15 Questions About Dedicated Team You Were Afraid to Ask Answered by CEO

dedicated team office

Hiring a dedicated team may be a challenging decision.

Will it work out?

Who will work on your tasks?

How good will be your communication and synergy?

Indeed, the hiring model seems risky, especially for those who have never worked with anyone but in-house developers. But the times are changing, and to keep up with your company’s software development needs and budgets, you need to look for alternatives.

Here’s a complete review of all you should know about a dedicated team.

Let our FAQs on the subject serve as an ultimate guide clarifying all ins and outs of hiring a dedicated team to dispel your fears.

1. What Is Dedicated Team?

A dedicated team is a recruitment service rendered to a client by a staffing vendor and presupposing the recruitment of software developers and IT specialists in a particular outsourcing location in compliance with the client’s job description with the purpose of long-term collaboration (6+ months), with the hired software development staff working on the client’s projects from the vendor’s local office while being fully integrated into the client’s in-house team.

This hiring model has some peculiarities: the team works on your projects full-time. It’s not part-time employment or freelance work – it’s a 40-hour engagement in your tasks. Such teams are created by the vendor from scratch, exclusively for your project specifics, and the candidate selection is conducted with proper regard to their soft and hard skills.

It’s important to consider both because the dedicated development team becomes a part and parcel of your in-house team, so it’s vital to achieve the proper interpersonal synergy.

The vendor of this service assumes all responsibility for your team’s recruitment and its official employment, accounting procedures, payroll, taxation, social package, the supply of required equipment and office space, and handles the administrative hassle of office rent, corporate events’ organization, team-building activities, and the like.

2. How Does Dedicated Team Model Work?

Please keep in mind that different vendors have different ideas of what a dedicated team is.

We at Qubit Labs keep to a classical version thereof suggesting that a dedicated team comprises a group of remote developers working from the vendor’s office and dedicating 100% of its working time to your project.

In other words, a dedicated team is hired from scratch specifically for your project and is not engaged in any other projects a vendor may handle for other clients.

This hiring model is thus juxtaposed to part-time employment of software developers on many clients’ projects that many outsourcing companies apply today.

The essential features of dedicated team recruitment are:

  • Custom recruiting. You don’t have to adjust your project or workflow to the ready-made team you hire. Your dedicated team is hired from scratch specifically in line with your project needs, so when working with a credible staffing vendor, you are always guaranteed a team perfectly suited to your job description.
  • Long-term projects. Since an entire team is compiled for your software development needs, there is no sense going the extra mile and building a software development team for a short-term piece of work. Thus, when talking about dedicated teams, we mean employment for 6+ months and not on a project basis but as a form of full-time engagement in a long-term project.

It’s possible to hire dedicated web developers both in the framework of IT staffing and outsourcing approaches, with the only difference in the pay structure.

3. What Is Dedicated Software Development Team Structure?

Large-scale vendors usually deal only with large teams, while middle-sized vendors can work even with one-person dedicated teams.

The team structure generally depends on the project specifics and availability of certain specialists in-house. Any software development team should have:

  • web developer
  • software architect
  • designer
  • QA specialist
  • product manager
  • business analyst.

These should not necessarily be separate persons, as some companies prefer to hire full-stack developers instead of having a separate front-end and back-end expert in the team.

So, regardless of the team size, you should make sure that all these duties are covered by some team member.

As for the number of people that a well-functioning team should include, we recommend following the “two-pizza” rule – it says that if you can feed you team with two pizzas, it’s OK.

If not, then it’s too large. With this in mind, you should keep your development team size somewhere between 5 and 8 people, which is the optimal size in terms of communication and work process coordination.

4. What Are Benefits and Risks of Dedicated Team Model?

Hiring a dedicated team of developers offers some advantages and disadvantages to you as an employer.

