Optimizing Resources: CTO’s challenges in a Budget-Constrained World

CTO Challenges in a Budget-Constrained World: How The Flock Aids with Staff Augmentation Services

In the fast-paced world of technology, Chief Technology Officers (CTOs) often find themselves at the crossroads of needing to execute ambitious projects with limited budgets. The pressure to stay competitive and at the forefront of innovation is constant, and finding smart ways to optimize resources has become a top priority. In this article, we will explore the CTO’s challenges in such situations and how The Flock can be their secret ally through staff augmentation services.

Challenge 1: Budget Constraints

One of the biggest hurdles for a CTO is budget constraints. Technology projects often require significant investment in talent, infrastructure, and development, which can be overwhelming when resources are limited. CTOs must find ways to do more with less, and this is where staff augmentation comes into play.

How The Flock Can Help CTOs Overcome Budget Constraints

The Flock offers an efficient solution to this challenge. With its staff augmentation services, CTOs can access a team of highly skilled professionals at a fraction of the cost of hiring full-time employees. This allows them to tap into the necessary talent without the financial burden of salaries and benefits. For CTOs looking to stretch their budgets, The Flock’s staff augmentation services provide a cost-effective solution.

Challenge 2: Local Talent Shortage

In many instances, finding the right talent locally can be a challenge. Skill shortages in the job market can limit hiring options, further complicating the execution of critical projects.

How The Flock Addresses Talent Shortages

The Flock overcomes this challenge by providing access to an extensive global talent pool. CTOs can find experts in various technologies and disciplines regardless of their geographic location. This not only expands hiring options but also brings a fresh and diverse perspective to projects. With The Flock’s global reach, CTOs can access the skills they need, no matter where they are located.

Challenge 3: Adaptability and Agility

In a constantly evolving technological world, adaptability and agility are essential. CTOs must be ready to change course and address new technologies or emerging challenges at the drop of a hat.

The Flock’s Contribution to Adaptability

The staff augmentation from The Flock allows CTOs to have a flexible and scalable team that can quickly adapt to changing market demands. Whether you need to expand your team temporarily or downsize after a project, The Flock can adjust to your needs. This adaptability ensures that CTOs can respond swiftly to market shifts and stay ahead of the curve.

Challenge 4: Maintaining Quality and Speed

Despite budget constraints, CTOs must maintain high-quality standards and deliver projects on time. This often involves finding a balance between efficiency and excellence.

Ensuring Quality with The Flock

The Flock is committed to providing high-quality talent that can seamlessly integrate into your existing team. This helps ensure that your projects run smoothly and meet quality expectations, even when resources are limited. CTOs can rely on The Flock to deliver results efficiently without compromising on quality.

In summary, CTOs face ongoing challenges when they need to execute projects on a tight budget. However, The Flock offers an effective solution through its staff augmentation services. By leveraging this resource, CTOs can optimize their resources, access global talent, maintain agility, and ensure quality in their projects, even under challenging financial conditions. The staff augmentation from The Flock is the strategic ally that CTOs need in their pursuit of technological excellence.

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Strategic Solutions for Executives: Solving the Challenge of Hiring IT Talent

The Flock revolutionizes IT Hiring Costs

In today’s digital age, information technology (IT) plays a crucial role in the success of any business. The demand for IT talent has surged, leading to a common challenge faced by executives: the high hiring costs for IT professionals. In this article, we will delve into this challenge and explore how strategies like staff augmentation and nearshoring can offer cost-effective solutions.

The Challenge of Hiring IT Talent

Technology is continually evolving, and businesses must keep up to remain competitive. This has created a high demand for skilled IT professionals, including software developers, data engineers, data scientists, and cybersecurity specialists. However, hiring these professionals is no easy task.

One of the primary challenges faced by executives is the high cost associated with hiring IT talent. Competitive salaries and additional benefits required to attract and retain these professionals can be overwhelming for many companies, especially smaller or growing ones.

The Impact of High Hiring Costs

The high hiring costs for IT professionals can significantly affect a company’s profitability and growth potential. Here are some ways these costs impact organizations:

  • Budget Pressure: The substantial salaries and benefits can strain a company’s budget, limiting investments in critical areas of development and expansion.
  • Fierce Competition: The demand for IT talent has led to fierce competition among companies, resulting in inflated salary offers and talent wars, further driving up costs.
  • Employee Turnover: Companies unable to keep up with market salaries are more likely to experience high employee turnover. Losing talent and the constant need for recruitment and training can be costly and disruptive.
  • Limited Innovation: High hiring costs can hamper a company’s ability to invest in innovation and product development, ultimately affecting its competitiveness in the market.

Innovative Solutions with The Flock as a Key Ally 

On-Demand Talent: The Flock provides a platform that enables companies to quickly expand their teams with validated tech professionals from Latin America. The process is streamlined and efficient:

  • Hiring and Managing Validated Talent: The Flock offers a platform where you can browse profiles of technology professionals validated by the company, ensuring they have the necessary skills and qualifications.
  • Easy, Flexible, and Fast: The search and hiring process for technology professionals is straightforward and speedy, simplifying the hiring process at every stage.
  • Secure Hiring: The hiring process ensures that hired professionals meet required standards and expectations.
  • Budget-Friendly: The company customizes proposals according to your budget when hiring technology professionals.
  • Risk-Free Trial Satisfaction Guarantee: The Flock offers a guarantee that if the hired professionals do not meet expectations during a risk-free trial period, they will be replaced, demonstrating the company’s confidence in the quality of the professionals it provides.

