening the progress we’ve made. Despite all this, women in tech are continuing to move forward, carving out new paths—not just for themselves, but for the whole industry.

DEI Under Pressure

Right now, equity is a hot-button issue. Some companies that once openly supported DEI are quietly scaling back or renaming their initiatives. Sure, some of that is about saving money amid all the layoffs in tech, but it also reflects a broader debate about whether these programs should even exist. Women, already a minority in tech, definitely feel the impact when DEI support starts to shrink.

A big example is Women Who Code (WWC), a global nonprofit that served 360,000 members across 145 countries. It shut down last year because it couldn’t secure enough funding. WWC wasn’t just a conference organizer—it offered scholarships, networking, and skill-building for countless women. So its closure makes you wonder: if such a big DEI-focused group can’t stay afloat, what happens to early-career women who need guidance, mentorship, and a supportive community?

Why DEI Still Matters

Despite the setbacks, there’s plenty of data showing that diverse teams perform better and can boost a company’s bottom line. When you have women in leadership—especially in tech—you benefit from a wider range of perspectives and more effective problem-solving approaches. This is critical for things like AI, cybersecurity, and generally staying innovative.

Unfortunately, underrepresentation of women is still the norm. And it’s not just in the U.S. In Mexico, where most of our engineers live, a study by the Center for Economic and Budgetary Research (CIEP) found that women make up only around 15.5% of the IT workforce, with 93.8% of them working specifically as software developers. That’s just one example of how women face added barriers worldwide—barriers made worse by DEI cutbacks and layoffs targeting diversity professionals.

The Bigger Backlash

On top of that, there’s a growing movement in some places that encourages women to return to so-called “traditional” roles. Let’s face it—tech has historically been a boys’ club, which is why DEI programs, female mentorship, and women-in-tech networks are so crucial. That said, lots of professional women aren’t about to give up their career paths. They know that a life in tech doesn’t just provide financial stability; it also offers personal growth, adventure, and a sense of real purpose.

Sure, there’s backlash. But if anything, it’s made women more determined. Losing groups like WWC doesn’t cancel out our progress—it just shows us that we may need new, stronger infrastructures and communities to keep the momentum going.

Adapting DEI Strategies—and Holding Steady

Adapting DEI Strategies—and Holding Steady

Even with traditional diversity programs getting cut, many companies still see the importance of DEI. Some simply avoid the term “diversity” because of political pushback, instead adopting titles like “Community & Inclusion,” or folding these efforts into Learning & Development. But the mission—creating inclusive workplaces—remains. Businesses that invest in inclusion often report better employee retention, higher innovation, and stronger returns.

Government leaders can help, too. Claudia Sheinbaum recently took office as Mexico’s president, and it’s still unclear how she’ll champion STEM careers for women. There’s hope she’ll bring in policies and programs that get more girls interested in STEM and help women advance in tech. But that all depends on the right funding, political will, and collective effort.

Building Community from the Inside

Grassroots communities are just as important as government programs. At Scio, for example, our “women circles” let participants pick up both soft and technical skills, while also discussing how DEI changes affect the workplace. These circles are like micro-communities, providing safe spaces to share concerns, brainstorm solutions, and celebrate achievements. The fact that they’re often volunteer-driven proves that mentorship and collaboration don’t have to rely on big budgets or official branding.

What’s Next?

So will the push toward “traditional” roles win out, or will women maintain—and even expand—their place in tech? Historically, progress might slow down, but it rarely stops entirely. The tech industry, after all, thrives on fresh ideas and talent from every corner. Ignoring half the population just isn’t good business.
Women—in Mexico, the U.S., and everywhere else—are sticking to their goals. Yes, decreasing DEI support might slow us down, but it also pushes us to find new ways to move forward. Whether it’s launching local initiatives, seeking leadership allies, or keeping our skills sharp, women in tech are forging a future that’s more inclusive for everyone.
DEI might be under assault, but our collective resilience is rising to meet the challenge. We’re still aiming for a bigger piece of the tech pie, and that can only be good news for the entire industry.