Benefits

These pros distinguish the model from other hiring models presupposing remote staffing and include:

  • Ability to check the developer’s hard and soft skills on your own. You choose each developer to YOUR team, even though it is a remote one. Thus, you should be confident about the matching values, work philosophy, attitudes, etc. The vendor’s recruiter conducts a preliminary check of the candidate’s soft skills, but you are the one who evaluates each candidate and the prospects of working with him or her.
  • Hiring any number of developers. In our understanding, a dedicated team is a hiring model presupposing the custom recruitment of developers for full-time employment in your project, at least for 40 hours a week. In this way, the dedicated development team structure is completely flexible, allowing you to hire any number of coders. It may consist of one person at first, and can be expanded with time. But keep in mind that while the number of coders in a team is generally unlimited, the moment may come when your team grows large enough for establishing a separate R&D.
  • Integration of the dedicated team into your company. Such a team is not a group of freelancers employed when a short-term staffing need arises. Neither is it project-based outsourcing without direct client-developer communication. A dedicated team is a full-fledged part of your company’s staff 100% integrated into your in-house team, sharing your corporate culture, values, etc.
  • Complete budget control. Unlike the per-hour pay model typical for short-term projects, this dedicated team enables the preliminary budgetary planning because of a fixed, understandable monthly fee. We at Qubit Labs explain the cost structure to each client to ensure transparency; the cost typically comprises the developer’s salary and our service fee of a vendor.
  • Direct management of the team. You may interact with the dedicated team directly on a daily basis without any intermediaries, which eases the process of project management and removes major communication barriers. Thus, we recommend keeping to a usual communication model similar to that of in-house teams.
  • Focus on your project. Hiring a dedicated team is an all-in-one solution that allows you to focus directly on your software product creation instead of going through all the hassle of office rent, equipment purchase, management of supplies, etc. Here a vendor does all this instead of you – conducts payroll to the team members, calculates and pays taxes, manages all legal issues related to team’s official employment and the corporate culture.

Challenges

As soon as you decide to hire dedicated developers, we recommend taking certain constraints of this model into consideration.

First, it’s inappropriate for short-term and small-scale projects.

A dedicated employee is recruited specifically for your project, for full-time employment, and is integrated in your in-house team, which is a lengthy and tedious process.

Why take such pains to work on a project for 2-3 months only just to start a new job search after its completion?

That’s not what a regular coder would agree to, so dedicated teams work best for long-term cooperation.

Second, keep in mind that it takes time to find and hire an ideally fitting developer for your project requirements.

The process involves hiring from scratch, which is time-consuming because of loads of resumes our professional recruiters have to scan.

After a preliminary resume review, recruiters also conduct initial interviewing to check the job candidates’ availability and save you from the trouble of interviewing coders not interested in your vacancy right now.

Thus, the hiring procedure usually takes up to 3 months in the USA (which is serious problem of local recruiting).

In Ukraine, however, the turnaround times are much shorter, normally taking up to 2-4 weeks only.

Third, you are the one who bears the responsibility for team and project management.

As soon as you outsource any development tasks, a project manager assigned by the vendor is in charge of their completion.

As a result, you get the ready product with quality guarantees from the vendor.

The system works differently with dedicated teams; when you hire dedicated staff, the vendor is responsible only for administrative issues and recruitment, while the technical side of software development is on you.

Fourth, you need to ensure the proper integration of your dedicated developers into your in-house development team.

Project success depends on how well the in-house and dedicated teams work together and whether they form a productive synergy.

To achieve that, you need to set up effective communication channels, conduct a proper onboarding process, and arrange regular team-building activities.

5. Which Types of Businesses Does This Model Fit?

The dedicated team model is universal for all types of businesses that hire new staff with long-term collaboration in mind.

It’s the best option for your business if you:

  • Don’t have a recruitment department
  • Need to expand your development team
  • Need a specialist with a specific tech stack or particular industry experience
  • Want to keep the entire process under control without delegating it to subcontractors

Here are the business types that benefit most from dedicated teams.

Startups

A dedicated team is an ideal solution for a startup in any sector as most investors’ major requirement is – no freelancing, no outsourcing.

They require the startup to have a full-time in-house team, which may be flexibly and conveniently accomplished by hiring a part of the team in-house and complementing it with the needed dedicated staff on demand.

In addition, startups usually hire only staff critical for business development, so they need an HR department badly, while at times having no budget to cover its cost.