Managed Software Teams: In this service, The Flock offers a more comprehensive solution for businesses seeking to execute tech projects with an expert team:

  • Project Consultation: The Flock starts by understanding the client’s project or idea, discussing requirements, scope, and objectives.
  • Expert Team Building: The company assembles a team of talented professionals led by its own experts (“The Flockers”) to help manage projects and technology teams to scale and accelerate them.
  • Managed Results and Project Success: The focus is on achieving specific project objectives and delivering satisfactory results.
  • Speed and Flexibility: Like the On-Demand Talent service, speed and flexibility are key factors in The Flock’s operation, enabling them to build a team ready to help you scale your project within days.

 

Conclusion

High hiring costs for IT professionals pose challenges for executives across companies of all sizes. However, innovative strategies like staff augmentation and nearshoring offer effective solutions to address this challenge. By adopting these strategies and partnering with allies like The Flock, companies can access the necessary talent without compromising their budget and innovation capacity, positioning themselves for success in today’s digital economy.

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Do you have difficulty hiring qualified candidates?

qualified candidates

In today’s highly competitive business landscape, finding qualified candidates has become a significant challenge. Organizations face significant obstacles when trying to find technical talent that fits their needs. In this blog post, we dissect the issue and its complexities, assess its critical relevance, and explore how The Flock can be your essential ally in overcoming these challenges.

Challenges in Searching for Qualified Candidates

Finding qualified candidates is a complex task for many companies. One of the main challenges is the growing demand for highly trained technical professionals in an increasingly competitive labor market. Engineers, software developers, data scientists and information technology experts are essential to driving innovation and growth. However, the gap between the supply and demand of talent in these areas remains a persistent problem.

Additionally, globalization has expanded the reach of companies, meaning the competition for talent has become global. Finding candidates who not only have the necessary skills, but also the ability to adapt to the company culture and values of the organization is an additional challenge.

Why the problem is critical

The difficulty in finding qualified candidates has a significant impact on companies. First, a lack of qualified technical personnel can slow down product and project development, affecting a company’s ability to remain competitive in the market. Hiring delays can result in missed opportunities and a longer time to market.

Additionally, hiring unqualified or unsuitable personnel can lead to an increase in employee turnover, resulting in additional costs and negatively affecting the morale of the existing team. Talented employees may feel demotivated if they have to work with colleagues who do not live up to their expectations, negatively impacting productivity and work quality.

How The Flock Can Help You with Access to Global Talent

Amid these challenges, The Flock stands out as a solution for companies looking for qualified candidates. Global hiring or nearshoring, facilitated by The Flock, allows companies to access a broader and more diverse pool of technical talent, which can increase the quality and specialization of personnel.

  • Extensive Global Reach: The Flock has access to a global network of highly qualified technical professionals in diverse geographic locations. This means companies can look for talent in regions where the specific skills they need are most abundant.
  • Talent Diversity: Diversity in the workplace is essential for innovation and creative problem-solving. The Flock allows companies to diversify their workforce by recruiting candidates from different backgrounds and cultures.
  • Cost Reduction: Global sourcing or nearshoring through The Flock can be a cost-effective option compared to local sourcing in areas with higher labor costs.

In short, difficulty finding qualified candidates is a critical issue that can severely impact a company’s growth and competitiveness. The Flock offers a solution by providing access to diverse and highly skilled global talent. By leveraging this global network of professionals, companies can overcome the challenges of technical recruiting and achieve sustainable success in today’s market. Discover how The Flock can optimize your search for technical talent globally!

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LinkedIn Says ChatGPT-Related Job Postings Have Ballooned 21-Fold Since November

ChatGPT-Related Job Postings

Introduction

In the fast-paced realm of AI and technology, an intriguing trend has emerged, capturing the attention of job seekers and employers alike. A recent Forbes article, authored by Emmy Lucas on August 17, 2023, shines a spotlight on the explosive growth of job opportunities connected to ChatGPT, a cutting-edge AI language model developed by OpenAI. This 21-fold surge in LinkedIn job postings since November of the previous year paints a vivid picture of the transformative impact of AI in the workforce, heralding new opportunities and skill requirements.

AI Skills in High Demand: The ChatGPT Phenomenon

The Forbes article highlights the pressing demand for professionals well-versed in natural language processing (NLP) and artificial intelligence (AI), with a specific emphasis on skills related to ChatGPT. This AI language model has revolutionized various industries, from content creation to customer service. The remarkable increase in job postings underscores the broader shift towards AI-powered solutions, with businesses keen to integrate AI technologies to streamline operations and enhance customer experiences.

Navigating the AI Frontier: Job Market Implications

The exponential growth of ChatGPT-related job listings on LinkedIn signifies a larger trend of businesses embracing automation and AI as cornerstones of their operations. As AI technologies continue to evolve, the demand for experts capable of harnessing their potential grows. This transformation points to a changing employment landscape, wherein proficiency in AI and NLP becomes a sought-after skillset to drive innovation and competitive advantage.