Sources for further reading:

https://www.bbc.com/news/articles/cw0769446nyo
https://www.cio.com/article/3477870/5-reasons-women-make-top-team-first-collaborators-in-tech.html
https://ciep.mx/wp-content/uploads/2024/03/Mujeres-en-la-Ciencia-y-Tecnologia.-Presupuesto-para-los-desafios-del-mercado-laboral..pdf
https://www.talent-works.com/2024/12/how-is-the-dei-landscape-changing-in-2025/
https://www.cio.com/article/201905/women-in-tech-statistics-the-hard-truths-of-an-uphill-battle.html

Yamila Solari

Yamila Solari

General Manager

Best Practices in Finding a Nearshore Partner to Augment Your Development Capabilities in 2025 

Best Practices in Finding a Nearshore Partner to Augment Your Development Capabilities in 2025 

Nearshore, Outsourced Engineering Team, Project Management, Software Development, Strategic Digital Nearshoring, Successful Outsourcing

Written by: Rod Aburto – 

How Top Software Companies Are Revolutionizing Developer Experience in 2025

As businesses continue to scale and innovate, nearshoring has become a strategic approach to strengthening software development teams. Partnering with the right nearshore outsourcing company can help organizations enhance their software engineering capabilities while maintaining cost efficiency, agility, and high-quality standards. However, selecting the right software consulting company requires careful planning to ensure a strong cultural and technical fit, allowing businesses to maximize value in the long term.

1. Define Your Business and Technical Goals

Before choosing a nearshoring partner, clearly define your business objectives and software development needs. Are you looking to scale your team for new innovation and business creation? Do you need expertise in a specific technology stack? Establishing these requirements ensures that your nearshore partner aligns with your vision.

Key Considerations:

  • Identify which software development diverse opportunities your company needs, whether it’s front-end development, cloud solutions, or AI integration.
  • Set expectations for best practices in coding and development standards.
  • Ensure that the nearshore team can integrate seamlessly into your existing software engineering workflows.

2. Prioritize Cultural and Communication Compatibility

A successful nearshore outsourcing company should offer more than technical expertise; they should also align with your company’s work culture and communication style. Working with nearshore software developers in a similar time zone ensures smoother real-time collaboration.

Key Considerations:

  • Evaluate their proficiency in English and ability to communicate complex ideas clearly.
  • Look for a software consulting company that embraces agile methodologies and collaborative workflows.
  • Ensure that the nearshore team shares a problem-solving mindset and is proactive in addressing challenges.
3. Assess Technical Expertise and Development Processes

3. Assess Technical Expertise and Development Processes

The foundation of any successful strategic digital nearshoring initiative is technical excellence. Companies should evaluate the software consulting services offered by a nearshore partner, ensuring alignment with their development standards.

Key Considerations:

  • Review their approach to best practices in coding, including version control, CI/CD pipelines, and automated testing.
  • Ask for case studies or references to assess their experience with projects similar to yours.
  • Ensure their developers have expertise in modern software engineering frameworks and tools relevant to your industry.

4. Consider Long-Term Scalability and Flexibility

A strong nearshore outsourcing company should be able to scale its resources as your business evolves. The right partner will provide software development diverse opportunities, allowing you to expand or modify your team based on project demands.

Key Considerations

  • Look for a partner with a proven ability to scale teams efficiently without compromising quality.
  • Ensure they offer flexible engagement models, such as dedicated teams or staff augmentation.
  • Verify that they have long-term collaboration strategies to support business growth beyond the initial project.

5. Foster a Culture of Continuous Learning and Innovation

A great nearshore outsourcing company is not just about filling roles—it’s about driving innovation in software through continuous learning and improvement. To truly augment your development capabilities, your nearshore team should embrace the latest technologies, stay ahead of industry trends, and proactively seek better solutions for your business.

Key Considerations:

  • Encourage knowledge sharing between your US-based team and nearshore developers through mentorship, tech talks, and collaborative problem-solving.
  • Look for partners who actively invest in upskilling their software developers, offering training in emerging technologies such as AI, cloud computing, and blockchain.
  • Ensure the nearshore team follows best practices in coding and development methodologies to maintain a high standard of work.
  • Choose a partner that fosters innovation and business creation, continuously looking for ways to enhance efficiency and optimize software solutions.
  • By prioritizing continuous learning and technological growth, companies can build nearshore partnerships that bring long-term value, adaptability, and innovation.
Conclusion: Find the Right Nearshore Partner for Sustainable Growth

Conclusion: Find the Right Nearshore Partner for Sustainable Growth

Choosing the right nearshore outsourcing company is a strategic digital nearshoring decision that can drive innovation and business creation while ensuring access to top-tier software developers. By prioritizing cultural compatibility, technical expertise, and scalability, companies can build long-term partnerships that enhance software consulting services and fuel growth in 2025 and beyond.