With a dedicated staff vendor, any startup receives the full employee management package such as HR management, retention activities, and the like without the need to hire HR specialists to the team.

SMB

Small businesses don’t have HR managers and recruiters as a rule as they are unable to provide the full-time workload for these experts.

It’s much wiser to delegate the team recruitment task to an external vendor as a measure for cost optimization.

Large corporations

While large companies employ their own HR and recruitment departments, they often lack flexibility and responsiveness, thus making the recruitment process last for months.

Such organizational inefficiencies cause financial losses that are avoidable in case a recruitment vendor is hired.

Moreover, corporations rarely cooperate with freelancers.

So, setting up their own dedicated team is a convenient solution to staffing shortages and needs at any point in time.

6. When to Consider Dedicated Team Model?

Every staffing decision has its proper timing, so how to tell when it’s time for you to hire a dedicated developer?

Here are some sure signs that you need one:

Talent shortage

Many businesses still resort to the old-school method – hiring in-house. They are attracted by having the team in your direct control, communicating and coordinating all projects tasks in no time personally, and generally keeping their hand on the pulse of product creation. But as soon as you start looking for new employees, you realize that there are no suitable professionals in your region – either by technology or by pay rate. Thus, instead of making concessions and changing your product’s technical specifications to fit the available local talent, you may look for ideal matches in terms of expertise and tech stack elsewhere.

Budgetary limitations

Another common cause for hiring dedicated staff is your wish to keep the budget for your software project down to minimum. There may be many reasons for that – either you are just starting out and have to launch a new project without draining your financial resources, or local development rates are generally too costly for your firm’s current profitability level. In any way, it’s always better to get more by paying less, isn’t it?

Time constraints

The technological progress is so rapid today that any unnecessary delay may ruin your project and make it obsolete before it’s launched. Finding in-house staff is a lengthy process as you need to be perfectly sure that these employees will work for you for years. Otherwise, why suffer the trouble of concluding a contract, purchasing new equipment, paying taxes for them, and generally investing time and effort into their integration into the team? Thus, as soon as you realize that the deadline is looming near, and you still have insufficient staff to complete it on time, it’s high time to look for dedicated developers.

Lack of the industry expertise

Today’s tech market is booming with new hype technologies, and your market success often depends on how well you embrace the new emerging opportunities. Thus, it’s vital to find a developer specializing in the new technology and able to give you outstanding results on the project. What to do if there is no such professional in your region? Hire a dedicated one in another location!

New market entry

When planning a new market entry, you should think strategically about getting closer to the target audience, understanding their culture, values, and needs. This may be done best if you engage local developers into the project. Such specialists will deliver a fresh perspective to the project and will insights into how it should be best tailored to achieve a buy-in among local consumers. In such situations, creation of a synergetic team by combining your in-house specialists and locals is a winning strategy for any new product launch in a new location.

7. What Is Cost Of Dedicated Team?

Hiring a dedicated service team follows two pay structures depending on your preference:

  • Developer salary and the vendor’s fee
  • Time and material-based pay

Let’s take a closer look at each of them and consider dedicated team vs time and material.

The first model is more common among IT staffing companies.

The cost of such service consists of the developer’s salary and the vendor’s fee, which is open information. You always know how much you will spend on the dedicated team per month.

First comes the base pay to that your developer will earn.

Here you can’t claim any discounts because it’s the salary paid directly to your employee.

However, you may influence the salary by choosing a candidate appropriate for your budget.

Feel free to study Ukrainian developers’ salaries here.

You are in direct control of the developer’s salary and can give a raise, issue bonuses for excellent performance, etc.

Add the vendor’s salary to this fee.

The service fee typically includes the team maintenance expenditures (e.g., office rent, equipment, social package, extra perks, etc.).

There is a standard fee that you pay per team member, but you may get an attractive discount in case of eligibility for the loyalty program (e.g., Qubit Labs provides a discount for hiring 5+ team members).

In our opinion, it’s the most stable pay model because it enables easy budgetary planning.

The second model presupposes an hourly pay to each of the dedicated team members.

Since working in a dedicated team presupposes full-time employment, you will have to pay for 40 hours/week to each software developer.

