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How to Manage Remote Employees Effectively?

Posted on March 24, 2023May 26, 2023

Blog / How to Manage Remote Employees Effectively?

In today’s digital age, remote work has become increasingly popular,with a whopping 26% of American residents working remotely as of 2022, according to Zippia. This shift from traditional on-site jobs to remote work offers many benefits to employers. However, managing remote employees can also present challenges too.

In this article, we’ll provide you with valuable insights and actionable tips on how to manage remote employees. Whether you’re new to remote work or looking to improve your existing processes, this guide will help you stay organized, maintain open communication, and ensure your team is operating at their best.

So, without further delay, let’s get started.

9 Practical Tips to Manage Remote Employees Effectively

Discuss Expectations Initially

When hiring a remote employee, it’s essential to set clear expectations from the start to ensure that they know what’s expected of them. Start by explaining your company’s policies and rules, as well as your expectations for output and deadlines. It’s also important to communicate any strict response time or follow-up requirements.

Don’t assume that your employee will understand everything just by reading guidelines. Especially if you are using software like property management software like those in the property industry do for instance. Take the time to explain everything in detail and ask them if they have any questions or concerns. Disappointment with their output can be avoided by clarifying everything upfront.

By setting expectations clearly and communicating regularly, you can ensure that your remote employee feels supported and motivated to do their best work. This will not only benefit your organization but also help your new hire thrive in their role.

Discuss Communication Channels

Communication is one of the biggest hurdles when managing people remotely. Unlike in-person communication, remote work requires solid communication channels to convey daily tasks, discuss project details, and ensure everyone is on the same page. But with multiple communication modes available, how do you know which one is right for you and your team?

Email

Email is one of the most used communication channels professionally. Initially, you can go with the email exchange. To manage the remote team efficiently, you might have to switch to the options below.

Messaging App

Besides email, you can choose a messaging app for your company. Slack or Microsoft Teams are a good example. They allow for quick and easy communication, file sharing, and collaboration. You can even set up channels for different teams, projects, and topics to keep everyone organized and updated.

Phone Call

For lengthy conversations, messaging can consume a chunk of your time. For situations that require a more detailed explanation or discussion, consider using phone calls. It allows for a more personal touch and is great for building relationships with team members.

Video Call

Let’s admit that you might be able to wire information through a phone call. It doesn’t offer that face-to-face conversational touch. So, we suggest having a video call with your remote employees. Video calls are perfect for team meetings, one-on-one check-ins, and team building exercises.

Schedule Meetings

Meetings are an essential part of managing a remote workforce. It helps you discuss the projects you are working on and the ones in the pipeline.

However, arranging on-site meetings in a remote work setting is not always the best practice. Your team members may not be available, or unexpected circumstances might arise, making it impossible to hold a meeting. This can cause confusion, delays, and setbacks in your team’s productivity.

To avoid these challenges, it’s crucial to schedule meetings in advance. By doing so, you can ensure that everyone is available and prepared to participate. Scheduling meetings also helps you manage your time effectively.

Take note that you should always treat all your employees equally in a group meeting. This will build your employee’s trust level and confidence in you.

Mention Preferred Tools

Every company uses different tools to make its working cycle smooth. One efficient tip for managing remote employees easily is to tell them your organization’s preferred tools. There are some designations that require paid tools to get started on working. It’s also your responsibility to provide your remote employee premium tools – if required.

For instance, if your remote employee is a content writer, they should have access to Grammarly premium for grammar checks. Similarly, Your remote SEO expert may require access to Ahrefs, SEMRush or similar tools.

Besides tools, you should also use project spreadsheets to effectively manage and keep the projects and your remote staff’s work in check. This will help you in remote worker management.

Leverage Your Employee’s Talent

Every company has its own methods of working while an employee can have his own style. But this doesn’t mean to hinder or to keep your remote employees from putting their insights. To effectively manage a remote team, it’s important to involve your remote employees in conversations and decision-making.

By doing so, you can gain new perspectives and ideas from fresh eyes and minds, and tap into their expertise and knowledge of their designated areas. It also helps to create an environment of inclusivity and collaboration, where everyone feels valued and heard.

Flexibility on Working Hours

As a manager, one of your goals is to optimize your team’s productivity, and with remote work becoming more common, it’s essential to shift your focus to outputs instead of just ensuring your employees sit at their desks for a set number of hours.

By embracing remote work, you’re allowing your team members to work in a way that suits them best. This flexibility can be a powerful motivator, as it enables your employees to schedule their work around their personal lives.

To achieve optimal productivity with your remote employees, it’s essential to communicate clearly and establish expectations for deliverables and timelines. When your employees feel trusted and empowered to manage their work independently, they’ll be more engaged, productive, and satisfied with their jobs.

Must Read: The 10 Top Benefits of Outsourcing Application Development

Be Patient and Trust Them

Managing remote employees require a unique set of skills, and patience is undoubtedly one of them. When you onboard new remote employees, you may face challenges such as time zone differences and internet connectivity issues. However, as a manager, you should remain calm and patient when communicating with your team.

Along with being patient, you should also trust your employees, so they reciprocate the act. A trust level between you and your client will ease your communication in the long run.

Assuming you as their coach, your employees should get back to you if an odd situation arises. Remember, the best managers are always good listeners, counselors, and the right decision-makers.

Explain to them the details of a specific project and give them a free hand on it. This will allow them to be creative and develop trust. Otherwise, your project output might not be as exclusive as you want it to be.

Stay Up to Date and Engage

As a manager, keep yourself and the team up to date. Keep track of your remote employees’ progress, and regularly communicate with them to discuss their work. It’s also essential to inform your team of any changes in company policy or successful projects.

Providing your remote employees with the necessary resources and deadlines is crucial for project completion. While work is important, it’s also crucial to provide emotional support to your remote team. Be a listening ear and offer support whenever possible.

Discover more about your employees so you can sync your management style with their attitude. This will bring efficient results and outlook to your projects and your business.

Appreciate Your Remote Team

When managing a remote team, one thing that needs constant attention is tracking progress. Keep an eye on your employees’ performance. Make a weekly or biweekly progress report of the projects they have worked on, their quality and their impact on clients. Additionally, you should notice if they are completing the projects on time.

If the employees have shown positive results for the company and you are satisfied with the results, appreciate them. In contrast, explain to them your expectations and tell them how they can do better to meet them if they lack.

Must Read: How to choose an Outsourcing Partner for Software Solutions

Conclusion

To help you manage remote teams efficiently, today, we discussed the best practices for managing remote teams. First thing first, clearly communicate your expectations to your team and establish proper communication channels, schedule meetings, and provide access to important tools.

Encourage your remote employees to contribute their unique insights and be flexible with their work schedule. Trust your team to do their best work and show patience when engaging with them.

Lastly, recognize and appreciate your team’s performance regularly to motivate them to continue producing great work. By following these practical tips, you’ll be on your way to managing remote teams efficiently and effectively.

Have Query? Talk to Us

100 Best Companies to Work for a Principal Software Engineer by Total Comp

Posted on March 10, 2023March 24, 2023

Blog / 100 Best Companies to Work for a Principal Software Engineer by Total Comp

A survey report shows 61% of Principal Software Engineers prefer working at a public company. While 38% of Principal Software Engineers reflect their interest in private companies, the rare 1% work at educational institutions.

Keeping in view your job preference, we have formed a list of the 100 best companies to work for a Principal Software Engineer by total comp. In this list, you will find the company type, CEO name, headquarters location, global headcount, total compensation and its breakup, Blind rating, designation, and level of every company. So, you can select and apply to one of your preferred companies.

Let’s get started with the list of the best places to work by total comp.

Methodology

The “100 best companies to work for a Principal Software Engineer” list determines the finest corporations to work for at the position of a Principal Software Engineer by total compensation.

To craft this list, our experts first sorted out companies from the publicly traded top 500 highest market cap US-based tech companies ranked at marketcap.com. Note that the focus was only on tech companies headquartered in the USA. A few exceptions are some healthcare companies with tech-heavy investments, though. ByteDance, Atlassian, and Shopify have been added as exceptions in honorable mentions as they aren’t headquartered in the USA.

After finalizing the list of good companies to work for in the USA per the above criteria, we collected Principal Software Engineer salaries from Glassdoor.com and Levels.fyi. Years of experience chosen for this purpose were 13-20 years. Although we considered it a standard experience for the designation, years of experience may vary from company to company and person to person.

We kept Google’s levels L6 and L7 and Microsoft’s levels 66 and 67 as standard to enlist the designation of Principal Software Engineers from other companies. Since Microsoft pioneered software as a business, it has a very well-defined career track for software engineers. Principal designation at Microsoft spans levels 65, 66, and 67 – but for this list, we focused on L66 and 67.

The data is current as of 09-March-2023. We have also drafted lists for junior software engineers, mid-level software engineers, and senior software engineers.

An important thing to note is that across different companies, the designation “Principal Software Engineer” refers to varying levels of experience and expectations. For example, Microsoft’s Principal Software Engineer matches the Senior Staff of VMWare and Tesla but is equivalent to Architect at Palo Alto Networks. Therefore, the list mentions the equivalent level/designation for Microsoft’s Principal Software Engineer at L66/67 and Google’s Principal Software Engineer at L6/L7.

Another quirk in this effort is that some companies have very broad pay bands, covering a vast range of experience. For example, Apple’s E5 is a very broad pay band. For these cases, we simply went with levels.fyi’s weighted average compensation numbers.

For scenarios where pay bands overlap with our benchmark of Microsoft L66/67 and Google L6/L7, we choose the higher pay band as long as it overlaps with L66/67 of Microsoft and Google L6/L7.

Another point to note is that since the source of data is the self-reported data on Levels.fyi and Glassdoor.com over a period of time, it may not fully reflect the realities of the current market correction. However, the authors believe that the list still gives a fairly accurate representation of the relative comp levels from various companies for the mentioned designation and experience levels.

While the list mentions the names of the companies, some companies have been acquired but still maintain an independent identity and payscale from their parent companies. For the purposes of this list, we have kept LinkedIn, Tinder, and VMWare as separate entities.

Besides the top 100 tech companies by total comp, we also added 10 honorable mentions for firms that are well-known but did not make the cut for the top 100 companies to work for. Let us know if you would like a company to be added to the mix.

100 Best Companies to Work for a Principal Software Engineer by Total Comp

1. LinkedIn

Founded: 2002

Company Type: Public

CEO: Ryan Roslansky

Global Headcount: 10000+

Headquarters: Sunnyvale, CA, United States

Industry: Internet & Web Services

Designation: Principal Staff Software Engineer (Level – L7)

Per Annum Total Compensation: $984,750

Base: $317,000
Stock: $597,500
Bonus: $70,250

Blind Rating: 4.2

2. Facebook

Founded: 2004

Company Type: Public

CEO: Mark Zuckerberg

Global Headcount: 10000+

Headquarters: Menlo Park, CA, US

Industry: Internet & Web Services

Designation: Staff Software Engineer (Level – E7)

Per Annum Total Compensation: $960,006

Base: $306,906
Stock: $607,500
Bonus: $45,600

Blind Rating: 4.0

3.Dropbox

Founded: 2007

Company Type: Public

CEO: Drew Houston

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA, US

Industry: Computer Hardware Development

Designation: Principal Engineer (Level – IC6)

Per Annum Total Compensation: $937,000

Base: $246,557
Stock: $309,410
Bonus: $63,525

Blind Rating: 3.7

4. Uber

Founded:2009

Company Type: Public

CEO: Dara Khosrowshahi

Global Headcount: 10000+

Headquarters: San Francisco, CA

Industry: Internet & Web Services

Designation: Senior Staff Software Engineer (Level – 6)

Per Annum Total Compensation: $868,434

Base: $268,688
Stock: $541,813
Bonus: $57,933

Blind Rating: 3.7

5. Lyft

Founded: 2012

Company Type: Public

CEO: Logan Green

Global Headcount: 5001 to 10000

Headquarters: San Francisco, California, United States

Industry: Computer Hardware Development

Designation: Senior Staff Engineer (Level – T7)

Per Annum Total Compensation: $847,500

Base: $243,667
Stock: $603,000
Bonus: $833

Blind Rating: 3.7

6. Coinbase

Founded: 2012

Company Type: Public

CEO: Brian Armstrong

Global Headcount: 10000+

Headquarters: San Francisco, CA, US

Industry: Internet & Web Services

Designation: Senior Staff Software Engineer (Level – IC7)

Per Annum Total Compensation: $811,494

Base: $261,256
Stock:$522,889
Bonus:$27,349

Blind Rating: 3.8

7. Splunk

Founded: 2003

Company Type: Public

CEO: Gary Steele

Global Headcount: 5001 to 10000

Headquarters: San Francisco, CA, US

Industry: Enterprise Software & Network Solutions

Designation: Senior Principal SWE (Level – P6)

Per Annum Total Compensation: $788,584

Base: $279,667
Stock: $441,667
Bonus: $67,250

Blind Rating: 3.7

8. Instacart

Founded: 2012

Company Type: Private

CEO: Fidji Simo

Global Headcount: 1001 to 5000

Headquarters: San Francisco, California, United States

Industry: Internet & Web Services

Designation: Senior Staff Engineer (Level – L8)

