This case study will describe the cooperation model of extending the client’s tech team with the new specialists and providing adequate further employment support and professional supervision.
First of all, to find the best matching talent, we conduct a detailed discussion with the client regarding the requirements for the position and project.
At the first stage, our engagement manager gathers the following basic information about the position:
Then our Tech Lead, depending on the selected technical stack, analyzes the information and possibly clarifies some additional points to ensure that we have sufficient knowledge and understanding of the ideal candidate’s profile.
After determining the ideal candidate’s profile, we will set up a candidate search process and agree on a cooperation model with a client. The next step is signing a contract with the client.
We work with the Time and Material model most of the time, but we can consider the Cost Plus model in some cases.
Depending on the level of skills and technical stack needed, it takes from 3 to 6 days to find the first candidates.
We deliver the fastest search results in the technologies we specialize in, such as ReactJS, React Native, VueJS, NodeJS, Python, Php, WordPress, QA, PM, BA, FA, DevOps, etc.
At a start, we check the qualified in-house candidates whose projects are finishing in the nearest future. We start the external search if there are no relevant in-house talents available. In some cases, if the client needs rapid hiring, we can refer to our partnership network, which currently includes about 20 vetted and reliable companies.
We conduct the selection and screening of candidates in three stages:
Finally, we introduce the candidate to the client on the condition all internal interviews are conducted successfully. It is essential to set up interviews promptly and have a few slots available for interviews during the week at a client’s side because candidates with high profiles are very competitive and require quick feedback.
After the candidate is approved for the project, we conduct the appropriate onboarding in our company, which includes:
Before the start of the project, we agree with the client on the basic workflow:
Our company covers all employee overhead costs for holidays, vacations, taxes, etc.
We conduct regular performance reviews and 180/360 feedback sessions with each specialist. We refer to our
clients for monthly feedback on employee engagement, HR for one-on-one meetings, and our tech/domain
leaders for professional supervision. Every specialist is expected to have an individual development plan, get
domain certifications and participate in professional education and knowledge exchange events.
In case of poor performance or negative feedback from the client, our company is responsible for replacing the specialist within the agreed timeframe.
Our rankings, cases, founder’s reputation
Softblues is a European software development company with offices in London, the United Kingdom, and Nordhalben, Germany, and a development center in Lviv, Ukraine.
We have robust recruitment processes which help us hire only the best talents on the market.
We prescreen all the candidates with our TechLeads to provide high-level compliance with the project for our partners.
Our talents have the English level of B2+.
We test and check candidates’ software skills and communication skills.
All our talents have European mindsets, making them quickly involved in client projects.
We are professionals in Agile – Scrum, Kanban, or a mixture like Scramban – run by certified PMs/Scrum masters in our team.
We have a whole stack of expertise in-house – backend, frontend, design, QA, and PM.
We provide dedicated HR, Legal, and Accounting Support for every Talent.
High hiring speed – up to a month for Senior Developer.
We propose competitive development rates.
We can start to cooperate without prepayment and charge once a month.
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