{"id":6570,"date":"2020-04-21T10:04:42","date_gmt":"2020-04-21T10:04:42","guid":{"rendered":"https:\/\/codeandpepper.com\/?p=6570"},"modified":"2020-11-29T16:23:05","modified_gmt":"2020-11-29T16:23:05","slug":"recruiting-for-team-augmentation","status":"publish","type":"post","link":"https:\/\/codeandpepper.com\/recruiting-for-team-augmentation\/","title":{"rendered":"Top Talent Wanted: Recruiting for Team Augmentation"},"content":{"rendered":"\n

Talent acquisition is one of the most complex organizational processes, with immense impact on businesses in the long run. When paired with the crude fact that great leaders are nothing without great teams, the importance of an effective and sustainable recruitment strategy becomes self-evident. Team augmentation clients are therefore setting the course for the future and Code & Pepper is honoured to contribute its unique know-how to their success on the FinTech scene.<\/p>\n\n\n\n\n\n\n\n

When in Rome\u2026 Flexibility<\/h3>\n\n\n\n

Equipped with a power tool of Agile philosophy, our recruitment process is very flexible. A detailed map of client\u2019s specific preferences and requirements enables quick adaptation of selection criteria. This way, while working remotely from our offices, your dedicated developers will feel a part of the core team and strictly follow your company culture<\/strong>.<\/p>\n\n\n\n

By default, team augmentation service<\/a> is built on new hires. This helps achieve a coherent and sustainable management strategy, and ensures exclusive, long-term engagement<\/strong> tailored to the needs of a specific project.<\/p>\n\n\n\n

Loud & Clear… Transparency<\/h3>\n\n\n\n

Although relieved from the burden of headhunting, clients stay in the loop at all times. Constant access to a shared datasheet<\/strong> with candidates\u2019 info guarantees full transparency<\/a>. Ongoing instant communication via a private Slack channel<\/strong> ensures that all engaged parties get updates on the go and can track day-to-day progress.<\/p>\n\n\n\n

Filling the bill\u2026 Duration<\/h3>\n\n\n\n

Our methodology has been tested in the field and seems to work like a charm but it doesn\u2019t exist in the void. Market conditions and client\u2019s availability are two key factors in the talent acquisition process: duration of recruitment depends heavily on <\/strong>technology choice<\/strong><\/a> and your responsiveness<\/strong>.<\/p>\n\n\n\n

\"Team<\/figure><\/div>\n\n\n\n

When hiring experts in popular technologies, it usually takes approx. 2 weeks (from the date of CV submission) to complete the flow. In rare cases, finding engineers with enough experience in a niche technology (+ specific domain knowledge) might take longer. As a countermeasure, we maintain open communication with our community of developers, who are always ready to provide referrals<\/strong>. Luckily, Polish software engineers<\/a> have both skills and ambition, so quality candidates are hardly ever in short supply.<\/p>\n\n\n\n

Final say… Decisions<\/h3>\n\n\n\n

This brings us to the question of distribution channels. Apart from posting a job offer on our website and LinkedIn profile, we use specialised job boards (e.g justjoin.it<\/a>) and popular dev tools: GitLab, GitHub, Stack Overflow.<\/p>\n\n\n\n

Professional know-how in the field of FinTech software development<\/a> translates into thoughtful recommendations<\/strong>. Some advanced options, such as test recruitment<\/strong> might give even more insight into the skillset at your disposal. Still, whether you choose to take our advice or follow your gut feeling, the final decision is always yours to make<\/strong>.<\/p>\n\n\n\n

Force to reckon with<\/h3>\n\n\n\n

All things considered, Code & Pepper is far from operating like a typical recruitment agency. Our systematic process is strictly tailored to the software development environment in the FinTech context<\/strong>. Advantages of such a focused approach form a long list, topped off with hands-on experience in the field. We pride in technical expertise and include the most experienced team members in the recruitment process (our CTO and Tech Leads prepare & verify sample tasks).<\/p>\n\n\n\n

Strong sense of ownership<\/strong> is another important feature. Project managers come on board early on, collecting requirements and maintaining quality assurance. They also provide an important insight into those interpersonal skills<\/strong> which might prove essential when working on a project in a dispersed team.<\/p>\n\n\n\n

All aboard\u2026 Case studies<\/h3>\n\n\n\n

Outsourcing, nearshoring, team augmentation… call it what you might, it boils down to more nimble coding fingers dedicated to developing YOUR product<\/strong>. The selected TA success stories from across the globe are both inspiring and motivating.<\/p>\n\n\n\n

Smart Pension: The long game<\/h4>\n\n\n\n

With 100+ people in the development team, this big organisation has matching expectations. Their process is more complex, with the main focus on code quality and perfect culture fit. Smart Pension<\/a> is highly involved in our TA efforts, has a very clear vision of an ideal candidate and detailed guidelines<\/a> to guarantee long-term commitment.<\/p>\n\n\n\n

A multi-step process takes candidates through a ground-mill of auditions:<\/p>\n\n\n\n

  1. CV screening<\/strong> is the first stage, with a spotlight on minimum eligibility conditions.<\/li>
  2. Next, the recruitment funnel rapidly narrows. Our recruiters conduct introductory interviews<\/strong>, verify English skills, discuss experience, employment terms and salary expectations. Candidates learn about Smart Pension, their products, the TA model and team structure.<\/li>
  3. If green-lighted, candidates jump on a quick initial call<\/strong> (15 min) with the company in-house team member. They briefly discuss relevant experience and project objectives.<\/li>
  4. At that point, Smart Pension picks candidates to receive a sample task<\/strong>.<\/li>
  5. Smart Pension specialists verify test assignments <\/strong>and provide feedback: if positive, we schedule the final meeting.<\/li>
  6. The last online interview<\/strong> is longer (~2.5 h) and involves a group of in-house specialists (developers, Scrum Master, Head of Engineering):