Are you ready to leverage nearshoring to enhance your software engineering capabilities? Contact Scio Consulting today to explore how our software development diverse opportunities can help you build the right team for your success.

Rod Aburto - Senior Partner

Rod Aburto

Senior Partner

Scrum vs. EOS: How Scio is Evaluating EOS to Complement Our Agile Expertise 

Scrum vs. EOS: How Scio is Evaluating EOS to Complement Our Agile Expertise 

Agile Methodology, High-Performance Collaboration, Project Management, Strategic Digital Nearshoring

Written by: Adolfo Cruz – 

Scrum vs. EOS: How Scio is Evaluating EOS to Complement Our Agile Expertise

At Scio, we have used Scrum to execute software development projects for over 10 years, refining our approach and delivering high-quality solutions through agile methodologies. Scrum has been instrumental in helping us manage projects efficiently, ensuring adaptability, continuous improvement, and alignment with client needs.

As we look toward the next 10 years, we recognize the need for a complementary framework that helps us reinforce our business strategy, scale effectively, and maintain alignment across all teams. This is why we are evaluating the Entrepreneurial Operating System (EOS) as a potential addition to our operational toolkit. EOS offers a structured business framework that can provide clarity in vision, enhance leadership alignment, and drive long-term growth.

What is Scrum?

Scrum is an agile project management framework designed for iterative product development. It helps teams break down complex projects into Sprints (short, time-boxed iterations) and enables continuous improvement through frequent feedback loops.

Key Components of Scrum:

 

  • Roles: Product Owner, Scrum Master, Development Team
  • Artifacts: Product Backlog, Sprint Backlog, Increment
  • Meetings: Sprint Planning, Daily Standup, Sprint Review, Sprint Retrospective
  • Cadence: Iterations of 1-4 weeks (Sprints)
  • Goal: Deliver working software efficiently through iterative cycles
What is EOS?

What is EOS?

EOS is a business operating system designed to help organizations gain clarity, alignment, and traction in executing their long-term vision. It provides a structured approach to defining a company’s purpose, setting goals, and ensuring accountability across all departments.

Key Components of EOS:

 

  • Vision: Defined in the Vision/Traction Organizer (V/TO)
  • People: Right People, Right Seats (People Analyzer)
  • Data: Scorecard to track key metrics
  • Issues: Identifying and solving business challenges
  • Process: Documenting and standardizing key business workflows
  • Traction: Quarterly Rocks (90-day goals) and Level 10 Meetings
What is EOS?

Why Scio is Considering EOS

While Scrum has been invaluable in managing project execution, we recognize that as we scale our business, we need a structured framework to align our vision, strengthen leadership accountability, and ensure strategic growth. EOS provides a long-term operational structure that complements our agile execution methodology.

1. Aligning EOS Rocks with Scrum Sprints

  • EOS Rocks (90-day priorities) can guide high-level business objectives, while Scrum Sprint Goals help break them down into actionable development tasks.
  • Leadership sets Rocks at the company level, and Scrum teams translate them into Sprint deliverables.

2. Using Level 10 Meetings for Business Strategy, Daily Standups for Execution

  • Scrum Standups focus on immediate project tasks and execution.
  • Level 10 Meetings provide leadership with a structured way to track company-wide priorities and resolve high-level business issues.

3. Tracking Progress with EOS Scorecards & Scrum Burndown Charts

  • EOS Scorecards will help us measure and track company-wide KPIs.
  • Scrum teams will continue using Burndown Charts to measure Sprint progress.

4. Applying EOS People Principles to Scrum Teams

  • EOS’s Right People, Right Seats framework will help ensure Scrum teams remain well-structured with the right talent.
  • People Analyzer can assist in assessing team alignment with company values and culture.
The Road Ahead for Scio

The Road Ahead for Scio

As we explore the integration of EOS, our goal is not to replace Scrum but to enhance our business execution at a leadership level. Scrum will continue to drive project-level agility, while EOS will provide a long-term strategy to manage growth, accountability, and business alignment.

By integrating EOS at the business level and Scrum at the project level, we believe Scio can achieve even stronger execution, scalability, and alignment—ensuring we remain at the forefront of agile software development while preparing for the future.

We’re excited about this journey and will continue to refine our approach as we implement EOS principles. If you’re also using Scrum and considering EOS, let’s connect and share insights!

Adolfo Cruz - PMO Director

Adolfo Cruz

PMO Director