Adapting to the Future: Skill Acquisition and Collaboration with AI

The article underscores the broader significance of the AI-driven transformation, particularly in terms of skills and workforce dynamics. The integration of AI technologies prompts the emergence of novel job roles, urging individuals to acquire new skills and adapt to evolving market demands. As AI continues to shape the job market, the ability to work harmoniously with AI systems becomes crucial, emphasizing the importance of lifelong learning and skill expansion.

AI and Business Synergy: Rethinking Traditional Operations

The surge in ChatGPT-related job postings on LinkedIn also highlights the reconfiguration of traditional business practices. The article suggests that AI and NLP technologies are infiltrating sectors that were once dominated by human involvement. This transformation reinforces the need for a versatile workforce, capable of embracing AI while staying attuned to human expertise.

Seizing Opportunities: Navigating the AI-Infused Workforce

In conclusion, the Forbes article provides a revealing glimpse into the evolving job market dynamics, courtesy of the surge in ChatGPT-related job listings. The article encapsulates the broader integration of AI across industries, showcasing the growing need for professionals skilled in AI and NLP. As the employment landscape undergoes a transformative shift, adaptability and proactive skill acquisition emerge as linchpins for both job seekers and employers.

Embracing the Future: A Call to Action

The article serves as a rallying cry for professionals to embark on AI-related education and upskilling journeys to remain relevant in a swiftly changing job market. It also encourages businesses to harness AI technologies, such as ChatGPT, to enhance productivity and drive innovation. By striking a balance between human creativity and technological prowess, individuals and organizations can harness the myriad opportunities presented by the AI-driven future of work.

In summary, the Forbes article adeptly captures the essence of the AI revolution through the lens of ChatGPT-related job listings on LinkedIn. As industries continue to adapt to AI innovations, a new frontier of possibilities unfolds for those ready to embrace the transformative potential of AI-powered solutions.

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The Top 4 Benefits for Businesses with Nearshore and Staff Augmentation

The Flock

 

Introduction:

In today’s rapidly evolving business landscape, companies are continually seeking ways to stay competitive and optimize their operations. Two key strategies that have gained popularity are nearshore outsourcing and staff augmentation. These approaches enable businesses to access skilled talent beyond their local borders, opening up a world of opportunities and advantages. In this note blog, we will delve into the top four benefits that businesses can reap from combining nearshore outsourcing and staff augmentation.

Access to a Diverse Pool of Talent:

One of the most significant advantages of nearshore outsourcing and staff augmentation is the ability to tap into a diverse pool of talent. Nearshore outsourcing allows companies to collaborate with teams located in neighboring or nearby countries, often sharing similar time zones and cultural affinities. This proximity reduces communication barriers and fosters a more seamless collaboration experience.

Staff augmentation, on the other hand, offers access to specialized professionals, allowing businesses to augment their existing teams with skilled experts on a temporary or project basis. This model offers flexibility in choosing the right talent for specific tasks, ensuring optimal results without the burden of a long-term commitment.

By combining both approaches, businesses can strategically build teams with the exact skills and expertise needed for their projects, thereby driving efficiency, innovation, and competitiveness.

Cost-Effectiveness and Scalability:

Cost reduction is a crucial factor for businesses seeking to improve their bottom line. Nearshore outsourcing often provides a cost-effective solution compared to onshore options, as operating expenses, labor costs, and overheads can be significantly lower in certain nearshore locations. Companies can also benefit from more favorable tax regulations and economic incentives in these regions.

Additionally, staff augmentation allows businesses to scale their workforce rapidly and efficiently, without incurring the expenses associated with hiring and training full-time employees. This scalability is particularly advantageous during peak seasons or when undertaking large-scale projects that require additional manpower.

Combining nearshore outsourcing and staff augmentation provides businesses with the flexibility to control costs while swiftly adjusting their workforce according to market demands, helping them maintain a competitive edge.

Enhanced Focus on Core Competencies:

By outsourcing non-core functions to nearshore teams and augmenting staff for specific tasks, businesses can concentrate their in-house resources on their core competencies. This focus allows companies to improve the quality of their products or services, streamline internal processes, and allocate more time and energy to innovation and growth strategies.

Nearshore outsourcing and staff augmentation relieve businesses of administrative burdens, recruitment efforts, and training tasks, as these responsibilities are transferred to external teams. Consequently, organizations can achieve higher productivity and efficiency while capitalizing on the expertise of their outsourced partners.

Increased Speed and Time-to-Market:

Speed is of the essence in today’s dynamic business environment. Nearshore outsourcing and staff augmentation contribute significantly to reducing project development timelines and improving time-to-market for products and services.

With nearshore teams working in similar time zones, real-time communication and collaboration become more accessible, resulting in quicker decision-making and issue resolution. Moreover, staff augmentation enables companies to add skilled professionals to their teams instantly, eliminating the delays associated with traditional hiring processes.