Per Annum Total Compensation: $725,000

Base: $225,000
Stock: $500,000
Bonus: $0

Blind Rating: 3.8

9. Netflix

Founded: 1997

Company Type: Public

CEO: Ted Sarandos and Reed Hastings

Global Headcount: 11,300

Headquarters: Los Gatos, CA, United States

Industry: Internet & Web Services

Designation: Staff Engineer (Level – E6)

Per Annum Total Compensation: $711,923

Base: $711,923
Stock: $0
Bonus: $0

Blind Rating: 4.2

10. Twitter

Founded: 2006

Company Type: Public

CEO: Parag Agrawal

Global Headcount: 7,500

Headquarters : San Francisco, California, United States

Industry: Internet & Web Services

Designation: Senior Staff SWE

Per Annum Total Compensation: $700,900

Base: $271,700
Stock: $379,000
Bonus: $50,200

Blind Rating: 3.9

11. Stripe

Founded: 2010

Company Type: Private

CEO: Patrick Collison

Global Headcount: 1001 to 5000

Headquarters : South San Francisco, California, United States

Industry: Internet & web services

Designation: Staff Engineer (Level – L4)

Per Annum Total Compensation: $700,618

Base: $266,156
Stock: $386,078
Bonus: $48,384

Blind Rating: 3.8

12. Databricks

Founded: 2013

Company Type: Public

CEO: Ali Ghodsi

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA, United States

Industry: Computer Hardware Development

Designation: Senior Staff Engineer (Level – L7)

Per Annum Total Compensation: $700,000

Base: $200,000
Stock: $450,000
Bonus: $50,000

Blind Rating: 4.1

13. Snapchat

Founded: 2011

Company Type: Public

CEO: Evan Spiegel

Global Headcount: 6,446

Headquarters: Santa Monica, CA, US

Industry: Software Development

Designation: (Level – L6)

Per Annum Total Compensation: $679,481

Base: $272,077
Stock: $378,692
Bonus: $28,712

Blind Rating: 4.1

14. Airbnb

Founded: 2008

Company Type: Public

CEO: Brian Chesky

Global Headcount: 5001 to 10000

Headquarters: San Francisco, CA, US

Industry: Internet & Web Services

Designation: Senior Staff Software Engineer (Level – G11)

Per Annum Total Compensation: $656,140

Base: $266,800
Stock: $333,000
Bonus: $56,340

Blind Rating: 3.7

15. Datadog

Founded: 2010

Company Type:Public

CEO: Olivier Pomel

Global Headcount:

Headquarters: New York, NY

Industry: Enterprise Software & Network Solutions

Designation : Staff Software Engineer

Per Annum Total Compensation: $650,000

Base: $250,000
Stock: $400,000
Bonus: $0

Blind Rating: 4.1

16. Oracle

Founded: 1977

Company Type: Public

CEO: Larry Ellison

Global Headcount: 10000+

Headquarters: Austin, Texas, US

Industry: Enterprise Software & Network Solutions

Designation: Principal MTS (Level – IC-4)

Per Annum Total Compensation: $649,600

Base: $261,867
Stock: $375,000
Bonus: $12,733

Blind Rating: 3.3

17. Pinterest

Founded: 2010

Company Type: Public

CEO: Bill Ready

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA, US

Industry: Internet & Web Services

Designation:(Level – L6)

Per Annum Total Compensation: $631,520

Base: $255,683
Stock: $365,420
Bonus: $10,417

Blind Rating: 3.9

18. Roblox

Founded: 2004

Company Type: Public

CEO: David Baszucki

Global Headcount: 1001 to 5000

Headquarters: San Mateo, California, United States

Industry: Internet & web services

Designation: Principal Software Engineer (Level – IC5)

Per Annum Total Compensation: $625,094

Base: $308,750
Stock: $316,344
Bonus: $0

Blind Rating: 4.2

19. Google

Founded: 1998

Company Type: Public

CEO: Sundar Pichai

Global Headcount: 10000+

Headquarters: Mountain View, CA, US

Industry: Internet & Web Services

Designation: Staff SWE (Level – L6)

Per Annum Total Compensation: $623,369

Base: $279,900
Stock: $262,500
Bonus: $80,969

Blind Rating: 4.3

20. Square Inc.

Founded: 2009

Company Type: Subsidiary or Business Segment

CEO: Jack Dorsey

Global Headcount: N/A

Headquarters: San Francisco, CA

Industry: Internet & Web Services

Designation: (Level 7)

Per Annum Total Compensation: $614,974

Base: $254,578
Stock: $355,257
Bonus: $5,139

Blind Rating: 4.2

21. Amazon

Founded: 1994

Company Type: Public

CEO: Andy Jassy

Global Headcount: 10000+

Headquarters: Seattle, WA

Industry: Internet & Web Services

Designation: Principal SDE (Level – L7)

Per Annum Total Compensation: $605,992

Base: $242,003
Stock: $323,407
Bonus: $40,582

Blind Rating: 3.1

22. Workday Inc.

Founded: 2005

Company Type : Public

CEO: Aneel Bhusri

Global Headcount: 10000+

Headquarters: Pleasanton, CA

Industry: Enterprise Software & Network Solutions

Designation: Senior Principal SWE (Level – P6)

Per Annum Total Compensation: $588,700

Base: $241,125
Stock: $334,375
Bonus: $13,200

Blind Rating: 4.0

23. Snowflake Inc.

Founded: 2012

Company Type: Public

CEO: Frank Slootman

Global Headcount: 1001 to 5000

Headquarters: Bozeman, MT

Industry: Enterprise Software & Network Solutions

Designation: Senior Software Engineer II (Level – IC4)

Per Annum Total Compensation: $574,137

Base: $249,273
Stock: $290,955
Bonus: $33,909

Blind Rating: 4.3

24. VMWare

Founded: 1998

Company Type: Public

CEO: Rangarajan Raghuram

Global Headcount: 10000+

Headquarters: Palo Alto, CA

Industry: Enterprise Software & Network Solutions

Designation: Senior Staff Engineer

Per Annum Total Compensation: $565,819

Base: $282,273
Stock: $220,455
Bonus: $63,091

Blind Rating: 3.7

25. MongoDB, Inc

Founded: 2007

Company Type: Public

CEO: Dev Ittycheria

Global Headcount: 1001 to 5000

Headquarters: New York, NY

Industry: Enterprise Software & Network Solutions

Designation: Staff Software Engineer

Per Annum Total Compensation: $561,250

Base: $226,250
Stock: $335,000
Bonus: $0

Blind Rating: 4.3

26. Asana

Founded: 2008

Company Type: Public

CEO: Dustin Moskovitz

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA

Industry: Enterprise Software & Network Solutions

Designation: (Level – L6)

Per Annum Total Compensation: $540,000

Base: $262,000
Stock: $278,000
Bonus: $0

Blind Rating: 4.4

27. Broadcom

Founded: 1991

Company Type: Public

CEO: Hock E. Tan

Global Headcount: 10000+

Headquarters: San Jose, CA

Industry: Electronics Manufacturing

Designation: Distinguished Engineer (Level – ICB 7)

Per Annum Total Compensation: $538,800

Base: $208,000
Stock: $250,000
Bonus: $80,800

Blind Rating: 3.1

28. Intel

Founded: 1968

Company Type: Public

CEO: Patrick P. Gelsinger

Global Headcount: 10000+

Headquarters: Santa Clara, CA

Industry: Computer Hardware Development

Designation: Principal Engineer (Level – Grade 11)

Per Annum Total Compensation: $538,750

Base: $280,000
Stock: $139,500
Bonus: $119,250

Blind Rating: 3.5

29. Microsoft

Founded: 1975

Company Type: Public

CEO: Satya Narayana Nadella

Global Headcount: 10000+

Headquarters: Redmond, WA

Industry: Computer Hardware Development

Designation: Principal Engineer (Level – 67)

Per Annum Total Compensation: $535,440

Base: $249,996
Stock: $208,012
Bonus: $77,432

Blind Rating: 4.1

30. DoorDash

Founded: 2013

Company Type: Public

CEO: Tony Xu

Global Headcount: 10000+

Headquarters: San Francisco, CA, US

Industry: Information Technology Support Services

Designation: (Level – E6)

Per Annum Total Compensation: $532,233

Base: $235,083
Stock: $296,733
Bonus: $417

Blind Rating: 3.5

31. Pure Storage

Founded: 2009

Company Type: Public

CEO: Charles H. Giancarlo

Global Headcount: 1001 to 5000

Headquarters: Mountain View, CA

Industry: Information Technology Support Services

Designation: Principal Software Engineer (Level – MTS5)

Per Annum Total Compensation: $525,000

Base: $250,000
Stock: $225,000
Bonus: $50,000

Blind Rating: 3.9

32. Tesla Inc.

Founded: 2003

Company Type: Public

CEO: Elon Musk

Global Headcount: 10000+

Headquarters: Austin, CA

Industry: Transportation Equipment Manufacturing

Designation: Senior Staff Engineer (Level – P5)

Per Annum Total Compensation: $515,800

Base: $217,000
Stock: $298,800
Bonus: $0

Blind Rating: 3.4

33. PayPal

Founded: 1998

Company Type: Public

CEO: Dan Schulman

Global Headcount: 10000+

Headquarters: San Jose, CA

Industry: Internet & Web Services

Designation: Principal Software Engineer (Level – T28)

Per Annum Total Compensation: $513,000

Base: $221,000
Stock: $238,000
Bonus: $54,000

Blind Rating: 3.6

34. AMD

Founded: 1969

Company Type: Public

CEO: Lisa Su

Global Headcount: 5001 to 10000

Headquarters: Santa Clara, CA

Industry: Computer Hardware Development

Designation: Fellow (Level – L10)

Per Annum Total Compensation: $510,000

Base: $270,000
Stock: $100,000
Bonus: $140,000

Blind Rating: 3.9

35. Box

Founded: 2005

Company Type: Public

CEO: Aaron Levie

Global Headcount: 1001 to 5000

Headquarters: Redwood, California, United States

Industry: Computer Hardware Development

Designation: Senior Staff Software Engineer (Level – L9)

Per Annum Total Compensation: $510,000

Base: $270,000
Stock: $200,000
Bonus: $40,000

Blind Rating: 3.9

36. CrowdStrike

Founded: 2011

Company Type: Public

CEO: George Kurtz

Global Headcount: 1001 to 5000

Headquarters: Austin,TX, US

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $500,000

Base: $200,000
Stock: $270,000
Bonus: $30,000

Blind Rating: 4.1

37. NVidia

Founded: 1993

Company Type: Public

CEO: Jensen Huang

Global Headcount: 10000+

Headquarters: Santa Clara, CA

Industry: Computer Hardware Development

Designation: Principal Engineer (Level – IC6)

Per Annum Total Compensation: $493,500

Base: $284,143
Stock: $205,714
Bonus: $3,643

Blind Rating: 4.4

38. Indeed

Founded: 2007

Company Type: Private

CEO: Chris Hyams

Global Headcount: 10000+

Headquarters: Austin, TX

Industry: Internet & Web Services

Designation: Principal Software Engineer (Level – L4)

Per Annum Total Compensation: $476,000

Base: $254,000
Stock: $189,200
Bonus: $32,800

Blind Rating: 4.0

39. Apple Inc.

Founded: 1976

Company Type: Public

CEO: Tim Cook

Global Headcount: 10000+

Headquarters: Cupertino, CA

Industry: Computer Hardware Development

Designation: (Level – ICT5)

Per Annum Total Compensation: $457,125

Base: $234,000
Stock: $191,889
Bonus: $31,236

Blind Rating: 4.0

40. Cisco Systems

Founded: 1984

Company Type: Public

CEO: Chuck Robbins

Global Headcount: 10000+

Headquarters: San Jose, CA

Industry: Enterprise Software & Network Solution

Designation: Principal Engineer (Level – Grade 13)

Per Annum Total Compensation: $453,000

Base: $246,000
Stock: $132,857
Bonus: $74,143

Blind Rating: 3.7

41. Adobe

Founded: 1982

Company Type: Public

CEO: Shantanu Narayen

Global Headcount: 10000+

Headquarters: San Jose, CA

Industry: Computer Hardware Development

Designation: Principal Scientist

Per Annum Total Compensation: $451,000

Base: $270,000
Stock: $100,000
Bonus: $81,000

Blind Rating: 4.1

42. Palo Alto Networks

Founded: 2005

Company Type: Public

CEO: Nikesh Arora

Global Headcount: 10000+

Headquarters: Santa Clara, CA

Industry: Enterprise Software & Network Solutions

Designation: Sr Principal Engineer

Per Annum Total Compensation: $430,500

Base: $247,500
Stock: $134,167
Bonus: $48,833

Blind Rating: 3.6

43. Autodesk

Founded: 1982

Company Type: Public

CEO: Andrew Anagnost

Global Headcount: 10000+

Headquarters: San Rafael, CA

Industry: Computer Hardware Development

Designation: Sr SW Architect/Director/Sr. Director (Level – Grade 15)

Per Annum Total Compensation: $430,250

Base: $248,750
Stock: $115,000
Bonus: $66,500

Blind Rating: 3.8

44. Synopsys, Inc.

Founded: 1986

Company Type: Public

CEO: Art de Geus

Global Headcount: 10000+

Headquarters: Mountain View, CA, US

Industry: Computer Hardware Development

Designation: Principal Software Engineer (Level – 100)