Multiply that number by the hourly rate and number of your coders in a team, and here you are with the monthly budget.

This model may see convenient and flexible to many of you, but keep in mind that it often doesn’t show how much the coder gets from the hourly fee you pay.

Thus, it lacks transparency.

In addition, the model does not take in account overtime work. So, if your team needs more hours a week to complete your project, then your budget will grow.

An alternative to these two models is a fixed-price dedicated team, which is nevertheless very rare in the sector.

It’s traditionally used for paying for short-term projects that require several hours or days of work and don’t need full-time, long-term developer engagement.

Thus, once the workload is more or less clear, you may establish the budget for such temporary employment more or less precisely.

As you can see, the sum you pay for a dedicated team is always a salary of the developer and the service fee of the vendor.

But depending on the chosen model, you either know the ratios or don’t.

8. Extended vs. Managed Dedicated Team – What’s the Difference?

These two models differ by who manages the team.

How does an extended team work?

It is a solution to your need to expand the team with one or several full-time developers. There is a Project Manager in your in-house team responsible for managing the entire development process. Maybe it’s not a PM but a CTO – it doesn’t matter. The essence is in the organization and oversight of management processes on the client’s side.

How does a managed dedicated team work?

It is a solution to your need to expand a team with a large number of developers and to hire a person who will manage them at their location. In such cases, the vendor hires a full-time Project Manager who oversees several projects at the same time. The essence of this model is thus in the project oversight on the vendor’s side. But unlike the outsourcing model in which the client communicates with the team indirectly, only through the Project Manager, the dedicated team model presupposes your direct contact with the entire team.

Which Model Is Better for Me: Dedicated Team vs Time and Material?

I would not compare the two systems as one of them stands for the organization of teamwork and its management (dedicated team), while the other one relates to payment (time and material).

A dedicated team is more suitable for long-term projects.

It’s a complete analog of full-time work in an office, but the difference is only in the distance between your company’s headquarters and the team’s workplace.

The time and material approach is universally suitable for long-term projects and for the project types in which it’s hard to estimate the workload in advance.

So, as a result, it involves your payment for the time that the team spends on the development of your product.

It may be 160 hours or more (in case overtime is included), which poses a budget planning challenge.

9. Which Country Is Suitable for Setting Up Dedicated Team?

Choose the country in which it will be comfortable for your business to operate.

  • Take time zones into account. The in-house and dedicated teams should have at least a couple of hours of a working time overlap to organize online communication. If you are OK with minimal time overlaps, opt for offshore outsourcing, while achieving a greater time overlap is possible if you choose nearshore outsourcing.
  • Mind the distance. It matters much for some companies. If you plan to visit your dedicated team on a regular basis or if the team members have to attend the headquarters every now and then, it’s better to have a remote team nearby or at least in a location that is comfortable for travel.
  • Consider the labor market. It’s vital to conduct preliminary research and examine the talent pool available in the target outsourcing location. You should also pay attention to the quality and level of candidates’ education in that location to be sure that your dedicated team will grow sustainably with new worthy talent added on demand.
  • Study the pricing. Think of your budget – which dedicated team can you afford. But don’t focus on the lowest rates as they often conceal some hidden cost or come with a quality compromise. Learn the average developer rates across your outsourcing destination country to know for sure that you don’t pay unreasonable extras or not to fail a job search process because of a too low salary offer. Don’t forget about the pricing structure – when hiring a dedicated team, you pay not only the developer’s salary, but also the vendor’s service fee.
  • Legal aspects matter. Make sure to find a destination country for your dedicated team with which you have no legal frictions. For instance, the U.S. companies work with European ones without problem if both have a VAT number. Having a remote team in the your country is associated with higher expenditure as the tax deductions will be more considerable.
  • Think of banking issues in advance. Take into account that some countries do not accept PayPal for financial transfers. Thus, you need to plan some alternative payment methods to organize timely salary transfers to your dedicated developers without excessive fees.
  • Political climate. Finally, it’s vital to consider the political relationship between your home country and the dedicated team’s country. Check whether there are any sanctions, any hostility, or any potential of political conflict.