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Unlock innovation with exceptional Latin American software developers

The Power of Latin American Software Developers

The software development industry has witnessed remarkable growth in recent years, with rising demand for skilled professionals who can bring innovative solutions to the digital world. Latin America has emerged as a hotbed for exceptional software developers, garnering attention from global businesses seeking top-tier talent. In this article, we delve into the factors that contribute to the excellence of Latin American software developers, exploring the region’s educational systems and resources that play a pivotal role in nurturing their skills.

  1. A Strong Educational Foundation:

Latin American countries have invested significantly in their educational systems, producing a workforce that is well-versed in computer science and software engineering. Many universities across the region offer specialized courses in programming languages, software development methodologies, and other related subjects. Moreover, the curriculum emphasizes hands-on projects and real-world applications, allowing students to gain practical experience and problem-solving skills.

The region’s focus on science, technology, engineering, and mathematics (STEM) education has led to a large pool of tech-savvy individuals, providing businesses with access to a vast talent pool that possesses the necessary expertise to tackle complex software development challenges.

  1. Collaboration with Industry:

Latin American educational institutions have fostered strong partnerships with the tech industry, promoting collaboration between academia and businesses. This synergy facilitates knowledge transfer, enables students to work on real projects, and exposes them to cutting-edge technologies used in the industry. As a result, graduates are well-prepared to enter the job market, armed with relevant skills and a deep understanding of industry needs.

Furthermore, tech companies often sponsor events, workshops, and hackathons in collaboration with universities, encouraging students to showcase their talents and network with potential employers. This dynamic ecosystem enhances the employability of graduates and ensures a constant flow of skilled developers into the industry.

  1. English Proficiency:

English proficiency is a crucial aspect of the software development field, given its global nature. Latin American countries have recognized the importance of English as a universal language for technology and have integrated it into their educational systems. Many institutions offer English language courses and encourage students to develop their language skills through international exchange programs and internships abroad.

By being proficient in English, Latin American developers can seamlessly collaborate with clients and teams from around the world, breaking down communication barriers and ensuring smooth project execution.

  1. Entrepreneurial Spirit:

Latin America has witnessed a surge in tech startups and entrepreneurship, fueling a culture of innovation and creativity. As a result, software developers in the region are often exposed to dynamic and challenging projects from an early stage in their careers. This exposure instills an entrepreneurial mindset, where developers learn to take ownership of their work, embrace innovation, and seek creative solutions to problems.

The combination of technical proficiency and entrepreneurial spirit has contributed to the region’s reputation as a hub for innovative startups and technology-driven ventures.

 

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8 Keys to Global Partnership Success: Maximizing ROI with Latin American Developers

partnerships

Introduction:

In recent years, the trend of outsourcing software development to Latin America has been on the rise, with businesses worldwide recognizing the strategic value of building global partnerships. This article explores the many advantages and return on investment (ROI) businesses can gain by hiring developers from the region. From cost-effectiveness and high-quality project outcomes to cultural affinity and risk mitigation, Latin America offers a compelling proposition for companies seeking to scale their development efforts.

  1. Cost-Effectiveness of Hiring Latin American Developers:
    One of the primary reasons companies opt for Latin American developers is the cost-effectiveness of the region. Compared to other outsourcing destinations, Latin America offers competitive
    rates, favorable exchange rates, and cost savings in operational expenses. This section dives into the financial benefits businesses can reap by tapping into the talent pool in Latin America.
  2. Evaluating Project Outcomes: Quality and Efficiency:
    The success of any outsourcing initiative lies in the quality of deliverables and efficiency in meeting project timelines. Latin American developers have earned a reputation for producing high-quality work and meeting project deadlines effectively. By showcasing success stories, this section highlights the positive impact Latin American developers can have on a company’s bottom line.
  3. Cultural Affinity and Collaboration:
    Cultural affinity plays a crucial role in successful partnerships between U.S.-based businesses and Latin American developers. Shared values, work ethics, and similar communication styles contribute to seamless teamwork and efficient collaboration. This section emphasizes the importance of fostering a cohesive and productive work environment.
  4. Risk Mitigation and Flexibility:
    In addition to cost savings and quality outcomes, outsourcing to Latin America offers risk mitigation benefits. The region’s stable political and economic environment provides a secure platform for businesses looking to invest in long-term partnerships. Moreover, the flexibility of scalable teams allows businesses to adjust resources as project requirements evolve.
  5. Case Studies: ROI in Real-World Scenarios:
    Real-world case studies are powerful tools to demonstrate the tangible ROI that can be achieved through hiring Latin American developers. By presenting success stories of companies that have realized substantial benefits from this model, readers gain insights into the potential for their own projects.
  6. Talent Retention and Long-Term Partnerships:
    Building long-term partnerships with Latin American developers fosters talent retention and reduces hiring and training costs. This section discusses strategies for nurturing such relationships and creating a sense of belonging among remote teams.
  7. Future Outlook: The Growing Role of Latin American Developers:
    The article also looks into the future, examining the growing importance of Latin American developers in the global software development landscape. As more businesses recognize the potential of the region, this section explores the evolving opportunities and potential challenges.
  8. Best Practices for Successful Outsourcing:
    To ensure a successful partnership, businesses must follow best practices when outsourcing to Latin America. This section provides practical tips and advice, addressing potential challenges and guiding businesses toward a fruitful collaboration.