Per Annum Total Compensation: $425,000

Base: $250,000
Stock: $100,000
Bonus: $75,000

Blind Rating: 3.5

45. Okta Inc.

Founded: 2009

Company Type: Public

CEO: Todd McKinnon

Global Headcount: 5001 to 10000

Headquarters: San Francisco, CA, US

Industry: Software Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $422,724

Base: $241,111
Stock: $149,889
Bonus: $31,724

Blind Rating: 3.8

46. Intuit

Founded: 1983

Company Type: Public

CEO: Sasan Goodarzi

Global Headcount: 10000+

Headquarters:Mountain View, CA

Industry: Software Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $419,768

Base: $229,692
Stock: $137,308
Bonus: $52,768

Blind Rating: 3.8

47. UiPath

Founded: 2005

Company Type: Public

CEO: Daniel Dines

Global Headcount: 1001 to 5000

Headquarters: New York, NY

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer (Level – L6)

Per Annum Total Compensation: $414,600

Base: $223,600
Stock: $147,000
Bonus: $44,000

Blind Rating: 3.8

48. DocuSign

Founded: 2003

Company Type: Public

CEO: Allan Thygesen

Global Headcount: 5001 to 10000

Headquarters: San Francisco, CA

Industry: Information Technology Support Services

Designation: Software Engineer

Per Annum Total Compensation: $413,770

Base: $214,750
Stock: $171,958
Bonus: $27,062

Blind Rating: 3.7

49. Qualcomm

Founded: 1985

Company Type: Public

CEO: Cristiano Amon

Global Headcount: 10000+

Headquarters: San Diego, CA

Industry: Computer Hardware Development

Designation: Principal Engineer

Per Annum Total Compensation: $409,417

Base: $222,417
Stock: $133,333
Bonus: $53,667

Blind Rating: 3.7

50. Twilio

Founded: 2008

Company Type: Public

CEO: Jeff Lawson

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA

Industry: Internet & Web Services

Designation: Principal Engineer (Level – IC5)

Per Annum Total Compensation: $401,000

Base: $241,444
Stock: $155,667
Bonus: $3,889

Blind Rating: N/A

51. Samsara

Founded: 2015

Company Type: Public

CEO: Sanjit Biswas

Global Headcount: 1001 to 5000

Headquarters:San Francisco, CA

Industry: Enterprise Software & Network Solutions

Designation: Senior SWE II

Per Annum Total Compensation: $396,382

Base: $208,500
Stock: $166,757
Bonus: $21,125

Blind Rating: 3.8

52. eBay

Founded: 1995

Company Type: Public

CEO: Jamie Iannone

Global Headcount: 10000+

Headquarters: San Jose, CA

Industry: Internet & Web Services

Designation: Principal MTS

Per Annum Total Compensation: $393,750

Base: $222,500
Stock: $113,750
Bonus: $57,500

Blind Rating: 3.8

53. Nutanix Inc.

Founded: 2009

Company Type: Public

CEO: Rajiv Ramaswami

Global Headcount: 5001 to 10000

Headquarters: San Jose, CA

Industry: Enterprise Software & Network Solutions

Designation: Senior Staff Engineer

Per Annum Total Compensation: $392,143

Base: $268,000
Stock: $121,429
Bonus: $2,714

Blind Rating: 3.6

54. Salesforce

Founded: 1993

Company Type: Public

CEO: Marc Benioff

Global Headcount: 10000+

Headquarters: San Francisco, CA, US

Industry: Enterprise Software & Network Solutions

Designation: Principal MTS

Per Annum Total Compensation: $373,026

Base: $245,108
Stock: $83,088
Bonus: $44,830

Blind Rating: 4.1

55. NortonLifelock

Founded: 2019

Company Type: Public

CEO: Vincent Pilette

Global Headcount: 1001 to 5000

Headquarters: Tempe, AZ

Industry: Computer Hardware Development

Designation: Technical Director

Per Annum Total Compensation: $365,643

Base: $222,286
Stock: $88,571
Bonus: $54,786

Blind Rating: 3.1

56. Rivian

Founded: 2009

Company Type: Public

CEO: RJ Scaringe

Global Headcount: 5001 to 10000

Headquarters: Irvine, CA

Industry: Transportation Equipment Manufacturing

Designation: Senior Staff Software Engineer (Level – RIV-7)

Per Annum Total Compensation: $365,469

Base: $205,875
Stock: $137,500
Bonus: $22,094

Blind Rating: 3.8

57. ServiceNow

Founded: 2004

Company Type: Public

CEO: William R. McDermott

Global Headcount: 10000+

Headquarters: Santa Clara, CA

Industry: Enterprise Software & Network Solutions

Designation: Software Engineer (Level – IC6)

Per Annum Total Compensation: $365,313

Base: $216,250
Stock: $98,125
Bonus: $50,938

Blind Rating: 3.9

58. Tanium

Founded: 2007

Company Type: Private

CEO: Orian Hindawi

Global Headcount: 1001 to 5000

Headquarters: Kirkland, WA, US

Industry: Information Technology Support Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $355,700

Base: $184,318
Additional Pay (Including Stocks and Bonus): $171,382

Blind Rating: 4.0

59. Zoom

Founded: 2011

Company Type: Public

CEO: Eric Yuan

Global Headcount: 1001 to 5000

Headquarters: San Jose, California, United States

Industry: Software Engineer

Designation: Principal Software Engineer (Level – ZP5)

Per Annum Total Compensation: $353,100

Base: $195,000
Stock: $140,000
Bonus: $18,100

Blind Rating: 3.6

60. Snap-on

Founded: 1920

Company Type: Public

CEO: Nicholas T. Pinchuk

Global Headcount: 10000+

Headquarters:: Kenosha, WI

Industry: Consumer Product Manufacturing

Designation: Principal Software Engineer

Per Annum Total Compensation: $331,774

Base: $174,296
Additional Pay (Including Stocks and Bonus): $157,479

Blind Rating: 3.2

61. Walmart

Founded: 1962

Company Type: Public

CEO: Doug McMillon

Global Headcount: 10000+

Headquarters: Bentonville, AR

Industry: General Merchandise & Superstores

Designation: Principal Software Engineer (Level – L6)

Per Annum Total Compensation: $322,702

Base: $204,702
Stock: $78,000
Bonus: $40,000

Blind Rating: 3.4

62. LiveRamp Holdings Inc.

Founded: 2005

Company Type: Public

CEO: Scott Howe

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA

Industry: Computer Hardware Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $321,799

Base: $185,988
Additional Pay (Including Stocks and Bonus): $135,811

Blind Rating: 3.6

63. NetApp

Founded: 1992

Company Type: Public

CEO: George Kurian

Global Headcount: 10000+

Headquarters: San Jose, CA

Industry: Enterprise Software & Network Solutions

Designation: Principal Engineer (Level – MTS VI)

Per Annum Total Compensation: $320,000

Basic: $214,333
Stock: $64,500
Bonus: $41,167

Blind Rating: 3.6

64. Arista Networks

Founded: 2004

Company Type: Public

CEO: Jayshree Ullal

Global Headcount: 1001 to 5000

Headquarters: Santa Clara, CA, US

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $317,958

Basic: $180,344
Additional Pay (Including Stocks and Bonus): $137,614

Blind Rating: 4.0

65. N-Able

Founded: 2000

Company Type: Public

CEO: John Pagliuca

Global Headcount: 1001 to 5000

Headquarters: Boston, MA

Industry: Information Technology Support Services

Designation: Sr Manager Software Engineering

Per Annum Total Compensation: $317,278

Base: $187,576
Additional Pay (Including Stocks and Bonus): $129,702

Blind Rating: N/A

66. Vimeo

Founded: 2004

Company Type: Public

CEO: Anjali Sud

Global Headcount: 1001 to 5000

Headquarters: New York, NY

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $316,456

Base: $182,832
Additional Pay (Including Stocks and Bonus): $133,624

Blind Rating: 3.8

67. Fastly

Founded: 2011

Company Type: Public

CEO: Todd Nightingale

Global Headcount: 501 to 1000

Headquarters: San Francisco, CA

Industry: Internet & Web Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $315,001

Base: $180,346
Additional Pay (Including Stocks and Bonus): $134,655

Blind Rating: 4.2

68. Ansys, Inc.

Founded: 1970

Company Type: Public

CEO: Ajei Gopal

Global Headcount: 1001 to 5000

Headquarters: Canonsburg, PA

Industry: Computer Hardware Development

Designation: Principal Engineer

Per Annum Total Compensation: $305,562

Base: $175,336
Additional Pay (Including Stocks and Bonus): $130,226

Blind Rating: 3.8

69. Hubspot

Founded: 2006

Company Type: Public

CEO: Yamini Rangan

Global Headcount: 1001 to 5000

Headquarters: Cambridge, MA

Industry: Enterprise Software & Network Solutions

Designation: Staff Software Engineer

Per Annum Total Compensation: $305,398

Base: $177,434
Additional Pay (Including Stocks and Bonus): $127,965

Blind Rating: 4.3

70. Proofpoint Inc.

Founded: 2002

Company Type: Private

CEO: Ashan Willy

Global Headcount: 1001 to 5000

Headquarters: Sunnyvale, CA

Industry: Enterprise Software & Network Solutions

Designation: Principal Engineer

Per Annum Total Compensation: $297,456

Base: $179,824
Additional Pay (including stocks and bonus): $117,633

Blind Rating: 3.8

71. Akamai Technologies Inc.

Founded: 1998

Company Type: Public

CEO: Frank Thomson Leighton

Global Headcount: 5001 to 10000

Headquarters: Cambridge, Massachusetts, US

Industry: Information Technology Support Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $289,000

Base: $204,000
Stock: $40,000
Bonus: $45,000

Blind Rating: 3.8

72. Elastic NV

Founded: 2012

Company Type: Public

CEO: Ashutosh Kulkarni

Global Headcount: 1001 to 5000

Headquarters: Mountain View, CA

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $287,354

Base: $177,719
Additional Pay (Including Stocks and Bonus): $109,635

Blind Rating: 4.4

73. Unity Technologies

Founded: 2005

Company Type: Public

CEO: John Riccitiello

Global Headcount: 5001 to 10000

Headquarters:San Francisco, CA

Industry: Computer Hardware Development

Designation: Principal Software Engineer (Level – Tech IC8)

Per Annum Total Compensation: $286,966

Base: $167,589
Additional Pay (Including Stocks and Bonus): $119,377

Blind Rating: 3.7

74. Tenable

Founded: 2002

Company Type: Public

CEO: Amit Yoran

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $285,039

Base: $170,363
Additional Pay (Including Stocks and Bonus): $114,676

Blind Rating: 3.6

75. HashiCorp

Founded: 2012

Company Type: Public

CEO: David McJannet

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA

Industry: Enterprise Software & Network Solutions

Designation: Principal Engineer

Per Annum Total Compensation: $282,359

Base: $178,745
Additional Pay (Including Stocks and Bonus): $103,613

Blind Rating: 4.1

76. CCC Intelligent Solutions Inc.

Founded: 1980

Company Type: Private

CEO: Githesh Ramamurthy

Global Headcount: 1001 to 5000

Headquarters: Chicago, IL

Industry: Computer Hardware Development

Designation: Sr Manager Software Engineering

Per Annum Total Compensation: $280,257

Base: $176,483
Additional Pay (Including Stocks and Bonus): $103,775

Blind Rating: 2.5

77. Rapid7

Founded: 2000

Company Type: Public

CEO: Corey Thomas

Global Headcount: 1001 to 5000

Headquarters:Boston, MA

Industry: Computer Hardware Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $280,116

Base: $169,979
Additional Pay (Including Stocks and Bonus): $110,137

Blind Rating: 4.1

78. Qualys

Founded: 1999

Company Type: Public

CEO: Sumedh Thakar

Global Headcount: 501 to 1000

Headquarters: Foster City, CA

Industry: Computer Hardware Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $279,502

Base: $169,770
Additional Pay (Including Stocks and Bonus): $109,732

Blind Rating: 2.7

79. Verisign Inc

Founded: 1995

Company Type: Public

CEO: D. James Bidzos

Global Headcount: 501 to 1000

Headquarters: Reston, Virginia, US

Industry: Internet & Web Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $279,264

Base: $173,627
Additional Pay (Including Stocks and Bonus): $105,637

Blind Rating: 3.9

80. NETSCOUT Systems

Founded: 1984

Company Type: Public

CEO: Anil K. Singhal

Global Headcount: 1001 to 5000

Headquarters: Westford, Massachusetts, US

Industry: Information Technology Support Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $278,070

Base: $171,749
Additional Pay (Including Stocks and Bonus): $106,322

Blind Rating: 3.7

81. Tinder

Founded: 2012

Company Type: Public

CEO: Renate Nyborg

Global Headcount: 201 to 500

Headquarters: West Hollywood, CA

Industry: Internet & Web Services

Designation: Staff Senior Engineer (Level – IC5)