10. 8 Criteria of Reliable Vendor

As soon as you are clear about the time zone and country, it’s high time to select a staffing vendor for collaboration. Rely on the following quality criteria:

  • Similar values
    Common corporate values should be present not only at the “employee-employer” level, but also at the “partner-partner” level to ensure fruitful, smooth collaboration with your staffing vendor. If one company is crazy about innovation and the other one opts for old-school solutions, you shouldn’t expect any beneficial partnership to arise.
  • Pricing
    “There’s no such thing as a free lunch” and “not all that glitters is gold” – keep these two rules in mind when choosing a vendor by the price rates and try to find a proper balance between them.
  • Communication
    Communication should be effective and smooth. If you receive timely and full responses to all your queries, it’s a good sign of a reliable, reputable vendor. Live communication is a plus, as well as an offer to get acquainted with the vendor’s top manager. Look out for such companies with a transparent, open communication approach.
  • Safety
    Software products are strategically important assets of any company in the modern tech-reliant era. So, it’s better to secure your investment and to conclude a thoroughly written contract with the vendor and all employees, as well as craft a solid NDA to protect your intellectual property.
  • Testimonials
    Don’t expect the staffing vendor to show you any portfolio in a traditional sense of this word. Portfolios are more typical for outsourced coders who work on a project basis. For dedicated team vendors, cases and testimonials are a better opportunity to evaluate their credibility. You may find them at the vendor’s official website or at external resources such as Clutch, Goodfirms, and AppFutura.
    You may also ask the vendor for contacts of previous clients and get in touch with them to get first-hand reviews.
  • Internal team structure
    Why would you need that? Not to become a victim of one-day firms and scams. If the company has a core team (e.g., top managers, HR, marketing staff, etc.), it arouses more trust than a one-man firm comprising only an account manager. Also make sure to ask for details about the recruiting team – recruiters will become your primary assistants in the dedicated team’s hiring process. Their number and expertise will determine whether you’ll have a team and whether it will be a good, coherent one.
  • Vacancy closure time
    Inquire about the time spent on the vacancy closure on average. Many factors affect that indicator (e.g., the quantity of developers with the needed tech stack in the destination country, their expected salary), but it’s always possible to formulate some average duration. Ask the vendor about the previous experience of vacancy closure. If vacancies are closed in your country quicker than in the vendor’s location, then you have probably selected the location wrongly.
  • Ability to visit the vendor’s office
    It’s simple – if you can attend the office and see for yourself in which conditions your dedicated team will work, the level of trust between you and the vendor is high. In case the vendor doesn’t allow office visits for clients, it should be a red flag suggesting that the firm may not have the office it claims to have, so be cautious.

11. How to Hire Dedicated Developers?

So, you’ve realized the need to hire new developers. What’s next?

