IT Staff Augmentation Service

Staff augmentation for IT purposes is a cost-efficient alternative to hiring in-house. The model enables you to add the required skills without investing in costly talent acquisition and retention. It eliminates the need to cover additional office equipment, taxes, employee benefits, and other expenses. Hire a top IT staff augmentation company to leverage expert resources at competitive rates thanks to a lower cost of living in multiple hiring destinations.

If you have previously hired developers only in-house or faced challenges with the IT staff augmentation process with other vendors, consider these points for more efficient integration of new team members:

• Share elements of your corporate culture during the interview;
• Define criteria for a successful onboarding;
• Provide timely access to corporate systems and platforms required for the job;
• Appoint mentors to speed up familiarization with the project;
• Make new employees a natural part of your team;
• Share your positive and negative feedback consistently.

No. IT staffing agencies usually charge a 15-20% fee for the annual compensation package. If you hire an IT staff augmentation company like Geomotiv, you only pay an hourly or monthly rate per developer without any additional charges. Besides, you get value-added services that go beyond simple sourcing an IT staff augmentation agency, including:

• Hiring & Recruiting;
• HR;
• Retention;
• Finance & Legal;
• Client Support.

It’s with Geomotiv. Consolidating all resources under a single B2B agreement (including NDA and Intellectual Property rights assignment clauses) with our company mitigates risks associated with individual contracts.

Geomotiv’s developer rates range from $25 to $60 per hour, depending on the region, specialist level, and other factors. Even if you consider long-term IT staff augmentation with our company, it is evident that it is cost-efficient to extend your team with our specialists. Unlike hiring locally, our best IT staff augmentation model lets you access affordable hiring locations while retaining the best quality of each potential hire.

Understanding the nuances of hiring in different countries involves adapting to diverse cultural, legal, and economic features. Our recruiters navigate challenges like local employment laws, cultural preferences, and labor market requirements. Additionally, factors like the level of expertise, the volume of available talent, and regional demand influence developer rates. This understanding ensures an efficient recruitment strategy, facilitating successful global talent acquisition.

No specific standard defining when an engineer becomes a senior is out there. It largely depends on each company’s experience and skills with this role. In this regard, we want to highlight the skills we consider essential for a senior developer:

• Diverse experience in different domains (2-3);
• Proficiency in 2+ programming languages with 5+ years of experience;
• Experience in related areas (e.g., databases, DevOps, etc.);
• Great soft skills, ability to work autonomously;
• Understanding of the relationship between business requirements and technical implementation;
• Mentoring experience.

Absolutely! Time-tested strategies have enabled us to access professionals with rare or even exotic experiences, including developers not readily available. We:

• Leverage a large candidate database obtained through networking and recommendations;
• Monitor niche chats and job boards;
• Source candidates from a tailored partner network;
• Utilize incentivized internal sourcing;
• Participate in specialized conferences.

Our company has provided quality software development services and IT staff augmentation in the USA  and worldwide for 14+ years. Our cross-functional team has profound business knowledge and an extensive understanding of the modern IT market. We strive to nurture long-term partnerships with our clients, as reflected in our retention rates: 70% of our revenue comes from those who have been with us for over 6 years. So, if your current vendor does not meet your needs, you can use our vendor transition services.

Yes! Geomotiv will approach your request with all the attention. If your project requires a stable long-term commitment from professional developers, you can count on us. We will source and/or hire the necessary specialists, ensuring they contribute extensive, diligent effort to your project.

No matter how urgent you need to hire the required pool of specialists, Geomotiv is up to the challenge. Streamlined recruiting processes enable us to provide you with appropriate resources in less than 2 weeks. Once you are ready to welcome a new member to your team, we’ll go above and beyond to ensure a fast onboarding process and efficient communication. Please note that we are responsible for the swift provision of required specialists, which you will manage on your end. This ensures your complete control over your project schedule, which is one of the advantages of IT staff augmentation over other types of outsourcing.

Geomotiv’s IT staff augmentation team has developed an efficient process to facilitate the successful onboarding of new specialists. Here’s what steps we take:

1. Sending access (Day 1): access for individual corporate email, communication tools, and internal documentation, including instructions for two-factor authentication.
2. Welcome intro call (Day 1): an overview of the company’s core processes, key personnel, reporting structure, administrative procedures, and documentation.
3. Welcome intro document (Day 1): a copy with all the required documentation.
4. 2-week check-in call: verifying access to work-related tools, systems, and resources, introductions to their team and management, one-on-one meetings with their manager or team leader, and assignment of tasks or projects.
5. 1-month check-in call: a one-on-one interview to assess their understanding of project processes, challenges encountered, and familiarity with the project domain.
6. 2-month check-in call: a one-on-one interview to discuss the progress, challenges, and integration into the team.
7. 3-Month check-in call: evaluation of the specialist’s performance; gathering feedback from the team regarding their integration and contributions; addressing any remaining issues.

1. Surging interest in tech roles.
   The projected percent change in employment for IT roles from 2022 to 2032 surpassed the overall average per the Bureau of Labor Statistics. Accumulated data reveals a significant surge, with an average growth rate of 25 percent for tech roles.
2. Local labor costs and tax burden.
   As of the end of 2023, Statista claims that software developers in Switzerland have an average annual salary exceeding $90k, outpacing their counterparts in the USA at $77k, Denmark at $63k, and Germany at $57k. Companies hiring at these locales need to cover different types of taxes (e.g., US companies pay federal (21%), state income(1-12%), and other applicable local taxes).
3. Focus on cost reduction.
   57% of executives emphasize that the primary driver for outsourcing is cost reduction, particularly through IT augmentation services, as revealed by Deloitte.
4. Growing interest from companies.
   In recent years, the portion of IT staffing services within global IT services sales has increased from 4% to 6%, according to Statista. This is one of IT staff augmentation trends that signals a notable growth in the adoption figures and significance of these services in the industry.

Say you’ve figured how to find a staff augmentation company. Now, you are ready to decide in favor of one of the service providers. Here is a checklist to help you select the best partner for staff augmentation:

• read reviews, testimonials, and case studies of previous projects;
• assess their communication skills;
• compare pricing models and contractual terms;
• request references from their previous clients;
• check their ability to hire and manage remote specialists in different locations.