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How to train artificial intelligence in 5 steps for optimal results.

artificial intelligence

Step 1: Collect and prepare data
Suppose you want to train an artificial intelligence model to recognize images of cats and dogs. In this case, you will need to collect a large number of labeled images of cats and dogs. These images can come from public databases, such as ImageNet, or you can collect them yourself. Once you have the images, you need to prepare the data by cleaning images, resizing to a common size, and normalizing pixel values.

Step 2: Choosing a learning algorithm
For the image recognition problem, you can choose to use a convolutional neural network (CNN). CNNs are efficient for image processing and have proven to be successful in classification tasks. You can choose an existing CNN architecture, such as VGG16 or ResNet, and adjust it to your needs.

Step 3: Train the model
Once you have the data ready and have selected a CNN architecture, you can start training the model. This involves feeding the labeled cat and dog images to the model and adjusting the neural network weights through backpropagation. During training, the model will learn to recognize distinctive features of cats and dogs to perform the classification correctly.

Step 4: Validate and evaluate the model
After training the model, you need to evaluate its performance. To do this, you can use a validation dataset that was not used during training. For example, you may have a set of cat and dog images that were not used to train the model. By running these images through the model, you can evaluate their accuracy, i.e., the proportion of correctly classified images. If the performance is not satisfactory, you can make adjustments to the model or to the training data.

Step 5: Optimize and adjust the model
Based on the evaluation results, you can optimize and adjust the model. For example, you can try to change the CNN architecture, adjust hyperparameters such as learning rate or batch size, or even collect more training data if the model shows deficiencies in generalization. These adjustments will allow you to improve model performance and obtain optimal results.

Remember that these are only examples specific to cat and dog image recognition. The artificial intelligence training process may vary depending on the problem you are tackling. However, the general steps of data collection, algorithm selection, training, evaluation and tuning are applicable in different AI training contexts.

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Nearshoring in Latin America: Powering the Growth of Global IT Businesses

Nearshoring in Latin America

In the competitive global information technology (IT) scenario, operational efficiency, quality of service and agility in delivery are crucial aspects for success. In this context, nearshoring in Latin America emerges as an effective strategy to boost business performance, bringing important benefits beyond simple cost reduction.

In recent years, the region has become an ideal nearshoring hub for global companies, offering an attractive combination of technical IT talent, robust infrastructure, compatible time zones and competitive operating costs.

With The Flock’s extensive talent network, global companies have immediate access to the best IT talent in Latin America for all their nearshoring needs. So, in today’s article, we’ll better understand the benefits of nearshoring and why Latin America stands out.

 

Why choose Nearshoring in Latin America?

Nearshoring is the practice of transferring operations to geographically close countries to take advantage of specific benefits, such as lower costs, specialized talent, similar time zones and greater integration among the team. This model contrasts with the offshoring model, which involves outsourcing to distant countries such as India or Pakistan, which often face challenges of cultural and time zone differences.

Latin America has attracted the attention of IT companies around the world thanks to its growing technology talent base, good infrastructure and stable economy. Countries such as Brazil, Mexico, Chile, Costa Rica and Colombia have invested significantly in training IT professionals, resulting in a highly skilled workforce ready to meet the demands of the sector.

In addition, Latin America’s geographic proximity to the United States and Europe allows for better synchronization of activities, facilitating real-time collaboration and minimizing the difficulties associated with time zone differences. This becomes even more relevant in a world where remote work is increasingly part of our daily lives, making the ability to collaborate online critical to the success of projects.

Thus, in our opinion, nearshoring presents an ideal balance between all these factors, allowing companies to have great benefits by moving part of their operations to Latin America.

Main benefits of nearshoring in Latin America

Nearshoring in Latin America provides a number of benefits to global companies looking to strengthen their IT staff. Let’s take a closer look at the main ones:

Cost reduction.

First, there is the issue of cost reduction. Latin America has a highly skilled workforce, but costs are generally lower than those in countries such as the United States and Europe, allowing significant savings for global companies without loss of quality.

Large talent pool

The Latin American region is rich in technical talent, with a growing base of highly skilled IT professionals. Many of these professionals are fluent in English and Spanish, which facilitates communication with international companies and the execution of IT projects.

Favorable time zones

Geographic proximity to the United States and Europe is another factor driving nearshoring in Latin America. This proximity allows for better synchronization of work schedules, which facilitates real-time collaboration and makes project management more efficient.

Facilitated communication and cultural similarities

Culture also plays a crucial role in this dynamic. The cultural similarity between Latin America and the North American and European markets, greater than, for example, countries such as India or Pakistan, favors effective communication and mutual understanding, minimizing misunderstandings and improving efficiency.

Stable business environment

Finally, Latin America has a stable and secure business environment. Many countries in the region have strong economies and policies favorable to international business, making them attractive locations for investment and long-term expansion of foreign groups.