  1. Prioritize your needs – whether your staff should be in-house or remote, which technology they should be well-versed with, how many years of experience they should have, whether you need a PM to manage the remote, how many more people you need overall, etc.
  2. Analyze the available hiring models and realize that you need a dedicated team. Maybe you’ll find it challenging to consider all pros and cons, so you may contact a staffing vendor to dispel all your doubts and get a professional consultation on all ins and outs of dedicated staff. Some vendors provide consulting services as well.
  3. Research the market and analyze vendor offers. Choose the country in which it will be more convenient for you to set up a dedicated team (check it for any conflicting legislation and convenience of currency exchange/transfer). Check whether the country has a sufficient software development talent pool; it’s essential for forward-looking companies focused on expansion and scaling. What about programmers’ salary, English proficiency, education in general? Vendors often issue detailed industry analysis reports. For instance, you may study Qubit Labs’ market analysis here.
  4. Choose several vendors and conduct negotiations with them. We don’t recommend selecting 10-20 vendors for the negotiation stage as up to 5 vendors is an optimal number to handle within one country. Since the labor market is the same, dozens of vendors will hardly be able to offer you something distinct. Thus, contacting so many of them is most likely a waste of time. Don’t hire several vendors in one destination as they all look for candidates on the same labor market, and paying to several vendors able to offer you the same candidates is a waste of money. Criteria of vendor selection are a separate point of discussion.
  5. Clarify which specialists are required for your dedicated team in terms of their tech stack, seniority level, and other skills.
  6. Compile a detailed job description – either on your own or together with the hired vendor.
  7. Get acquainted with the vendor’s recruitment department. These are the people with whom you will collaborate closely in the following weeks, so it’s critical to establish close, trustful relations with them.
  8. In 7-10 days, you’ll receive the first set of pre-screened resumes. Candidates that do not fit in terms of hard skills are weeded out at once, while the following screening round excludes those who are a mismatch by soft skills and English proficiency. Sometimes recruiters may need to consult with you on some essential points, for instance, questions of candidates’ concern, etc. Thus, it’s vital to keep constant contact with the recruiters not to lose great job candidates.
  9. You task as a client is to review the resumes and give feedback to recruiters. If the candidate is OK, you discuss the optimal job interview time with the recruiter. If you don’t like the candidate, then it’s critical to explain what exactly doesn’t fit – such feedback will simplify further candidate search and will save your precious time.
  10. At the job interview, you are free to check whatever skills you want. But don’t forget to verify whether the candidate will integrate into your team smoothly, whether he or she shares your company’s values, and whether he or she can work with colleagues on a remote basis.
  11. If the job interview results satisfy you, you are welcome to inform recruiters about that, and they give the candidate a job offer.
  12. If the candidate accepts the offer, you discuss the date of his/her start date.
  13. Make sure to conduct the process onboarding on the new employee’s first working day. Give access to all systems, provide all relevant information about whom to contact in case of emergency, explain how the task management system works, familiarize him or her with the rest of the team. It’s critical to hold onboarding for every dedicated team member.

Overall, this description is schematic. It may happen that only a couple of points will coincide with your specific project. You may search for several candidates for several vacancies at the same time, which is also common in dedicated teams. Some clients wish to compile teams based on the psychological types, not only based on tech stack. For instance, they hire programmers of the A-player type, leaders, etc. In such instances, the vendor’s recruiters will pay more attention to the employees’ complementarity and match in a team.

12. How to Choose Softare Developers for Team?

It depends on the individual task and requirements, but it’s always important to check whether:

  • the candidate can work in a remote team (preferably, the new employee should have some experience in this area; it will make it easier to streamline the work. But even if such experience is lacking, colleagues may help him or her if the dedicated team is not a one-person project);
  • the candidate is able to communicate and negotiate (it’s highly unlikely that in-house and dedicated teams will have a full time zone overlap, so you should make sure that meetings are as effective as possible. Even if work schedules coincide to a large degree, it’s still vital not to waste time on empty talk and to discuss all work-related issues constructively and briefly);
  • the employee is good at written self-expression (dedicated team’s communication takes place mostly in the written form, so it’s critical to make sure everyone can understand each other and communicate intelligibly);
  • the dedicated team’s mentality matches your corporate culture (the cultural match ensures a buy-in of your corporate culture, raises the team’s morale and commitment, and guarantees much better collaboration outcomes);
  • the candidate possesses solid problem-solving skills (model some situations and ask the candidates how they would act in such scenarios or how they did act in case such situations ever occurred in their work).

13. 10 Rules to Keep Team Motivated

Before hiring a dedicated team, you should take into account that its engagement presupposes quite a different approach. The dedicated staff requires motivation as much as the in-house staff does, but with some peculiarities in the process. Here are some tips for doing it in the best way:

Rule #1: don’t draw a divide between the in-house and dedicated development teams
A typical mistake is to treat the in-house staff as superior, and the dedicated staff as inferior, which is deeply wrong as everyone’s labor is valuable.

Rule #2: Issue similar rewards to in-house and dedicated staff
It relates to all bonuses, premium payments, vacation leaves, corporate events, and other extra perks. Make sure that all staff enjoys equal access to these extras to keep staff enthusiastic and committed to your job.

Rule #3: Give timely feedback
Feedback is crucial in the proper operation of both in-house and dedicated teams as critical component of the employee-employer relationship.

