Building the right team
We know building the right team isn’t just about hiring—it’s about ensuring long-term success. That’s why we focus on transparency and knowledge retention, so your supplier team stays aligned and productive without unnecessary disruptions.
Wondering how? Let’s break it down.
Sharing Candidate assessments9.01.03
Why does hiring for your offshore team feel like a guessing game?
You’re not just looking for someone who checks the right boxes on paper—you need someone who can actually work with your team, adapt to your way of doing things, and navigate the cultural and time zone differences. But all you get is a resume and a quick summary. No real sense of how they think, how they work, or whether they’ll actually fit in.
So, you take a chance. And a few weeks in, you realize they’re struggling—maybe their problem-solving approach doesn’t match yours, or they’re not as independent as you expected. By then, you’ve already lost time, and fixing the mismatch isn’t easy.
How does sharing candidate assessments help?
- Clear assessments on willingness, ability, talent, competency, and cultural fit.
- Summary and detailed views provide a well-rounded perspective.
- Streamlined process for the first three team members ensures alignment from the start.
What You Get
Easier decision-making with structured insights.
Faster team ramp-up with better alignment.
A hiring process that adapts smoothly to your expectations.
Want to build the right team effortlessly? Start with transparent candidate assessments.
Read about the time when a simple online shopping insight transformed our client’s hiring process.
Candidate’s 1 min video9.01.04
Why does hiring offshore always feel like such a juggling act?
Your schedule is already packed, and now you have to find time to interview candidates in a completely different time zone. Early mornings, late nights—it’s constant struggle. But skipping the interview isn’t an option either. You still need to know if they can communicate well, if they actually understand the work, if they’d fit in with your team.
There has to be a way to get a feel for the candidate without the endless back-and-forth of scheduling.
How does candidate’s 1 min video help?
- Quick insights into the candidate’s personality, communication, and confidence.
- Faster decision-making with a real sense of the person behind the resume.
- Aligns expectations early, reducing mismatches in later hiring stages.
What’s in It for You?
Easier and more informed hiring decisions.
Saves time by filtering candidates more effectively.
A streamlined hiring process with better alignment from the start.
Want to hire the right people effortlessly? Start with a 1-minute candidate video.
Share team Hiring Assessments & Performance Reviews9.03.01
Why does a bad hire only become obvious after months of lost time and money?
You bring someone on board, expecting them to hit the ground running. But a few months in, things don’t add up. They’re struggling, deadlines are slipping, and the team is picking up the slack. By the time it’s clear they’re not the right fit, you’ve already invested too much. And worse—you’re still paying for them.
Replacing them isn’t easy either. Firing feels like a setback, and retraining takes even more time. So you wait, hoping they’ll improve, but deep down, you know—you’re just delaying the inevitable.
How does share team Hiring Assessments & Performance Reviews help?
- Hiring assessments ensure candidates meet expectations before onboarding.
- Performance reviews provide visibility into growth, strengths, and improvement areas.
- Proactive management of underperformance prevents long-term project risks.
What You Gain
A stronger, more reliable team from day one.
Increased transparency and trust in team performance.
A structured approach to maintaining high team standards.
Want to build a high-performing team? Start with shared hiring insights and performance tracking.
Blog to be written
Expect a discount in case of lower Performance9.03.02
Why does performance only seem to slip after it’s too late to do anything about it?
At first, everything looks fine. The new team member is onboarded, tasks are assigned, and things seem to be moving. But a few months in, you start noticing the gaps—missed deadlines, incomplete work, and a lack of impact. By the time it’s clear they’re underperforming, you’ve already paid for months of subpar output.
What’s worse? There’s no adjustment, no recalibration—just the same full invoice, month after month. And even if they’re put on a performance plan, you’re still the one absorbing the cost. Shouldn’t accountability work both ways?
How does expecting a discount in case of lower performance help?
- Performance-based pricing ensures fairness in billing.
- Underperforming team members on PIP lead to justified cost adjustments.
- Encourages continuous improvement and accountability.
What’s in It for You?
Increased transparency and trust in team contributions.
A structured approach to managing performance issues.
Higher engagement and stronger supplier relationships.
Want to ensure you get what you pay for? Align costs with performance today.
Blog to be written
Mandatory rotation of team members9.02.01
Why does all the built-up knowledge walk out the door just when things are running smoothly?
You invest months—sometimes years—into building up a team that truly understands your project. They know the codebase inside out, anticipate problems before they happen, and keep things moving efficiently. And then, suddenly, they’re gone. A resignation email, a two-week notice, and just like that, all that knowledge disappears.
Bringing in a replacement isn’t the problem—getting them up to speed is. By the time they learn what the previous member knew, you’ve lost weeks, maybe months, of momentum. And if the same cycle keeps repeating, it begs the question—why isn’t knowledge staying where it belongs?
How does mandatory rotation of team members help?
- Team members are rotated after 2.5 years to prevent stagnation.
- Key roles like Tech Leads/Architects can extend tenure by an additional year.
- A structured 3-month shadowing ensures seamless knowledge transfer.
What You Gain
Reduced knowledge loss due to attrition.
Continuity in expertise without disruptions.
A more engaged and dynamic team ready for evolving challenges.
Want to safeguard your knowledge buildup? Implement structured team rotation today.
Blog to be written
Consultative engagement for hiring9.01.01
Why does hiring for an extended team feel like a shot in the dark?
You sit down with the supplier team, tell them what you need—specific skills, experience levels, tech stacks. They nod, take notes, and come back with candidates. But six months later, things start shifting. Your product roadmap takes a turn, new integrations are needed, AI capabilities are being discussed, and suddenly, the team you hired isn’t fully equipped for what’s next. The supplier team didn’t see it coming—because they weren’t part of the bigger conversation.
And now, you’re stuck. The team you hired isn’t quite right anymore. You could try retraining them, but that takes time—time you don’t have. Or you could go through the whole hiring process again, but that’s another headache. And deep down, you know this isn’t a one-time problem. It keeps happening. The roadmap shifts, the needs evolve, and you’re always playing catch-up. What you really need is a team that’s in sync with where you’re headed—not one that’s constantly trying to keep up.
How does consultative engagement for hiring help?
- Understand your product and technology roadmap to align hiring needs.
- Stay ahead of industry trends to build a future-ready team.
- Propose the right talent based on scope and functionality.
What You Gain
Strategic hiring aligned with your vision.
A supplier team that evolves with your business.
A trusted advisor relationship for long-term success.
Want to build the right team for the future? Start with consultative hiring today.
Learning Customer Hiring Approach9.01.02
Why does hiring the right team feel like a never-ending struggle?
You’re busy. Your plate is already full, and now you’re expected to spend hours reviewing candidates, scheduling interviews across time zones, and explaining your hiring philosophy—again and again. But skipping the process isn’t an option either. You need people who fit, who understand your expectations, and who won’t slow things down once they’re onboarded.
And yet, every time a new hire is needed, it feels like starting from scratch. The supplier team presents candidates, but they don’t quite align with what you’re looking for. You don’t have time to fix their hiring approach, but without that alignment, you’re stuck in an endless loop of interviews and rejections. Wouldn’t it be easier if they just knew how you hire—so they could bring you the right people from the start?
How does learning customer hiring approach help?
- Understand your hiring philosophy, JDs, and approach through a recorded session.
- Reduce back-and-forth by aligning early on expectations.
- Simplify decision-making with a structured, informed process.
What You Gain
Faster and smoother team extensions.
Less time spent on repetitive hiring discussions.
A supplier team that adapts seamlessly to your needs.
Want effortless hiring alignment? Start by sharing your approach today.
Blog to be written