Per Annum Total Compensation: $277,000

Base: $230,000
Stock: $39,000
Bonus: $8,000

Blind Rating: 3.7

82. RingCentral

Founded: 2003

Company Type: Public

CEO: Vlad Shmunis

Global Headcount: 5001 to 10000

Headquarters: Belmont, CA

Industry: Information Technology Support Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $275,950

Base: $166,631
Additional Pay (Including Stocks and Bonus): $109,319

Blind Rating: 3.1

83. Blackbaud

Founded: 1981

Company Type: Public

CEO: Mike Gianoni

Global Headcount: 1001 to 5000

Headquarters: Charleston, SC

Industry: Software Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $274,782

Base: $169,243
Additional Pay (Including Stocks and Bonus): $105,539

Blind Rating: 3.6

84. Equinix

Founded: 1998

Company Type: Public

CEO: Charles J. Meyers

Global Headcount: 10000+

Headquarters: Redwood City, CA, US

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $270,491

Base: $167,146
Additional Pay (Including Stocks and Bonus): $103,345

Blind Rating: 3.4

85. Overstock.com

Founded: 1999

Company Type: Public

CEO: Jonathan E. Johnso

Global Headcount: 1001 to 5000

Headquarters: Midvale, UT

Industry: Home Furniture & Housewares Stores

Designation: Principal Software Engineer

Per Annum Total Compensation: $270,271

Base: $173,169
Additional Pay (Including Stocks and Bonus): $97,103

Blind Rating: 3.3

86. Pegasystems Inc.

Founded: 1983

Company Type: Public

CEO: Alan Trefler

Global Headcount: 1001 to 5000

Headquarters: Cambridge, MA

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $266,444

Base: $166,215
Additional Pay (Including Stocks and Bonus): $100,230

Blind Rating: 3.4

87. Harmonic Inc.

Founded: 1988

Company Type: Public

CEO: Patrick Harshman

Global Headcount: 1001 to 5000

Headquarters: San Jose, CA

Industry: Electronics Manufacturing

Designation: Principal Software Engineer

Per Annum Total Compensation: $264,819

Base: $171,975
Additional Pay (Including Stocks and Bonus): $92,844

Blind Rating: 2.5

88. Rackspace Technology

Founded: 1998

Company Type: Public

CEO: Amar Maletira

Global Headcount: 5001 to 10000

Headquarters: San Antonio, TX

Industry: Information Technology Support Services

Designation: Principal Engineer

Per Annum Total Compensation: $263,947

Base: $163,477
Additional Pay (Including Stocks and Bonus): $100,470

Blind Rating: 2.6

89. IBM

Founded: 1911

Company Type: Public

CEO: Arvind Krishna

Global Headcount: 10000+

Headquarters: Armonk, NY

Industry: Information Technology Support Services

Designation: Senior Technical Staff Member (Level – Band 10)

Per Annum Total Compensation: $263,357

Base: $223,607
Stock: $27,321
Bonus: $12,429

Blind Rating: 3.3

90. Datto

Founded: 2007

Company Type: Public

CEO: Tim Weller

Global Headcount: 1001 to 5000

Headquarters: Norwalk, CT

Industry: Information Technology Support Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $262,747

Base: $172,020
Additional Pay (Including Stocks and Bonus): $90,728

Blind Rating: 3.5

91. ZoomInfo Technologies

Founded: 2007

Company Type: Public

CEO: Henry Schuck

Global Headcount: 1001 to 5000

Headquarters: Vancouver, WA

Industry: Computer Hardware Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $262,166

Base: $162,973
Additional Pay (Including Stocks and Bonus): $99,193

Blind Rating: 3.6

92. Confluent

Founded: 2014

Company Type: Public

CEO: Jay Kreps

Global Headcount: 1001 to 5000

Headquarters: Mountain View, CA

Industry: Computer Hardware Development

Designation: Staff Software Engineer II

Per Annum Total Compensation: $262,019

Base: $161,095
Additional Pay (Including Stocks and Bonus): $100,924

Blind Rating: 4.2

93. Teradata

Founded: 1979

Company Type: Public

CEO: Steve McMillan

Global Headcount: 10000+

Headquarters: San Diego, CA

Industry: Computer Hardware Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $261,259

Base: $172,573
Additional Pay (Including Stocks and Bonus): $88,686

Blind Rating: 3.3

94. Juniper Networks

Founded: 1996

Company Type : Public

CEO: René Kofod-Olsen

Global Headcount: 5001 to 10000

Headquarters: Sunnyvale, CA

Industry: Telecommunications Services

Designation: Principal Software Engineer

Per Annum Total Compensation: $261,233

Base: $198,750
Stock: $27,733
Bonus: $34,750

Blind Rating: 3.5

95. Anaplan

Founded: 2006

Company Type: Private

CEO: Frank Calderoni

Global Headcount: 1001 to 5000

Headquarters: San Francisco, CA

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $260,794

Base: $172,507
Additional Pay (Including Stocks and Bonus): $88,287

Blind Rating: 3.6

96. SolarWinds

Founded: 1999

Company Type: Public

CEO: Sudhakar Ramakrishna

Global Headcount: Austin, TX

Headquarters: Enterprise Software & Network Solutions

Industry: Principal Engineer

Designation: Principal Software Engineer

Per Annum Total Compensation: $259,907

Base: $163,591
Additional Pay (Including Stocks and Bonus): $96,317

Blind Rating: 3.4

97. Omnicell

Founded: 1992

Company Type: Public

CEO: Randall A. Lipps

Global Headcount: 1001 to 5000

Headquarters: Santa Clara, CA

Industry: Health Care Services & Hospitals

Designation: Principal Software Engineer

Per Annum Total Compensation: $256,927

Base: $174,491
Additional Pay (Including Stocks and Bonus): $82,436

Blind Rating: 3.3

98. LifeOmic

Founded: 2016

Company Type: Private

CEO: Donald Brown

Global Headcount: 51 to 200

Headquarters: Indianapolis, IN

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $256,730

Base: $160,252
Additional Pay (Including Stocks and Bonus): $96,479

Blind Rating: 4.0

99. Veeva Systems

Founded: 2007

Company Type: Public

CEO: Peter Gassner

Global Headcount: 5001 to 10000

Headquarters: Pleasanton, CA, US

Industry: Enterprise Software & Network Solutions

Designation: Principal Software Engineer

Per Annum Total Compensation: $256,000

Base: $199,500
Stock: $55,500
Bonus: $1,000

Blind Rating: 3.9

100. Cadence Design Systems

Founded: 1988

Company Type:: Public

CEO: Anirudh Devgan

Global Headcount: 5001 to 10000

Headquarters: San Jose, CA, US

Industry: Computer Hardware Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $255,406

Base: $162,323
Additional Pay (Including Stocks and Bonus): $93,083

Blind Rating: 3.7

10 Honorable Mentions to Work For Principal Software Engineer

ByteDance

Founded: 2012

Company Type: Private

CEO: Liang Rubo

Global Headcount: 10000+

Headquarters: Beijing, China

Industry: Internet & Web Services

Designation: (Level – 3-2)

Per Annum Total Compensation: $833,045

Base: $328,727
Stock: $430,909
Bonus: $73,409

Blind Rating: 3.2

Atlassian

Founded: 2002

Company Type: Public

CEO: Scott Farquhar

Global Headcount: 5001 to 10000

Headquarters: Sydney, Australia

Industry: Software Development

Designation: Senior Principal Engineer (Level – P7)

Per Annum Total Compensation: $572,800

Base: $268,000
Stock: $255,200
Bonus: $49,600

Blind Rating: 4.3

Informatica

Founded: 1993

Company Type:: Public

CEO: Amit Walia

Global Headcount: 5001 to 10000

Headquarters: Redwood City, CA

Industry: Enterprise Software & Network Solutions

Designation: Staff Software Engineer (Level – L5)

Per Annum Total Compensation: $248,000

Base: $186,800
Stock: $35,000
Bonus: $26,200

Blind Rating: 3.4

Zendesk

Founded: 2007

Company Type: Public

CEO: Mikkel Svane

Global Headcount: 5,860

Headquarters: San Francisco, CA, US

Industry: Software Development

Designation: Staff Software Engineer

Per Annum Total Compensation: $245,800

Base: $178,000
Stock: $53,600
Bonus: $14,200

Blind Rating: 3.8

Squarespace

Founded: 2003

Company Type:Public

CEO: Anthony Casalena

Global Headcount: 1001 to 5000

Headquarters: New York, NY

Industry: Internet & Web Services

Designation: Staff Engineer 2 (Level – L7)

Per Annum Total Compensation: $241,295

Base: $194,483
Stock: $46,812
Bonus: $0

Blind Rating: 3.9

F5 Networks

Founded: 1996

Company Type: Public

CEO: François Locoh-Donou

Global Headcount: 5001 to 10000

Headquarters: NSeattle, WA

Industry: Computer Hardware Development

Designation: Principal Software Engineer

Per Annum Total Compensation: $231,600

Base: $193,800
Base: $26,400
Stock: $11,400

Blind Rating: 3.7

DigitalOcean

Founded: 2011

Company Type: Public

CEO: Yancey L. Spruill

Global Headcount: 581

Headquarters: New York City, US

Industry: Technology, Information and Internet

Designation: Senior Software Engineer II

Per Annum Total Compensation: $226,182

Base: $152,732
Additional Pay (Including Stocks and Bonus): $73,450

Blind Rating: 3.7

Cloudflare, Inc.

Founded: 2010

Company Type: Public

CEO: Matthew Prince

Global Headcount: 501 to 1000

Headquarters: San Francisco, CA

Industry: Internet & Web Services

Designation: Principal Software Engineer (Level – L4)

Per Annum Total Compensation: $197,566

Base: $166,625
Stock: $30,941
Bonus: $0

Blind Rating: 3.9

Fortinet

Founded: 2000

Company Type: Public

CEO: Ken Xie

Global Headcount: 10000+

Headquarters: Sunnyvale, CA, US

Industry: Computer and Network Security

Designation: Principal Software Engineer

Per Annum Total Compensation: $157,481

Base: $117,500
Stock: $40,000
Bonus: $0

Blind Rating: 3.7

Shopify

Founded: 2006

Company Type: Public

CEO: Tobias Lütke

Global Headcount: 5001 to 10000

Headquarters: Ottawa, Canada

Industry: Internet & Web Services

Designation: Senior staff software developer (Level – L8)

Per Annum Total Compensation: $195,000

Base: $160,000
Stock: $35,000
Bonus: $0

Blind Rating: 3.7

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The Ultimate Guide to Staff Augmentation: What You Need to Know

Posted on February 24, 2023April 14, 2023

Blog / The Ultimate Guide to Staff Augmentation: What You Need to Know

For growing companies, it’s common to have a fluctuating workload. Sometimes, they need extra pairs of hands to assist and meet the deadline.

However, running short on workspace or resources can keep some companies from hiring new employees. That’s where staff augmentation turns out to be the right strategy to implement.

Many businesses still don’t have a clear understanding of the staff augmentation model. Today, we’re here with this ultimate guide to help them better understand what staff augmentation is and everything related to it.

So, let’s dive deep into staff augmentation, discover its value, and understand why you should go for it.

What is Staff Augmentation? How Does it Work?

Staff augmentation means hiring professionals and experts from service-providing companies to share the workload or perform project-based tasks. These professionals are pre-vetted by expert service-providing companies and have exclusive talent.

One of the staffing model examples is developing custom software. While your company’s employees may be proficient enough to build top-notch software, the deadlines can be tight – perhaps due to the business launch shortly.

Staff augmentation is one of the most reliable solutions in that case, and you can get in touch with an IT staff augmentation service provider for your needs. Considering your expectations and the number of IT experts requested, the company will provide you with an appropriate professional or a team to meet your expectations. This way, you’ll get additional heads to develop software within the deadline.

Types of Staff Augmentation

There are six types of staff augmentation, and each has its own pros and cons.

Traditional Staff Augmentation

As a popular team augmentation type, traditional staff augmentation means contacting a service provider agency and requesting them to hire suitable professional staff to get your tasks done. In this model, you provide your custom requirements to the company.

Whether the IT industry is relevant or not, this model applies to every task inside the company. The newly hired experts can support your core team in managing and completing tasks.

Master Vendor Staff

The master vendor staff model is similar to traditional staff augmentation. You contact an agency or service provider with the need to hire expert individuals.

The difference between both is the number of experts. This model includes hiring a large number of employees. Usually, companies go for this model when the deadline is short or if the company lacks skilled experts.

Boutique Agency

Boutique Agency is a model of augmentation staffing in which the organization you are hiring from is small. Not only this, but these organizations focus on a narrow skill set.

The importance of this model is that you get a dedicated expert for a dedicated task having years of experience and a proven track record. You can opt for this model to attain top-notch resources and minimize the risk of quality.

Independent Contractors

Independent contractors are individuals who work on any task provided to them. They move in the direction you steer them in, while their end goal isn’t necessarily transparent.

You can pursue this staff augmentation model if you need a helping hand with your tasks. The individual will help you complete the pending task while you can switch him/her on another project when needed in the future.

Gig Platforms

Gig platforms are digital platforms where you can access a large talent pool. You can find the exact gig for your specific tasks from individuals or agencies there.

Considering the budget and expertise available, you can easily hire experts from these platforms. The model is similar to freelancing, while the project length is short-term.