Make sure to praise your staff for good performance, which is highly motivating, and to reprimand them in case of poor performance or serious errors.

No matter whether you do it orally or in a written form – any kind and form of feedback is valuable as it helps employees understand whether they are on the right way, how you evaluate their performance, and what needs to be improved.

Rule #4: Invest in smooth communication
Well-tuned and streamlined organizational processes contribute to team effectiveness enormously.

If it’s about communication – make it organized in one channel, be it Slack, Skype, or any other (but not fragmentation across several channels).

Don’t surprise employees with spontaneous meetups as such work distractions are very irritating. If you use any task management system https://qubit-labs.com/project-management-remote-development-teams/, make sure that every team member has a firm grasp of how it works and understands his/her roles and tasks.

Rule #5: Take care of team cohesion with team-building activities
It’s highly recommended to create some informal space to allow staff to communicate on non-work-related issues.

Such informal communication gets people closer, which helps them achieve greater work cohesion as well.

Be it a chat or some video calls with non-work activities – it’s the matter of your creativity what to invent for facilitation of communication, but it will surely pay off.

Rule #6: Focus on performance-based rewards
As a rule of thumb, office employees get a raise more frequently than dedicated staff does.

But this approach is inherently wrong as the employer should evaluate staff not by their status in the company, but according to their performance.

Thus, giving raises to dedicated developers in case of their outstanding performance is a perfect opportunity to tell them how you value their contribution.

Rule #7: Choose new staff based on tech and soft skills
A senior-level expert with in-depth knowledge of your target technology is surely a rare finding.

But what if he/she is totally incapable of working in a team?

That’s what you need to check as well, hiring new staff not only by the tech stack but also by evaluating their soft skills such as leadership, communication skills, sharing your values and vision of the product, and the sources of his/her work motivation.

Such a combination of tech and soft skills guarantees a surer fit between you and the new staff member.

Rule #8: Invest time into proper onboarding
Hiring a dedicated team is not similar to freelancing presupposing the completion of some small task without any integration into in-house processes.

The dedicated developers become a part of your in-house development department, so it’s vital to provide them with proper onboarding such as the introduction to the job, a face-to-face (or at least online) acquaintance with the in-house team, explanation of all organizational processes, communication structure, etc.

Rule #9: Visit your dedicated team
While at times it may be impossible, in most cases, paying a welcome visit to the vendor’s office to have a personal acquaintance with a new development team should not be much of a tragedy.

A personal acquaintance is always a positive motivator as the dedicated staff members don’t feel as if they are your company’s outsiders.

Rule #10: Build a strong team culture
Culture is the underlying layer of employee motivation as it represents a set of values, attitudes, and beliefs that all staff members share.

It acts as the ‘glue’ that makes teams work cohesively, so investing proper time and effort into introducing your dedicated staff to your corporate culture https://qubit-labs.com/how-build-strong-team-culture-offshore-developers/ and achieving their buy-in is critical for long-term, committed work.

Onboarding, staff retention activities, team-building, and extra-work events help create and support a strong culture.

14. Any Examples of Dedicated Teams?

While it’s all god in theory, you may be wondering what Qubit Labs has to do with that, and how all these principles are implemented in our work practices.

Let’s see!

Until now, we have been discussing theoretical issues, but now it’s time to support them with practical cases.

Besides the reviews that Qubit Labs has at Clutch.co, our company also has a separate portfolio.

It surely differs from the portfolio of outsourcing vendors that may boast ready products like apps, websites, etc.

Our service is team recruitment, so we don’t have any bright images or breathtaking figures to impress you.

We focus on your motivation: what problems you encounter in-house, why you have decided to establish a dedicated team, and why you chose our company among others.

Here you can also learn about the speed of vacancy closure in Ukraine and the recruitment conversion rates (scanning 100 resumes is not equal to interviewing 100 people as some candidates do not fit in terms of tech stack, others are a mismatch in terms of soft skills, and some programmers are not ready for a career change or have too high salary expectations).

We also provide a detailed breakdown of our recruitment process.