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10 tips Steve Jobs might have given you

Steave
  • Constant innovation: Never settle for the status quo. Constantly look for ways to innovate and improve your products or services.
  • Focus on the user experience: Put your customers at the center of everything you do. Design products and services that deliver an exceptional experience.
  • Simplify: Eliminate unnecessary complexity. Strive for simplicity in design and functionality, making your products intuitive and easy to use.
  • Build a team of excellence: Hire talented and passionate people. Create a team that shares your vision and works in harmony to achieve extraordinary results.
  • Dare to be different: Don’t be afraid to challenge established norms and be different. Originality and uniqueness can be key to standing out in a competitive market.
  • Focus on quality: Don’t sacrifice quality for speed. Make sure that every detail of your product or service meets high standards of excellence.
  • Learn from failures: Failures are learning opportunities. Learn from them, adapt and move forward with greater wisdom and determination.
  • Keep a long-term focus: Don’t get carried away by short-term trends. Keep a long-term vision and constantly work toward your long-term goals.
  • Communicate effectively: Clear and effective communication is crucial. Learn to convey your vision and ideas convincingly to both your team and the outside world.
  • Follow your passion: Find what you are passionate about and pursue it with determination. Passion is what drives success and helps you overcome obstacles along the way.

    At The Flock, we help and accompany you in the design of technological solutions:

  • Build a high-performance team at a cost up to 30-60% lower compared to the United States.
  • Take advantage of Latin America’s flexible, 100% validated, and bilingual teams.
  • Our flexible solution allows you to adapt to the current dynamic context.
  • We value trust to drive your business growth.
  • We offer efficient technological solutions and a highly trained team.

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What is a growth mindset and why is it important in a constantly changing work environment?

growth mindset

A growth mindset, also known as a learning mindset, is the belief that skills and abilities can be developed through dedication, effort, and perseverance. It is based on the idea that skills are not innate but can be improved and expanded through continuous learning.

In a constantly changing work environment, embracing this proactive and persevering attitude is crucial for several reasons.
Adaptation to change: In a rapidly evolving environment, outdated skills, and knowledge quickly become irrelevant. A growth mindset enables you to adapt and learn new skills to maintain your relevance and competitiveness in the workplace. It helps you embrace change as an opportunity for growth and professional development.

  • Skills development: This thinking fosters a willingness to acquire new skills and knowledge. It allows you to stay updated with the latest technologies, methodologies, and best practices in your field. By being open to continuous learning and improvement, you can expand your skillset and become a valuable asset to your organization.
  • Problem-solving: A growth mindset promotes resilience and the ability to face challenges and solve problems effectively. It enables you to view obstacles as opportunities for learning and development rather than insurmountable barriers. By being willing to learn and explore new solutions, you can approach work-related challenges more creatively and efficiently.
  • Innovation and creativity: It also encourages curiosity and exploration. It encourages you to seek new ideas, perspectives, and approaches. By being open to learning from different sources and disciplines, you can generate innovative ideas and foster creativity in your work. This is especially important in environments where innovation is key to business success.
  • Continuous professional development: A growth mindset drives you to seek opportunities for professional development and personal growth. You can pursue training, courses, conferences, and mentorships to expand your knowledge and skills. This not only benefits your individual development but also contributes to the overall success of the organization by having motivated and prepared employees.

 

By adopting this mindset, you become more agile, resilient, and prepared to face the challenges and opportunities that arise in a constantly evolving environment.

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Top 4 Payroll Challenges in the IT World and Proven Solutions to Overcome Them

Payroll Challenges

Finally, Payroll processing, known as Payroll, can be a complicated challenge in any industry. But when it comes to the IT world, it presents additional challenges in a 100% Globalized world. In a highly dynamic and constantly evolving environment, Payroll Difficulties in the IT world require special attention and tailored solutions. Here are the top 4 IT Payroll challenges and how to overcome them, with the help of The Flock.

The complexity of contracts and salary structures:

It is common to find complex contracts and salary structures due to the diversity of roles and skills. This makes it difficult to accurately calculate pay and properly allocate benefits. To overcome this difficulty, The Flock provides a comprehensive Payroll management solution. Its team of experts manages all aspects of payroll processing, ensuring accuracy and compliance with labor laws.

Regulatory and legal compliance:

The IT world is subject to specific labor regulations and legislations that must be complied with in payroll processing, which will depend on where the company is located. Keeping up with legal changes and ensuring compliance can be a daunting task. With The Flock, you can rest easy, as their team of professionals is specialized and keeps your Payroll always up to date and in compliance with current regulations.

Benefits and bonuses management:

Employees often receive additional benefits and bonuses, such as stock options, incentive plans, and performance bonuses. These elements can complicate payroll management. The Flock offers an integrated platform that allows you to efficiently manage all of these benefits and rewards, ensuring accurate and transparent calculation of payouts with no hidden costs.

Scalability and growth:

Finally, As your project in the IT world grows, Payroll management can become more complex. The Flock provides a scalable solution that adapts to your constantly evolving needs depending on the stage of your project. Its advanced technological platform allows you to manage the growth of your team efficiently, without having to worry about administrative and payment processes.

 

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The IT Recruitment Revolution in a Dynamic World

In the fast-paced world of technology, the demand for information technology and IT recruitment is constantly growing. Companies in all industries understand the importance of IT experts to stay competitive in the digital age.