On-Demand Talent Platforms

On-demand talent platforms have a large talent pool of professionals. Experts on these platforms are more structured than you’d get from a gig platform.

They have passed through different testing stages, which makes them the top talent. That said, risk on quality is also minimized in this model.

6 Exclusive Benefits of Staff Augmentation

Access to a Large Talent Pool

Geographical boundaries can keep you from hiring the top talent in the world. That’s where resource and staff augmentation gives you the upper hand.

Thanks to this model, you can hire experts from anywhere worldwide – no matter where you are. You will find this extremely beneficial if you are an IT company running short on technology development resources.

The top team of developers from overseas can help you develop software without providing them with resources or bonuses.

Trained and Skilled Experts

Regardless of the type of expert you hire (entry-level, intermediate, or advanced), the hiring process can be cumbersome. You have to follow the entire hiring cycle that involves resume collection, screening, and interviewing.

Training is also a part of the hiring process sometimes. It goes without saying that it can be quite time-taking and energy-consuming.

No Time Bounding

Having in-house employees takes more than just providing resources. For instance, taking care of the paperwork. You cannot lay off an individual after the completion of a specific project.

Resource augmentation gives you the benefit of doing it. This model allows you to hire an individual for a couple of months or specific tenure – setting up a contract. This way, you can spare yourself some time and focus on team management and business growth.

Quick Achievement

Staffing augmentation is one of the best options to catalyze your tasks. The experts you hire can work as your extended arm and perform the assigned task, supporting your core team. This way, you get quick achievement in reduced time and effort.

Easy Switching

Usually, the cost of hiring new employees is equal or equivalent to an employee’s annual salary. For instance, hiring a software engineer costs $50,000.

Certainly, this is a large chunk followed by days or even weeks of effort. Considering the costs incurred, you’d never want to fire an employee (even if their performance doesn’t meet your expectations) and would be left with the option to train them extensively.

In contrast, staff augmentation allows you to switch the expert or the firm depending on your satisfaction level – without worrying about the wastage of time or money.

Administration Backing

While providing project details to the augmented team is your responsibility, monitoring and managing aren’t. You are set free from administrative roles, including billings and maintaining payrolls.

Staff augmentation companies deal with the hassle of payment and management, allowing you to focus your attention on the primary and crucial tasks for the company’s growth.

Why Should IT Businesses Choose Staff Augmentation?

Short Projects

IT businesses develop software and technologies. Their need for employees increases with the increase of technology demand or in-house projects. Usually, companies need software and IT experts for 3 to 6 months.

Many businesses cannot afford to t hire employees for this short tenure and fire them once the project is completed. In contrast, staff augmentation firms allow you to accomplish this easily.

Simply get in touch with a reliable and renowned firm, provide them with your requirements, sign the contract, and hire an expert quickly for a set timeframe.

Low Budget

Not only does the staff augmentation model keep you from administrative duties, it also allows you to save costs. The company provides resources and workspace to the hired employees themselves.

It’s apparent that PCs alone for developing technologies can cost a big chunk. This is one of the biggest reasons IT businesses prefer staff augmentation. With the money saved, they can look forward to the organization’s overall growth.

Highly Skilled Experts

To stay long in the market, staff augmentation companies are highly concerned about their reputation. They prioritize streamlined operations to attract more customers and get more cash flowing.

IT businesses are well aware of this fact. They understand that the professionals from staff augmentation companies are mostly Silicon Valley talent.

Additionally, the candidate is set up for an interview with the hiring company. IT businesses check their technical expertise in meeting and hire them only if they satisfy their criteria.

Quick Team Expansion

As mentioned above, hiring is a time-consuming and expensive process, and IT businesses – especially the growing ones – must spend their time and budget carefully.

When the time comes, and businesses need an IT team, staff augmentation helps them expand their team quickly. Staff augmentation companies already have multiple candidates in the pipeline.

All businesses have to do is interview the candidate, say yes to hiring, and expand their team. This process significantly reduces the hiring time.

Tight Deadline

The hustle of IT businesses is huge. From software development to coding, there’s quite a lot going on in-house. In fact, different projects are in the pipeline with close deadlines.

In most cases, companies run out of time and have tight deadlines to meet. Staff augmentation projects help them get helping hands to share the workload for developing technologies.

How to Choose IT Staff Augmentation Service?

Analyze Your Goals

Often, companies aren’t satisfied with IT staff augmentation services. One reason is that the internal discussion and their needs for experts aren’t clear.

They are unaware of the years of experience and expertise required from the talent. In fact, some members aren’t certain if the projects need calls for hiring a software developer or software engineer.

By answering the following questions, you can get a clear picture of your company’s need for an expert:

What is the end goal of my project?
What project do I need an IT expert for?
Do I need an expert for a dedicated project or a helping hand?

You can also add more questions to this list according to your requirement. Discuss the rough criteria with your team members (if you have any) and let them add their insights as well for better execution and results.

Certainty of Project Length

Every IT project consists of variable lengths and specifications. A few development projects wind up within a few months, while some take longer than 6 months.

Choose a staff augmentation consulting company once you have determined the project length. This will also help you pick more easily among various companies with different price points.

Budget for the Project

As discussed above, your budget should be closely monitored. Besides hiring an expert, you have multiple areas of the organization to bet the bucks on. This includes spending on marketing, business growth, taxes, etc.

Skim through staff augmentation companies that fall within your budget. You can also negotiate with them and find a median for both parties.

Market Reputation and Perks

Some staff augmentation organizations promise more than they are willing to deliver. A few claims to provide the most appropriate expert within a few hours. Others boast about the exclusive talent they have.

While you can consider them as options, picking one with a strong market reputation would be the wisest choice. Read reviews and learn what their customers have to say about their services. Finally, set up an interview and hire talent from the one that satisfies you the most.

IT Staff Augmentation with VinnCorp

Numerous businesses are taking advantage of IT staff augmentation to save costs, add highly skilled IT talent to their teams, and bridge gaps in their expertise and in-house employee performance. VinnCorp offers a team of experts according to a company’s custom requirements and contributes to growing these businesses.

We are a staff augmentation company with Silicon Valley standard resources, backed with a proven track record. We promise to provide a range of industries with a suitable expert as quickly as 24 hours, along with world-class delivery.

Get in touch with our team now and accelerate your journey of innovation.

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10 Ways to Improve Your Software Development Process

Posted on February 13, 2023June 6, 2023

Blog / 10 Ways to Improve Your Software Development Process

Companies need to use specific procedures, equipment, and project management techniques to produce the software product on time and within a specified budget. The quicker the product is to market, the more effective the team or process.

If the product quality objectives are reached, the customers are happy. To increase the time the products can be on the market, the software development process must be quickened. Businesses that wish to be first to market must introduce solutions before their rivals.

It is important to comprehend the depth of the speed of software development. Below are the ten ways you can improve your software development process.

10 Exclusive Ways to Improve Your Software Development Process

Plan and Prepare Well

Making preparations and plans is the first step in streamlining the software development process. Before you making changes, you must thoroughly understand the software development process.

It will be challenging to pinpoint areas that require improvement without a thorough grasp of the software development process. Create a workflow and plan how you are going to make things work. Create, plan, review and focus.

Consider making your workflow if you want to simplify your procedure. You may require some time to complete this as it won’t be easy, but the process will surely be worth it.

Identify the Problems and Solve them Right Away

Finding the issue is the next step. You may begin to pinpoint areas that need improvement to thoroughly understand the software development process.

It is crucial to take the time to identify it correctly. Otherwise, you might solve the incorrect problem. You can use various tools and methods to find issues with the software development process.

Once an issue has been discovered, a solution strategy needs to be developed. It is crucial to remember that the solution needs to be adaptable and adjustable to be effectively used in the software development process.

Code Quality Control

How do you control the quality of the codes? This is an important question. There will be an increase in costs whether human or automated testing methods are used. The cost of losing the customer’s trust will be significantly higher if you offer them software full of bugs.

A second developer should cross-check the code. Unit testing should be implemented as well.

Project Progress

Meetings, team noise, and interpersonal discussions disrupt workflow. The number of meetings for developers, the number of people dealing with developers, and other distractions like the sales team’s phone calls should be decreased.

Work obviously cannot be a complete grind every minute, but you can help your team stay focused. Your ongoing work may jumble, especially if you are juggling several projects at oncejuggle several projects simultaneously.

You need to be in front of your ongoing work if you want to optimize your software development process.

Having Trained Developers are Essential

Software development is witnessing continuous innovation. New technologies and frameworks are developed or become well-known with every new tech conference.

Maintaining the expertise of your developers is, therefore, even more important. To ensure that your developers are prepared to handle tomorrow’s problems, invest in training and continually push them outside their comfort zone.

Your operational costs may go up a little, but the consequences of falling behind would be decreased. When choosing your next budget, you may want to consider this one.

Become a User As Well As a Developer

Test, test, test. Testing can help you discover the vulnerabilities that may be caused during the software development process. This is particularly relevant if you’re making software that consumers will use. Do not simply develop. Utilize it to evaluate its effectiveness.

Put on the user’s perspective and think like one. Create something that uses your APIs if you develop them. If you see it that way, you’ll be able to appreciate how important it is. If you don’t find it effective, most people probably won’t either. Refrain from consciousness and how you feel while using it.

Pair Programming, Software Testing, and Mutual Learning and Sharing

The secret to higher quality is teamwork. Better than one pair of eyes are two. More knowledge can be found in two united brains than in two separate ones.

Before integrating code, set aside some time for pair programming and code reviews. These will aid in enhancing code quality and finding problems that are often overlooked. Share your knowledge, and you’ll be amazed at how much you’ll learn.

Risk Management

Always stay ready in case something goes wrong. Aim to fail gracefully whenever you can. Making a risk record with action plans to reduce and manage risks early in the process is essential.

The software development team should devise a strategy to deal with risks and alert clients of potential issues. Identify the possible risks before assessing their potential effects on the performance, budget, and quality of your project.

Implement the appropriate risk management to decrease your project’s chances of failure. Have a risk register and audit all the necessary elements required in the software development process.

Communication is Crucial

Communication is essential to any successful connection, whether personal or professional. The project team must be fully informed through open lines of communication to increase software quality.

Consistent KPIs can be used as an easy solution to demonstrate how software quality is measured at each stage of the development process. To keep the team on the same page, it is crucial that all team members, regardless of seniority, have access to KPIs.

Security Decisions

By incorporating security into the early phases of development, security risks can be avoided most effectively. Attacks can be avoided by keeping software security in mind when making design decisions.

A break/fix approach deals with problems as they arise and is far less cost-effective than investing time early in the design phase. If everyone on your team considers security during the design process — especially when making important product decisions — you may protect the security of software and avoid security breaches and software flaws.

Consider security at every stage of the decision-making process, just as you would the needs of your customers.

When given a project, project managers may become overly cautious and controlling. This may result from lack of time, unreasonable deadlines, a miscalculation of their resources, or a need to uphold their position, which results in micromanagement. The manager keeps an eye on, controls, or reminds staff of their responsibilities. As a resut, employees are deprived of their liberty at work.

Micromanagement undermines staff morale and trust, boosts turnover rates, encourages burnout, stifles innovation, reduces productivity, and creates dependent workers. To be a great manager, establish metrics that indicate a project’s success and assign tasks. Establish an open-door policy to allow the team to ask questions and establish due dates for each phase of the assigned project.

Conclusion

Software development can be done in several ways, and every business has its own distinct method of doing it. You can enhance your software development process and make it simpler by adhering to these procedures.

However, the majority of software development cycles share a few basic phases. Before putting the suggestions for improving your process into practice, we also suggest you thoroughly comprehend the important stages of the software development process.

The suggestions mentioned above are some of the best measures for process improvement that are simple to carry out and provide positive outcomes.

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11 Incredibly Useful Tips To Drive High Team Performance

Posted on February 6, 2023February 8, 2023

Blog / 11 Incredibly Useful Tips To Drive High Team Performance

Building a solid team is the first step in leading your business toward success. The second step is to keep your team performance high so it drives results.

Note that businesses having effective collaboration and teamwork boost company sales by 27%. This makes it crucial to bring your team on one page – and to head towards success.

While managing a team is no rocket science, a few tips and following them can make all the difference. In this article, we’ll cover ten effective tips to drive high team performance.

So, let’s get started with these tips.

11 Surefire Tips to Enhance Your Team Performance

Define the Goal

Every organization launches with a set goal – and so will yours. However, the biggest lack comes when this goal is sustained to you.

To improve your team’s performance, it’s crucial that they know them. Explain your team:

Why is your organization built?
Why is it different from the competitors?
At what height do you want to take it?

Getting answers to these questions and more like this will pump them to achieve it for you and the organization. You can also showcase to your team the bigger picture of how the company’s growth and success can benefit their personal growth.

Employees with a set company goal commit to the organization 3.6 times more than others lacking goals. That said, defining goals and navigating the team to accomplish them will also increase your retention rate.

Explain that you have set a high bar for the team and expect them to reach it. Your trust and expectation will drive the team to the same page and enhance their performance.

Communicate – and Let them Communicate

It all starts with communication – team building, managing, and monitoring. Effective communication gives your team a better understanding of the company’s goals and objectives.