It’s usually identical for all technologies and involves finding and screening resumes, preliminary job interviews with the recruiter, the client’s review of selected resumes and selection of candidates for interviewing, the actual job interviewing by the client, and the client’s feedback.

If you want to get a firm grasp of how an outstaffing company like Qubit Labs processes clients’ queries, here is our article about internal processes.

Here are some of our notable business cases:

Hiring an extended and dedicated team for the SMB travel project for a Swedish startup.

Qubit Labs recruiters located a mid-level front-end developer with knowledge of JavaScript, Ruby, HTML, CSS, and Webpack.

How Did Qubit Labs Help to Create the Next Booking.Com?

Closing the skill gap in a Belgian logistics company.

Qubit Labs recruited a talented back-end developer with a tech stack including .NET, JavaScript, HTML and CSS skills, closing a vacancy in the record 14 days.

Qubit Labs Fills Asp.Net Skill Gap in Belgium in Two Weeks

Recruiting a team for the game development startup in three weeks.

The dedicated team set up at Qubit Labs included middle and senior Unity developers, a Project Manager, and a QA tester.

Setting up a Managed Team in Three Weeks – Like a Piece of Cake

Hiring Elixir and Rust coders for the crypto business in Germany.

Organizing personal interviews with top selected programmers in the Kyiv office of Qubit Labs.

Qubit Labs Hiring Magic for German Business Consulting Firm

15. Why Get Dedicated Team with Qubit Labs?

So, coming up to the final point – why should you opt for hiring Qubit Labs if you consider setting up a dedicated team in Ukraine? Here are some good reasons:

  1. Large database of developers
    For years of our stable work in the Ukrainian labor market, our recruiters have created a huge programmer database, so we can help you with any tech stack and any seniority level of coders – from junior to senior.
  2. Direct communication with recruiters
    We removed all bureaucracy for you to know the vacancy status and to enjoy robust, quick communication. You give feedback directly to the recruiters so that they understand what candidates to look out for. Such mutual understanding simplifies and speeds up the hiring process overall.
  3. Transparent costs
    We at Qubit Labs always explain pricing in detail and never charge any hidden fees. We are confident that the client has the right to know how much his/her employees earn as they are an integral part of his/her team.
  4. Bespoke recruitment
    We don’t have pre-tailored solutions and always hire coders from scratch for each client’s specific project requirements. There are no developers on a bench here – each is found specifically for your needs.
  5. Easy management
    Qubit Labs favors direct management of the dedicated team, so you communicate both with the Project Manager in our office and with each team member. We provide full-time and part-time PM options depending on the workload that your team poses.
  6. Team perks
    Qubit Labs takes care of your team’s extra benefits such as insurance, team building activities, and corporate events.
  7. Management of all administrative hassle
    We provide your dedicated team with office space, all needed equipment, and manage the accounting and legal hassle for you to focus on the development process.
  8. HR management
    We have an HR manager who monitors the team’s morale and resolves conflict if it arises.
  9. Security
    Your intellectual property remains yours as your full-time employees work with it. They all sign an NDA before the start of work on your project, so you are assured of top security of your corporate data.
  10. Free candidate replacement
    If you see that the candidate doesn’t fit your project in any possible way, we guarantee free replacement of that employee in record time not to undermine your deadlines.

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Instead of Conclusion

Hopefully, you now have a full idea of what the dedicated team model represents and why it is beneficial for your business.

No need to pay extra to local developers; no need to seek quality compromises. Qubit Labs helps you access the booming Ukrainian market of coder talent to fulfill your ambitious software development plans and embrace emerging market opportunities.

Transparent pricing, competitive coder rates, a quick and easy vacancy completion pipeline – that’s all you get here from seasoned outstaffing experts of Qubit Labs.

Iva Kozlovska
Managing Partner
Iva Kozlovska is a Managing Partner at Qubit Labs. She specializes in recruiting, talent resources, and building development teams. Mrs. Kozlovska has been working as an HR for 10+ years, and she got to the conclusion that it’s soft skills that matters a lot. She applies her knowledge of psychology to building development teams – Mrs. Kozlovska holds a Master’s Degree in this discipline and she is a certified user of Thomas International Personal Profile Assessment.
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