This is the final article in a series about where outstaffing is effective. This model of work is very relevant for startups and young companies, where there are no established processes yet and a wonderful spirit of creative chaos reigns.
The undoubted advantage of working with outstaffing is high flexibility in expanding and reducing the team. After hiring one specialist, further expansion occurs much faster. In a couple of days, you can hire up to five new specialists. At the same time, the reduction of the team is also simple: you just need to notify the contractor about the disconnection of specialists, and within the agreed period they will transfer all the work and leave the project.
Case
Are there projects without testers? There are. Sometimes it happens in small projects. What to do if the project has grown dramatically in terms of money/users/developers, but a testing culture has not emerged? This happened with one of our customers who was developing an EdTech product.
In a very short period of time, the company showed a good increase in users and received an impressive tranche of investments. However, the investor set a requirement – to add a large amount of functionality to the application.
Having quickly strengthened the development team, the project began to move towards the implementation. At the same time, due to the rapid development of events, the application testing culture remained in its infancy.
Task
Urgently recruit ten QA specialists.
Solution
Having selected suitable specialists, we agreed with the customer on the iterative output. We hire three testers immediately, add three more into the project in two weeks, so that the first ones have time to get used to it, and the customer gets used to such work, and the remaining ones – in another week.
After connecting the second batch of testers, the customer came with the desire to add another 5-6 specialists, as they were running out of time. The flexibility of the outstaffing model allows for rapid expansion. However, we also received feedback from the testers already involved in the project: the problem cannot be solved with quantity; in terms of testing, it is a “mess”. Thus, at a new discussion with the customer, it was decided to add Lead-QA to the testing team and allocate all existing testers to separate departments. The team leader took on not only load regulation, but also built the entire testing process in the company.
After five months of active work, we left this project, leaving behind an established testing process. And the customer was able to cope with all the tasks independently.
To learn more about when the outstaffing model is effective, read here.
This is the final article in a series about where outstaffing is effective. This model of work is very relevant for startups and young companies, where there are no established processes yet and a wonderful spirit of creative chaos reigns.
The undoubted advantage of working with outstaffing is high flexibility in expanding and reducing the team. After hiring one specialist, further expansion occurs much faster. In a couple of days, you can hire up to five new specialists. At the same time, the reduction of the team is also simple: you just need to notify the contractor about the disconnection of specialists, and within the agreed period they will transfer all the work and leave the project.
Case
Are there projects without testers? There are. Sometimes it happens in small projects. What to do if the project has grown dramatically in terms of money/users/developers, but a testing culture has not emerged? This happened with one of our customers who was developing an EdTech product.
In a very short period of time, the company showed a good increase in users and received an impressive tranche of investments. However, the investor set a requirement – to add a large amount of functionality to the application.
Having quickly strengthened the development team, the project began to move towards the implementation. At the same time, due to the rapid development of events, the application testing culture remained in its infancy.
Task
Urgently recruit ten QA specialists.
Solution
Having selected suitable specialists, we agreed with the customer on the iterative output. We hire three testers immediately, add three more into the project in two weeks, so that the first ones have time to get used to it, and the customer gets used to such work, and the remaining ones – in another week.
After connecting the second batch of testers, the customer came with the desire to add another 5-6 specialists, as they were running out of time. The flexibility of the outstaffing model allows for rapid expansion. However, we also received feedback from the testers already involved in the project: the problem cannot be solved with quantity; in terms of testing, it is a “mess”. Thus, at a new discussion with the customer, it was decided to add Lead-QA to the testing team and allocate all existing testers to separate departments. The team leader took on not only load regulation, but also built the entire testing process in the company.
After five months of active work, we left this project, leaving behind an established testing process. And the customer was able to cope with all the tasks independently.
To learn more about when the outstaffing model is effective, read here.