Not only this, your team will expect to have an explanation from you to decide their direction and for driving performance. Employees’ productivity increases by 25% with clear communication.

To make your communication impactful, you should:

Make your message clear,
Repeat it,
And take questions from the team

Remember, taking questions from the team is the most vital part. Your communication should always be two-way. Otherwise, your employees might not feel connected and take it as an order.

This can also keep them from being creative to make the project, workplace, and organization better and more successful.

Set Exclusive Atmosphere

An international survey was conducted on 10,000 workers by Ipsos. The results stated that 85% of employees were unhappy with their office environment and struggle to concentrate.

If you notice, 85% is a big figure, and the lack of focus of a large number of employees means a long distance from your organization’s success. For driving success in the workplace, one of the effective ways is to give your team an exclusive environment – where they can have peace of mind and be productive.

Making your workplace ideal for work will drive success. You can do so by:

Arranging proper lighting in the workplace
Providing your employees with the right and latest tools
Make a channel for proper ventilation

Additionally, you can transition your office setting into a coworking place. Many companies already have one that is finding it effective in producing great results from the team.

One way it will help drive high team performance is that the employees will be allowed to jump out of their chairs and have some time to move around and explore others’ desks. This will also encourage coordination between your team members.

Equip Your Team with the Right Tools

Sometimes, the lack is from your side and not the team. They are performing the allotted duties and struggling to have the right tools.

In that case, you need to inquire and equip your team with the right and latest tools. The primary pieces of equipment for the office include:

Phone
Printer
Shredders
Stationary

However, this list has now elongated and also includes software and tools – especially if your team is remote. You will need a communication tool like Slack or a premium version of Zoom to conduct the weekly meetings.

Give Them Importance

Your team expects to get value from you and the company. One way you can do so is by giving them importance.

Involve your team members in the discussion of the new project. Ask them to put their ideas on the table, so the project goes successfully.

Not only will this make them feel heard and valued, but it will drive performance with the sensation of owning the company. And the employees owning the company are less likely to leave the organization anytime soon.

Push the horizon of your employees and keep them engaged in the discussions. Keep in mind that your response matters here, and you need to sound positive about your team’s ideas and implement them – if they appear beneficial.

Arrange Team Activities

A team’s performance is directly proportional to how good an understanding members have with one another – and you. To enhance it, you can arrange activities within the team.

Schedule team time weekly or bi-monthly. Allow your team to relax, engage, and explore each other in this team time.

You can do this by arranging team activities and games. Some of the ice-breaking activities include:

Just One Lie
Happiness Exercise
Group Order
Coat of Arms
3 Question Mingle

Besides desk jobs, this activity time will allow your team to join heads and discover the strengths and weaknesses the other member have. So, they collaborate efficiently and drive results.

Remember that this might not interest everybody on the team initially. But, you should lead a potential role by involving yourself, making it sound fun, and giving everyone a chance and space to participate – in real-time.

Cooperate With Your Team

Let’s face it – employees in the team are also humans, and they expect to have cooperation from you one way or another. Make sure you are lenient with them before they ask it.

Initially, you can provide them with the flexibility of working from home. However, the flexibility isn’t limited to this allowance, and you can also:

Built a gym on-site for a short break
Make a community for music or drama
Arrange a library corner for casual reading and brainstorming

In addition to this, you can ask your team members about their preference for adding flexibility. This will also make them feel valued while the choices will become meaningful.

Appreciate & Reward Your Team

Your team’s win should be yours. Having an approach like this will help you retain your team members and improve the team’s performance.

Give recognition to every team member who performs well and drives results. This will pump other employees to do better.

92% of employees repeat their actions when given recognition. So, if you want to attain success on a project, recognize and appreciate an employee performing well on a project completed.

If possible, you can also initiate the reward system in your organization. Some rewards you can offer your employees are:

Bonus for the project’s success
Outdoor trip for the day
Ticket for events or festival
Stipend for the personal growth experience
Additional paid leaves

A certificate for recognition will also do if you aren’t in a position to promise bonuses. Remember, the aim is to make your team feel valued and contribute more toward the company’s success.

Provide them Feedback

Gone are the days when annual feedback was effective. On this date, your employees need day-to-day or weekly feedback to know where they stand.

In a survey, 75% of employees stated that feedback is valuable for them. Their opinion is reasonable since they might feel being in the dark without having regular updates.

Arrange a session and give your employees insights into how they perform and can do better. You can also mention their improvement areas – if any.

Keep in mind that your tone needs to be positive and motivational. While you should give your feedback to everybody on the team to make them feel equal.

Motivate them to Perform Better

If you are communicating with the team, providing feedback, and still, if your team’s performance isn’t on par, it’s time to motivate them – with your words and actions.

Motivation works like magic for employees. It insists they improve their performance individually and multiply their drive for results.

In fact, companies that motivate their employees experience a 27% increment in profits. While the increase in sales is at 50%.

Through motivation, you can inspire and aspire your team to look towards a positive future. The motivational session should be conducted often – best if conducted twice a month.

Encourage Learning

Along with technology, the need for updates is also real for the employees. This means your team needs to learn and grow with time to perform better and help the company excel with advanced techniques.

However, learning with a 9 to 5 job isn’t as easy as it appears. So, if you want to enhance your team’s skills, you should encourage them to learn.

You can do so by:

Arranging a slot for learning in the office time
Buy an online course for the team and ask them to take it
Call a mentor once a month on-site to teach new techniques
Prepare training sessions with presentations

Your goal should be to emphasize the learning environment to drive performance. While practicing, the new techniques should be made mandatory.

In this era of advancement, 87% of millennials believe that learning and development in the workplace are important. This means your employees will highly appreciate and are likely to participate if you initiate the learning mechanism in your organization.

Conclusion

Team performance leads to a company’s success. Today we discussed the most effective tips to drive high team performance.

To do so, define the goals, communicate clearly, equip your team with the right tools, give your team importance, and provide them feedback.

Additionally, you can also initiate the appreciation and reward system, motivate your team, and encourage learning. Arranging team activities can also improve team performance. Use these techniques to attain results from your team.

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A Step-by-Step Guide to Project Management Process

Posted on February 2, 2023February 2, 2023

Blog / A Step-by-Step Guide to Project Management Process

A smart project management process is the need of the hour. Studies confirm that 77% of businesses are successful in meeting their desired goals when applying a systematic approach.

Apparently, one of the reasons for failure in project management is avoiding the project management process. Today we are here with a step-by-step guide to the project management process.

This article will walk you through the detailed and successful guidelines for a smooth project management process. So, you can use it, maintain your budget and complete one on the decided deadline.

5 Simple Steps of the Project Management Process

Project Initiation

Project initiation is the first step of the project management process. In this first stage, you need to put insights into a project and highlight the aims you have with it.

First of all, answers question like what you want to achieve with the specific project. Identify the goal and have a clear vision toward the finish line.

In this phase, you must consider three things: the business case, the project charter, and approval from stakeholders.

Business Case

A business case is basically a document in which you prove a project’s need for your client’s business. It has details on the project objectives as well as the Return On Investment a project can bring in.

This business case involves a well-thought-out process, including design and implementation.

Project Charter

After the business case, one of the most significant documents that you need to have in this project management process model is the project charter.

Although short, this document contains 6 specific details:

Overview: The importance of the project and your plans for making it successful.
Outline of Scope: The results you want to achieve with it.
Timeframe: An estimated time on which the project is expected to complete.
Budget: Bucks this specific project will require and the resources you will use out of it.
Risk: Defined areas for risk and uncertainties that can occur.
Key Stakeholders: People associated with the specific project.

Remember that the project charter doesn’t include IT information.

Stakeholder’s Approval

The stakeholder is everyone working on the project. So, once your project charter and the business case are ready, you’d need to discuss them with the stakeholders. If they are satisfied with the initial proposal and give you the green flag, you can start project planning immediately.

Project Planning

Project planning is the follow-up step of the project management process. Here you will not only plan the project but allow your stakeholders to understand their role in the entire process.

What you plan in this stage will be implemented in the next stages. Planning the right strategy while keeping external factors in mind is really important, that’s why. So, make sure you plan all of the following efficiently.

Work Breakdown Structure (WBS)

Work breakdown structure answers the “what” of your project. With its help, you visualize your project’s practicality and prioritize tasks.

Project Goal

Your goals will decide the direction you need to move on. So, make sure the approach you are picking is right for the project considering the requirement of your project.

Usually, there are two methods for project goals: S.M.A.R.T and C.L.E.A.R. The S.M.A.R.T. method will help you mitigate risks and ease the path to the project’s success. C.L.E.A.R. method keeps pace with the modern world’s needs.

Project Budget

The budget of the project includes the cost of every small expenditure. It will have details on what tools you’ll be using and help you eliminate unnecessary tools and expenditures. So, you stay within the budget, besides having every vital tool at your disposal.

Project Risk Management

Regardless of the size of the project, risks are there. Technology change can be one of the biggest risks, for instance. You must be prepared for these rising risks so the situation stays under control.

Stakeholder Management Plan

Keep in mind the stakeholders of the project and pick a communication channel for exchanging the details smoothly. So there stays no confusion, and the project process is completed easily.

This stage of the project management process is the most time-consuming. However, if done right by paying attention to details, you’re halfway to success.

Must Read: 12 Surefire Ways to Boost Your Project Management Skills

Project Execution

The execution phase of the project management process is equal to the time for action. In this stage, you will implement the plan you have designed in the stage above.

Before that, you’d need to arrange a “kick-off meeting.” This meeting is set up between you and your client. Its purpose is to introduce your team members working on the project.

Not only this, you share details on the plan and strategies for the project’s success in this meeting. So both your client and the team better understand the project.

Primary Tasks in the Execution Phase

Although there are tons of tasks you’d be dealing with in this phase, here are just a few of them:

Forming and introducing the members who’d work on the project
You’ll also provide necessary resources for the project to the team so they can get started
Additionally, you’ll brief the details, roles, and expectations of the team
Setting up communication and tracking systems will also take place in this stage

Further tasks include updating schedules and plans – if you feel a need.

Project Monitoring

Project monitoring and project execution go hand in hand. That said, you need to keep track of and monitor the progress of your project along with executing it.

In this phase of the project management process, you’d see if every team member is following the plan or not. Monitoring and control over a project are necessary if you want to complete the project with accuracy and efficiency.

Must Read: Which Project management software is the right fit for your team?

Common Key Performance Indicators

Monitoring the project process is based on the Key Performance Indicators (KPIs) you pick for the project. Usually, the following are the primary KPIs project managers idealize:

Budget: The first thing you’d be considering is cost. To stay and complete the project within the budget is the primary goal. Check if the expenditure is balanced and the project will complete with it.
Quality: Keep your team in the loop with you. Know if they are following the guidelines right. You need to make sure they stick to the requirements and follow the given set of guidelines.
Timeframe: Besides keeping track of budget and quality, you need to make sure the pace of the project is exactly as planned. So your project will be completed on time and with accuracy.
Performance: By tracking the performance of your team members and their use of resources, you can determine if they are on the right track. This check-up will also let you know if problems are occurring. So you can find a quick and possible solution.

You can also add more KPIs to this depending on the type and nature of your project. However, monitoring is crucial for efficient results.

Project Closure

It’s time to celebrate and appreciate your team since now your project is completed. Deliver the completed project to the stakeholders. However, there’s still some work left to be done, and it is as follows:

Documenting Project Closure

Stamp “completed” your project after giving the file to your stakeholder. Make sure to acknowledge him about the delivery so that he knows and can check it out.

Performance Evaluation

Analyze if the project is completed with all the details followed and if there are any pitfalls.

Analysis of Team’s Performance

Give a thorough check-up on every team member’s performance on the specific project. This will highlight the keenest worker you can deploy on the next project. Also, the one you should pick the least in the next project.

Post Mortem of the Project

After delivery, this would be the final analysis of the project. Here you’d need to pay attention to the reasons for the success and failures of the project – if any.

Budgeting Recheck

Clear everyone’s payment in your team. This will help you gain their trust for the next project. Additionally, document if money from the decided budget is left and return it.

Although the project is completed as a project manager, this financial information can help you perform better – if not the best – in the next project. It will keep you from repeating the same mistake.

Conclusion

There are 5 steps of a project management process, starting from the initiation step. Next is to plan your project. Here you’ll dive deep and strategize everything from project deadlines to risk management.

Once you are done with planning, initiate working on it. This step is called execution while you monitor the progress along with it, and the process is called project monitoring.

Finally, the last step of project closure comes when you wind up the work, submit it to the client, and evaluate the performance to perform better in the future. Follow this project management process if you want to complete projects on time with accuracy and stay within the decided budget.

Must Read: 15 Best Agile Project Management Software’s for your Teams

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12 Must-Have Flutter Developer Tools That Will Simplify Your Life

Posted on January 30, 2023April 3, 2023

Blog / 12 Must-Have Flutter Developer Tools That Will Simplify Your Life

Does the Flutter framework make your heart race? If so, you’re not the only one. You have every reason to be thrilled about Flutter and interested in Flutter app development, considering the popularity of this cross-platform framework.

It allows you to develop stunning, responsive, and natively built applications while working with existing code. However, you’ll need to make use of the correct tools if you want to create beautiful, responsive apps that satisfy your clients and ace as a Flutter developer.