But how do they manage to find these highly sought-after profiles?

Welcome to the exciting world of IT recruitment!

In a scenario where innovation and technological development are advancing by leaps and bounds, companies are facing a big challenge: finding and hiring the right professionals to drive their digital transformation. IT profiles, such as software developers, data engineers, and cybersecurity experts, are the true superheroes of the digital era.

One of the most common ways of hiring is through staff augmentation. Companies can complement their internal team with external professionals who provide specific skills and knowledge for specific projects – it’s like having an army of experts ready to spring into action when needed!

Another option is the formation of managed teams. These teams function as an extension of the company’s internal team, working side by side to achieve set objectives. This seamless collaboration allows for greater agility and flexibility in project development, like a perfectly synchronized choreography!

Hiring IT profiles in the dynamic world is a safe bet for companies that want to stand out in today’s technology landscape. It allows them to tap into specialized talents and stay up-to-date in a constantly evolving environment.

So, now you know, if you are a company looking for bright and talented IT profiles, the dynamic world of digital products at The Flock is waiting for you with open arms. Don’t miss the opportunity to find the best tech talent that will drive your success in the digital era!

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The key is integration: Discover the roles that make up a technology development team

A technology development team creates software and technological solutions to improve a company’s efficiency or meet customer needs. Being well-structured is essential to succeed in any project. To make it efficient and effective, there are a number of essential functionalities to consider.

Learn about the roles that make up a technology development team and what their functions are.

Developers: The core of any development team are software developers. These individuals must have experience in programming languages, databases, and software development tools. They must be willing to learn new technologies and stay up-to-date on the latest trends.

User Experience (UX) Designers: UX designers are responsible for creating the visual appearance and user experience of the software. They must have a solid understanding of usability, interaction design, and accessibility.

Quality Engineers (QE): Quality engineers are responsible for ensuring that the software meets user requirements and works seamlessly. They must be experts in software testing, test automation tools, and agile methodologies.

Team Leader: The team leader is responsible for directing and supervising the team’s work. They must have a solid understanding of technology and be an effective and motivating leader.

Business Analysts: Business analysts understand user needs and translate them into technical requirements. They must have effective communication skills and be familiar with agile methodologies.

Project Manager: The project manager is responsible for planning, organizing, and supervising the project as a whole. They must have a solid understanding of the software development process and project management skills.

Solution Architect: The solution architect is responsible for designing the technical architecture of the solution. They must have a solid understanding of enterprise systems and industry standards.

Database Administrator (DBA): The database administrator is responsible for managing and maintaining the software’s database. They must have a solid understanding of databases and the ability to manage and troubleshoot them.

-Infrastructure Specialist: The infrastructure specialist is responsible for maintaining the underlying technological infrastructure of the software. They must have a solid understanding of operating systems, virtualization, and networking.

-Security Specialist: The security specialist is responsible for ensuring that the software is secure and that user data is protected. They must have a solid understanding of security policies and best practices.

An effective technology development team must have a combination of technical and non-technical skills. Each function is important to the overall project’s success. It is important that everyone is well-structured so that each member can work effectively and collaboratively to achieve the set objectives.

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Exploring End-to-End Solutions for different technology scenarios

As technology advances, so do the requirements and expectations of users. In response to this, developers and organizations are continually seeking innovative solutions to meet these evolving needs. One approach that has gained popularity in recent years is end-to-end projects.

End-to-end projects involve the integration of various technologies and tools to create a complete and functional solution that meets the specific requirements of the project. From web application development to business process automation and machine learning, end-to-end projects can be used in different technology scenarios.

We will explore this modality, including its different applications and benefits. We will also examine how they have helped organizations solve complex problems and meet their business needs. Whether you are a developer, a technology enthusiast, or an organization looking for innovative solutions, this article will provide insights into the world of end-to-end projects and their role in modern-day technology.

End-to-end Solutions can be used in various technology scenarios, some examples include:

  1. Web application development: end-to-end projects can be used in the development of complete web applications, from database architecture to frontend and user interface. This includes integrating different technologies and tools to create a comprehensive and functional application.
  2. Data analysis: complete pipelines are created to process large data sets. This may involve data collection, pre-processing, analysis, and visualization of results.
  3. Business process automation: where different systems and tools are integrated to automate repetitive processes and increase efficiency.
  4. In mobile application development, this mode is used to create complete mobile applications from design to implementation and testing. This includes the integration of different technologies and tools to create a functional mobile application that can work on different platforms.
  5. Artificial intelligence and machine learning are used to create complete machine-learning models that can solve complex problems in different areas such as computer vision, speech recognition, and robotics. This comprises data collection, pre-processing, training, and model evaluation.

In general, end-to-end projects are used in any scenario where integrating different technologies and tools is required to create complete and functional solutions.

If your company has any of these needs, our end-to-end model is the solution to take your project to the next level.

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The scenarios where staff augmentation can be developed, and why use this modality?

What are the scenarios in which staff augmentation can be developed, and why use this modality?

Staff augmentation, or personnel outsourcing, has become a common practice for many companies. It is a solution that allows companies to meet their human resources needs in a more flexible and scalable way than direct hiring of staff.