All such Flutter app development tools can help you improve your Flutter app development process. Let’s take a look at some of the best cross-platform mobile app development tools for Flutter.

12 Flutter Developer Tools You Need to Know About

Count.ly

Count.ly is a well-known open-source analytic tool that enables you to analyze and improve customer journeys across desktop, mobile, and web apps. You can monitor both basic KPI statistics and KPIs that demonstrate your app’s development and performance with this tool’s help.

The primary goal of the cross-app mobile app development platform is to protect your data. Additionally, it has a premium subscription that enables you to operate the tool locally or online. The premium version supports A/B testing and pushes alerts, along with other features.

Supernova

Supernova is a strong design-to-code tool that transforms your mobile designs from Sketch and Adobe XD into front-end native code for iOS, Android, React Native and Flutter. It manages asset creation and reduction when you import your app design, and you may update the design and see live code changes while doing so.

Developers can use it to simultaneously run Flutter apps and make changes to the app’s structure in real-time. Supernova also makes importing files from Sketch and Adobe XD easy to change or improve the app’s design, UI, and UX.

Panache

The Panache Flutter material editor tool aids in the development of material themes for Flutter applications. You can edit the theme’s colors, shapes, and other visual elements, then export those changes. Dart files and store them in a folder on Drive.

You can employ Flutter developers to use Panache to produce your app’s individualized and aesthetically pleasing themes. Panache lets you evaluate the codes and is completely free and open-source. Flutter developers frequently incorporate Panache into their development projects as it is a free and open-source tool.

Amplitude

Amplitude is a very well-in-app analytics tool that aids in providing you with statistics on how people engage with your app. Currently, it is a well-liked Flutter developer tool that supports tracking and monitoring a variety of data and interfaces with all of the popular mobile app development to enable you to act on your data.

It enables you to identify how users engage with and use your mobile application. Amplitude enables you to track insightful data and use it with your app development efforts when utilized for Flutter app development.

Codemagic

Codemagic does the work straightforwardly. The complete app development process is efficient by permitting efficient processing of the program and its testing until it becomes an effective market release without any difficulty or complication.

It interacts with any app development and testing tool and uses automated code to do away with the requirement for launch configuration. In order to get the app to market as quickly as feasible, Codemagic is utilized to release it to the pipeline of mobile apps. Thus, it simplifies the launch procedure in its entirety.

Adobe XD

Adobe has introduced a number of plugins for designing and building apps, voice interfaces, websites, games, as well as other things. Flutter developers can use Adobe Creative Cloud to create fully-functional and interactive prototypes from photos, text, vector graphics, and animations.

On the other hand, Adobe XD can be used in response to a number of application-related occurrences. It is ANSI C/C++ software that makes use of Acrobat’s open APIs. It benefits the flutter developer to comprehend the designer’s work process.

Adobe XD generates to fix design elements directly into your app’s programming. Dart code for them. Being able to use its plugins to make engaging and appealing applications, Adobe is ideal for Flutter mobile app development.

AppsFlyer

AppsFlyer is a mobile inference tool and Flutter plugin that enables you to see where your users come from. AppsFlyer can fetch conversion data for your considered central concept and retention campaigns and then use that information to optimize advertising budgets using its Flutter SDK installed on a mobile app.

You can access accurate data by logging into their dashboard and using their retention reports, Cohort analysis, and TV app ad attribution. AppsFlyer stands out in the market due to its customer-centric approach to better decision-making.

Instabug

Instabug is the ideal platform for comprehensive real-time knowledge of mobile apps. Flutter app developers can use it to report crashes, bugs, feature requests, and surveys in-app. You can enable users to report bugs they encounter in your app by integrating the Instabug Flutter SDK.

Instabug takes a screenshot, which users can then analyze and smudge. Furthermore, it convenient means device information and logs to assist you in discovering and resolving issues more quickly. It also sends crash reports with all device details and logs to assist you in resolving the problem.

Besides that, you can send targeted surveys to your users to better understand the reasons behind their actions and assist them in asking for features.

Visual Studio Code

Flutter developers are using Visual Studio Code to access projects, manage versions, and create and debug cloud and web applications. Microsoft created this open-source and flexibility in terms of editor for macOS, Windows, and Linux. Smart code completion, debugging support, snippets, syntax highlighting, code refactoring, and embedded GIT are all included.

Visual Studio Code is powerful and compact, but it cannot handle complex processes that are handled by filled IDEs such as Visual Studio IDE. It is fully compatible with C++ and Python. It is efficient and simple to use.

WonderPush

WonderPush is another tool that integrates well with Flutter. With WonderPush, you can also integrate a push notification feature into your app. WonderPush is well-known for increasing user acceptance of any application into which it is integrated. WonderPush can help you with everything from precise segmentation and targeting to A/B testing and geo-location-focused strategy formulation.

Firebase

Firebase is a Flutter app development platform that allows you to develop and run mobile apps successfully. You can use the tool to create and launch apps for the iOS and Android platforms.

You can unify the backend with Firebase by combining Firebase APIs into a single SDK. The tool includes useful features such as messaging and crash reporting.

Appetize

Appetize is a digital website that is ideal for Flutter app development. It enables you to launch your apps on the iOS and Android platforms quickly. It also facilitates the effectiveness of native apps on mobile devices when a user accesses the browser in JavaScript or HTML format.

Furthermore, Appetize makes it easy for both users and developers to keep track of their apps. As a result, if you create a Flutter app, you can use it to make the installation process more simple and more concise.

Conclusion

Every Flutter developer knows that app development involves planning, designing, testing, and deploying. Flutter has risen in popularity among mobile app developers as one of the most popular software development toolkits.

Ad Flutter is among the finest UI frameworks released by Google. Flutter developers can use these tools to create appealing apps that millions of users worldwide can use to their obvious benefit.

You can make your Flutter app development project quick and efficient with the many open-source Flutter app development tools available. Alternatively, you can hire professionals to do it for you.

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12 Surefire Ways to Boost Your Project Management Skills

Posted on January 30, 2023July 5, 2023

Blog / 12 Surefire Ways to Boost Your Project Management Skills

To keep a project moving forward from inception to conclusion, a lot of wheels must be turning. It might be difficult to balance everything, from deadlines to team members.

There is no secret to project management skills. Instead, success depends on managing a project and anticipating future hurdles seamlessly.

Your ability and effectiveness as a project manager can go above and beyond. Adopting steps that continually increase your project management skills can be wise. If you practice frequently, you will undoubtedly get better with time.

Here we will discuss everything and demonstrate how effective task management may help you handle projects more effectively, improving your project management skills.

12 Surefire Ways You Can Improve Your Project Management Skills

Plan Before Implementing

All of your project management skills are built on planning. You are safer to engage in the activity if you have a well-thought-out plan and a backup one. Additionally, it’s the initial step in establishing your professionalism.

The fundamental purpose of a project plan is to lay out the necessary aspects of your project’s success. To paint a complete picture of your upcoming work, all of the important project components should be included in your project plan.

Time Management is The Key

Apart from the money you have spent, delaying the project can cost you a major thing – your time and client. You surely don’t want to lose your clients.

Time management and organizational abilities are interrelated. You’ll better understand all you have on your plate and how long your next tasks will take as you get better at arranging your tasks.

However, focusing and setting priorities for your work might be challenging. Try prioritizing tasks to enhance your time management abilities and decrease delays. You can start working on the tasks that are greater on your priority list first to make sure nothing is overlooked or slips.

Communicate Like a Leader

Your project is at risk if consistent communication among the participants doesn’t take place frequently. You must make sure that everyone involved in your project is on the same page and working toward the same objectives.

When you’re working with a group of individuals, misunderstandings are quite often. Projects will run more smoothly and be more pleasurable if everyone learns how to communicate effectively and stay clear of these.

Practice being open and honest with your coworkers to improve your communication abilities. This calls for a great deal of trust between you and your staff. Allow your coworkers to share any ideas during a discussion to develop this trust.

Budget Management

Cost management in project management considers how every project will affect your budget at each stage of the project. It is a crucial component of project management skills and a crucial factor in determining the effectiveness of your project.

Cost management can assist you in achieving your goal of staying within budget, which is just as crucial as meeting your project’s due date. Effective project managers establish their costs and budget at the start of a project in order to manage costs properly.

Ensure that all team members and relevant parties are aware of the budget. Then, while working on the project, consider the cost and budget. Throughout the project, keep an eye on your expenses to ensure you aren’t overboard.

Collaborate and Learn Together

No matter the project, sector, or area, all project managers have one characteristic in common, i.e., people. Individuals, teams, and communities all need timely communication.

As a project manager, communication is about developing a personal connection with the employees and clients. Your team is more productive working together than they would be alone since everyone on it has something to offer.

Projects are naturally more innovative and well-developed when multiple minds are working on them. Make everyone feel welcomed, appreciated, and supported in their ability to contribute through teamwork.

Focus on Continous Improvements

Project management is a journey that encourages creativity every single day. Don’t assume that the next time or the next project will be successful if you always follow a set of best practices and standards.

The world is always changing, and so should you. Your ability to adapt and be dynamic can help you advance to leadership roles.

Reward Frequently

Rewards are the best motivators. Employees are constantly pushed to do their work as quickly as possible, and some are even forced to complete it before the due.

They can be motivated to perform their jobs to the highest standard by rewards, which also prevents them from feeling that their work is monotonous and dull. The most crucial factor for every project manager is that their team members are happy with their work, and rewards can help individuals feel that way.

You can always achieve great things with your projects by encouraging people to take action on their work without wasting time and rewarding them. People who perform better should be rewarded. It has long been standard to encourage people to perform organically at the same tempo without being forced.

Understand Your Team Well

Understanding your team’s strengths and shortcomings is the greatest method to maintain a project on schedule and within budget. Every other aspect of the project will benefit from knowing this.

Make an effort to get to know your team members as the project officially begins. Spend time learning about their particular strengths and how they may contribute most effectively to the project.

You can determine how best to use each team member’s time by becoming familiar with their abilities and motivations. Assign duties and responsibilities as necessary, recognizing that each team member is making the most effective contribution possible.

A good project manager would always start by trying to understand their staff. They can only be adequately managed after that.

Select The Best Candidates For The Best Positions

It’s vital to remember that everyone on a dedicated team is a project manager when working on a project. Everyone must cooperate and provide work on schedule. They must work for both the larger deadline and their smaller achievements.

Find the right people for the right jobs and keep an eye out for hidden talents in those around you. Don’t assign the task of enforcing deadlines to the individual who consistently puts it off.

Maybe assign the task of updating the project board to the server, who consistently arrives early. If one of your staff has a talent for connecting with customers and building rapport quickly, give them the duty of checking in with the rest of the team to ensure successful communication.

Even though you may be in control of the overall project’s management, you should still ensure that the correct team member is given the right duties to maximize productivity.

Value The Feedback

The best leaders are always the ones who ask for more feedback and value them. Asking for feedback is not an indication of weakness.

In fact, it is a calculated strategy to learn what is effective for your clients and staff. How will you know if you’re doing well? It will only be possible through feedback. Be it following the implementation of a new policy, the training of staff in the use of new software, or the launch of a new project management system, request input.

The ideal way for your staff to work may not be through formal project management. They might function better if more time is spent planning and not requiring the daily check-ins you think are important. There is no way to judge anything without asking for feedback.

Early Problem-Solving

Nobody enjoys being in a fight or having to deliver terrible issues. However, dealing with problems immediately rather than afterward is always preferable.

Consider modifying your timetable if your deadlines are too strict. If you learn that a replacement will be necessary on a work site, inform the client immediately and adjust the budget.

Be Open for Communication

Establishing a culture of problem-solving rather than denial is crucial. Think about implementing an open-door policy where staff is free to provide comments or disclose problems you may have missed. After each meeting, invite questions regarding potential issues.

When given a project, project managers may become overly cautious and controlling. This may result from a lack of time, unreasonable deadlines, lack of resources, or a need to uphold their position, which results in micromanagement.

The manager keeps an eye on, controls, or reminds staff of their responsibilities. Employees are restricted from their liberty at work as a result. Micromanagement undermines staff morale and trust, boosts turnover rates, encourages burnout, stifles innovation, reduces productivity, and creates dependent workers.

Conclusion

Managing a project wisely is a task. Taking little steps rather than rushing to achieve the goal is necessary. Your ability should be to manage everything well and simultaneously cleverly.

In addition to the methods we’ve already outlined, you can always make adjustments and implement the most recent efficiency improvements.

A project manager has to keep finding ways to improve their project management skills and abilities.

Also Read: Staff Augmentation: 10-Step Outsourcing Model to Expand Your Team

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Staff Augmentation: 10-Step Outsourcing Model to Expand Your Team

Posted on January 20, 2023January 25, 2023

Blog / Staff Augmentation: 10-Step Outsourcing Model to Expand Your Team

According to research, firms usually take around 36 days to complete the hiring process for an individual. This means hiring a candidate will consume a chunk of your valuable time and energy.

One way or another, this makes it imperative that you select the right candidate to achieve the desired result. To aid you in staff augmentation, we are here to discuss the ten 10-step outsourcing model to expand your team.

This article covers every detail you should look for in a tech resource. It also highlights the factors that will help you maintain effective communication between you and the new hire.

So, without further ado, let’s get started.

Staff Augmentation: Step-by-Step Guide on Outsourcing Model

Who You Want to Hire

A new team is always needed to back up when your company starts scaling. However, hiring a large team all at once might not be the best move – especially if you are a startup.

A jack of all trades is the master of none. So, we don’t recommend hiring an assistant for you who claims to be proficient in multiple tasks.

Instead, you should stay certain of the role you require the most in the staff augmentation model. Keep your company’s needs in mind and the current situation, and hire the most required person.

Doing so will save you from extra expenditure and the risk of having a pitfall if the company gets into a critical situation.

Ask yourself, do you need a virtual assistant or an IT professional? Some critical thinking can ease your hiring process and will help you go for the right candidate.

Qualities for the Specific Role

Sit for a while and consider the characteristics that you believe are must-haves in your next assistant. It could be anything from technical expertise to strong communication skills.

Write all of them on a piece of paper or notepad. You can also make a column for the qualities that are negotiable.

Give your required characteristics a good shape and jot them in your job proposal description. Your expectations in the proposal will insist candidates self-analyze for these qualities before they apply.

Only the candidates who will find themselves aligning with the roles and responsibilities will apply – others will refrain. This step will keep you from the hassle that you can land in the near future.

Skim Through Resumes Yourself

Usually, an HR professional, assistant, or business manager looks into candidates’ resumes. While this is the right approach, we suggest you give it a go yourself.

The resume has everything from hobbies to interests and experience. When you look at them, you will probably find the right candidate.

You will also have the upper hand this way when interviewing your candidate. However, if that’s not your role and you strictly refrain from it, sit with your screener.

Discuss your thoughts and staff augmentation expectations about the candidate with them. This model will most likely succeed if your screener is working with you for a long time since he knows your hiring priorities and the qualities you need in a candidate.

Offer Good Compensation

Staff augmentation benefits include access to a larger talent pool. This allows you to cut costs and balance the expenditure of the company.

Remotely, you can hire candidates from all around the world. And the best part is that candidates are readily available to work at a minimal cost in Asian countries.

You can compensate these bucks to your next assistant – through salary. This will help you retain them and insist on them for good performance.

If you pay them well enough according to their region, they’ll go above and beyond your expectation to scale your business.

The candidate’s payment will depend on the time of the project you are hiring him for. So, you need to decide if you want to hire on a project basis, on a contract, or full-time.

Ask Scenario-Based Questions

Once you have passed the initial steps of staff augmentation, like posting jobs and reviewing resumes, the next is to set up an interview with the shortlisted candidates.

As an expert, you might not have to prepare questions for an interview. However, consider asking scenario-based questions to the candidate.

Explain a tangled scenario to the candidate during the interview. Let him reach a conclusion and explain how they will solve the problem.

Having a tech resource thinking out of the box is essential since dealing with complex situations is always a hassle. So, if your new assistant isn’t a problem solver, you might have to jump in to take the situation in the right direction.

Learning Mindset

Learning has no end. However, a positive attitude towards learning is rarely found. So, it’s imperative to have a candidate with a learning mindset in your team.

Technology is rapidly evolving. A candidate can take your business to the next level if they’re always up to learning and discovering new techniques.

You can evaluate this quality when interviewing the candidate by asking about it. Additionally, you can ask them to state their relationship with other employees in the previous company.

Your firm needs a positive attitude (especially the newly established one). Get a better idea by asking what the most disliked parts of the previous job were. Their answer will tell you what mindset they have and if they could lead you to success.

Experience and Track Record

One of the staff augmentation best practices is to keep an eye on the applicant’s background. Knowing where they have been working and their tenure is important.

This will give you an insight into the candidate’s dedication and loyalty to an organization. Also, it will depict if they give up easily or stick to the same foundation.

Having a candidate with a track record of a couple of years in a company is beneficial – especially if your work model is for the long term.

Not only should you consider a candidate’s resume for this, but ask him. A face-to-face question regarding the expertise in the resume will portray the candidate’s efficiency on the subject and involvement in the projects.

Dedication for Growth

In a few significant instances of staff augmentation, energy is also included. When hiring a new assistant, you should consider his work energy.

However, this energy and dedication to growth could be divided if your new assistant is working with another client or if it’s a part-time job. So, you need to explain the workload and ask if they can manage the project with full attention.

Clarify if the project will be short-term or long-term so things are easy to sort.

Aligning Communication Skills

Communication should be clear regardless of the role you have offered to your candidate. So, one important aspect of making your staff augmentation model successful is knowing your candidate’s communication skills.

Do they speak a lot? Or do they listen to you carefully? You should give it a thought to understand them better.

Candidates with positivity, attentiveness and a respectful attitude are strong in communication. So, analyze if the candidate – probably becoming your next assistant – is good at communication and capable of handling the matters themselves.

Creating a Reliable System

Once you’ve analyzed the primary qualities of your candidate, you’re close to hiring them. So, the next step would be to set up reliable communication and work model.

For this, you’ll need to be certain if a regular meeting or a weekly team discussion will be good enough. You should also take note of the communication channel.

This is more important if you have hired a remote candidate. Candidates working remotely from another country work usually have a time difference, so this could be a hindrance.

There must be one platform where all the communication needs to be carried out, like Slack or Skype. Along with record maintenance, this will help keep things running smoothly. While the candidate now your new assistant will know where to drop files or important information.

Conclusion

In the staff augmentation model, stay certain of who you want to hire, define qualities you want to have in a candidate, and explain them in the job description.

When hiring, particularly, you should ask and test the candidate on real-life scenarios. You should also test the reliability of data in the resume by asking about the experience and track record of the candidate.

Once hired, you must have a reliable system where you can coordinate and communicate. This will help you have the best assistant and ease the hiring and onboarding process.

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The 10 Top Benefits of Outsourcing Application Development

Posted on January 20, 2023February 1, 2023

Blog / The 10 Top Benefits of Outsourcing Application Development

Having outsourcing teams is advantageous for businesses. It is a business concept that helps companies grow and expand now more than ever.

Your team is likely working on far tougher projects that are more suited to their individual skill sets. They are occupied. Alternately, investing in the growth of your team for a single, short-term project that won’t be repeated is simply not financially feasible.

Companies can quickly expand by using outsourcing to get the expertise they need without having to blow their budgets or capacities. Having a remote team enables you to increase the capabilities of your team by adding individuals or skills that would be otherwise difficult due to expenses.

Outsourcing services are used by many modern businesses, which speaks to its acceptance and clientele’s financial success. Would you like to know more about how outsourcing application development might help your company? Get the key advantages of this option by reading about it!

The 10 Top Benefits of Outsourcing Application Development

Boosts Speed

It takes a lot of work to find talent that is up to date with the most recent technological stack, can adjust to market changes, and has a wealth of expertise. Making it to the app store at the appropriate time through in-house development is impossible when the project is time-sensitive.

As an alternative, you can just choose the specialists from the outsourcing firm to complete the application development process without investing a lot of time and energy in recruiting the team.

Additionally, the chosen team will already be educated about the newest technologies, eliminating the need for training and skill enhancement. It accelerates the creation of apps.

Cost Saving

The ability to save expenses is another massive benefit of outsourcing, though perhaps you already have figured it out by now. The business does not have to worry about investing in hardware, paying license fees, or maintaining an internal IT infrastructure after hiring the application development team.

The business saves money as a result, which it may use to invest in other parts of the company. Another financial benefit when a service is outsourced is that the company knows exactly how much money will be invested at the time of contracting, preventing unforeseen problems.

Since you don’t need to put up the office space needed to sustain a team, you can also save money on the management and maintenance of the workstations.

International Talent

Building a mobile app for your business requires great expertise. And the only thing that can grow your organization is talent.

The possibilities are endless if you decide to hire an outsourced application development individual to work on your mobile application development project. If you believe that your city has excellent app developers, consider the talent that exists throughout the world and is simply waiting for you to discover it.

You get exposure to a considerably wider range of highly qualified individuals. Experts are prepared to assist you without burdening you with time-consuming issues like managing employee benefits, pension funds, and health insurance benefits.

These professionals have mastered their craft to a certain level and are able to respond to your needs rapidly and effectively.

It Sharpens the Concentration of Your Project

Your core team, who is the main engine of your business, will be busy with everyday tasks. When you outsource an application development project, the development process is no longer your team’s first priority.

Your team may concentrate more on improving your business operations and final outputs by focusing less on the work required to monitor project progress, such as making sure deadlines and milestones are achieved timely.

Your project will become more concentrated and move along at a much faster rate if you have a dedicated staff working entirely on the development of your app. As the focus is completely on application development, you will also receive the assistance necessary to advance your project efficiently.

Modern Technologies

By hiring a specialized team, companies can access cutting-edge technologies that they would not even have the chance to buy by themselves by hiring a specialized team. This is because technology companies must invest in alternatives to set themselves apart from the competition, and many end up developing original solutions.

Due to its ability to analyze market demands and adjust to them, this advantage may potentially become a competitive edge for the company using outsourced services.

Application development outsourcing is a tremendously successful business approach for organizations around the world.

Outsourcing Enables To Focus on Company’s Vision

The companies have a clear long-term goal and mission, which unfortunately have to be put on hold when their focus is diverted by demanding short-term duties. However, if you’re outsourcing, you may step back and consider the larger picture carefully.

You can devote more time to the priority chores that keep your company running smoothly while concentrating more on the expansion plans that will help your business expand. Outsourcing will allow you the time needed to engage in innovative thinking to boost your commercial game rather than stressing about the status of your application development project and its associated difficulties.

It’s Visibly Practical

Your team is already engaged with multiple tasks daily. The least you would do is disturb them. You can simply sign a contract with an outsourcing agency rather than interfering with your team’s everyday tasks to master a talent that is a one-time requirement for your business.

Now, without causing any inconvenience to your business, a complete team of knowledgeable developers will be working on your application development project. When your mobile application launches on the market, it won’t be a liability for your business.

Faster Project Delivery

A complete product development cycle can take a very long period of time. The size of the project and the specific business use case directly impact how long it takes to develop an application.

A complicated platform that uses technologies like AI and machine learning may take many years to develop, but a native or cross-platform hybrid software can be created in a matter of months.

A project for an application development that would normally take a long time to develop with in-house teams might be quickly speedup by outsourcing it to a specialized outsourcing team.

Scale the Project to Your Needs

There are instances when you need more developers than you currently have to work on your project when creating something. In this situation, you must hire extra workers to increase the size of your internal team.

However, finding a talented developer takes a lot of effort. Additionally, your job cannot advance until the new staff is hired, which could have an impact on your delivery.

Better and Specialized Team

Finding specialist experts that can improve internal projects is a terrific business practice. The situation is much more difficult when a company needs to hire nearby people and is not tech-focused.

This results in many businesses’ IT departments producing unsatisfactory results and lacking in knowledge. However, this does not occur while working with an outside, skilled team because they employ agile processes and provide flexible, market-validated services.

Additionally, the organization can easily link expectations to results with service providers thanks to a skilled workforce.

Conclusion

When possible, it is always preferable to outsource your mobile application development. You’ll be able to acquire a more targeted development team whose expertise in a specific area will help you create your mobile app.

When you outsource your mobile application development project, you can access a larger talent pool at a lower cost than if you were to assemble your own team from scratch. You may undoubtedly identify a reputable and skilled application development agency or the greatest development team to assist you in realizing your idea if you are persistent in your hunt.

Do not rush the process because the last thing you want to do is compromise your chance to climb greater heights. Spend enough time vetting the possible team and keep looking till you find the right fit.

9 Practical Tips to Manage Remote Employees Effectively

Discuss Expectations Initially

Discuss Communication Channels

Email

Messaging App

Phone Call

Video Call

Schedule Meetings

Mention Preferred Tools

Leverage Your Employee’s Talent

Flexibility on Working Hours

Be Patient and Trust Them

Stay Up to Date and Engage

Appreciate Your Remote Team

Conclusion

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Methodology

100 Best Companies to Work for a Principal Software Engineer by Total Comp

1. LinkedIn

2. Facebook

3.Dropbox

4. Uber

5. Lyft

6. Coinbase

7. Splunk

8. Instacart

9. Netflix

10. Twitter

11. Stripe

12. Databricks

13. Snapchat

14. Airbnb

15. Datadog

16. Oracle

17. Pinterest

18. Roblox

19. Google

20. Square Inc.

21. Amazon

22. Workday Inc.

23. Snowflake Inc.

24. VMWare

25. MongoDB, Inc

26. Asana

27. Broadcom

28. Intel

29. Microsoft

30. DoorDash

31. Pure Storage

32. Tesla Inc.

33. PayPal

34. AMD

35. Box

36. CrowdStrike

37. NVidia

38. Indeed

39. Apple Inc.

40. Cisco Systems

41. Adobe

42. Palo Alto Networks

43. Autodesk

44. Synopsys, Inc.

45. Okta Inc.

46. Intuit

47. UiPath

48. DocuSign

49. Qualcomm

50. Twilio

51. Samsara

52. eBay

53. Nutanix Inc.

54. Salesforce

55. NortonLifelock

56. Rivian

57. ServiceNow

58. Tanium

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