Staff augmentation can be used in various scenarios. Here are some of the most common ones:

1- Software development

The software industry is one of the most suitable fields for personnel outsourcing. Companies often use staff augmentation services to hire programmers, user interface designers, and other professionals for their software projects. By outsourcing software development, companies can save on hiring, training, and benefit costs, and gain access to specialized talent that may not be available locally.

2- IT support

IT support is another scenario where staff augmentation can be very useful. Companies can hire technology personnel, such as network administration, server management, application support, and hardware and software troubleshooting, for their systems support. External IT staff can help organizations improve the efficiency of their IT infrastructure and keep their systems in good condition.

3- Engineering projects

Companies can hire specialized engineers in different fields, such as mechanical, electrical, civil, and environmental engineering, for their engineering projects. This methodology can provide companies with access to highly skilled experts in specific areas of engineering, allowing them to tackle complex and specific projects without having to permanently hire additional staff.

4- Human resources support

Personnel in this area can be very valuable to companies, but it can be difficult to find personnel with experience and specialized skills in this area. Organizations can outsource human resources personnel to assist in areas such as hiring, personnel selection, benefits administration, and talent management. This methodology can be especially useful for organizations that need help with a specific human resources task but do not need to permanently hire a full-time employee.

Staff augmentation can be a cost-effective and effective solution for companies that need additional human resources for specific projects or to meet temporary demands. By outsourcing personnel, companies can gain access to highly skilled experts in specific areas, save on hiring and benefit costs, and maintain flexibility to adapt to changing market needs.

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Staff Augmentation vs. End-to-End Projects: Choosing the Right Approach

In the world of business, companies often face the challenge of managing projects with limited resources. This is especially true in the technology industry, where the pace of innovation is rapid and the demand for skilled professionals is high. Two approaches to managing projects and resources in this context are Staff Augmentation vs. End-to-End Projects. In this note, we will explore these two approaches and help you choose the right one for your business needs.

What is Staff Augmentation?

Staff augmentation refers to the process of adding temporary or permanent staff to an existing team to augment or supplement the skills and capacity of the team. This approach allows companies to quickly and cost-effectively fill skill gaps or increase capacity for a specific project or business objective. Staff augmentation can be used for short-term or long-term assignments, depending on the needs of the company.

There are several benefits to using staff augmentation. First, it allows companies to leverage the existing knowledge and experience of their team members while adding new skills and perspectives. Second, it can be more cost-effective than hiring full-time employees, especially for short-term or specialized projects. Finally, it allows companies to quickly scale up or down their workforce based on changing business needs.

Staff augmentation can be used in a variety of scenarios, such as:

Filling skill gaps: If a company needs to complete a project that requires a specific skill set that is not available in-house, staff augmentation can provide the necessary expertise.

Increasing capacity: If a company has a sudden increase in demand for its products or services, staff augmentation can provide additional resources to meet the demand.

Supporting new initiatives: If a company is launching a new product or service, staff augmentation can provide additional resources to support the initiative.

What are End-to-End Projects?

End-to-end projects refer to the complete management of a project from start to finish, including all stages of planning, design, development, testing, and implementation. In this approach, a dedicated team is assembled to manage the entire project, and the team members are responsible for all aspects of the project. This approach is often used for complex or mission-critical projects that require a high degree of coordination and expertise.

There are several benefits to using end-to-end projects. First, it provides a single point of accountability for the project, which can improve communication and reduce the risk of miscommunication or delays. Second, it ensures that all aspects of the project are managed by a single team with a shared understanding of the project goals and requirements. Finally, it allows companies to leverage the expertise of a dedicated team that has experience managing similar projects.

 

Staff Augmentation vs. End-to-End Projects

 

End-to-end projects can be used in a variety of scenarios, such as:

Developing new products: If a company is developing a new product, end-to-end project management can ensure that all aspects of the product development process are managed efficiently and effectively.

Implementing new systems: If a company is implementing a new system, end-to-end project management can ensure that all aspects of the implementation process are managed and integrated correctly.

Completing complex projects: If a company is undertaking a complex project that requires coordination across multiple teams or departments, end-to-end project management can provide the necessary expertise and coordination.

Choosing the Right Approach

The choice between staff augmentation and end-to-end projects depends on the specific needs of the company and the project at hand. If the company has a specific skill gap or needs to increase capacity temporarily, staff augmentation may be the best approach. On the other hand, if the project requires a dedicated team with a specific set of skills, end-to-end project management may be the better option. Ultimately, the decision should be based on a careful assessment of the project requirements, available resources, and business goals.

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Staff Augmentation in your business: What it is and How it Works?

Staff augmentation is a business strategy that allows companies to quickly and easily increase their workforce by hiring temporary staff to meet specific project needs. This strategy is commonly used in the technology and IT industries, where there is a high demand for specialized skills and expertise.

But you know Staff Augmentation in your business: What it is and How it Works?

Staff augmentation in your business is different from traditional hiring:

In that, it involves the temporary addition of skilled professionals to an existing team, rather than the creation of a new team. The temporary staff, also known as contract or contingent workers, work alongside the existing team to complete the project on time and within budget.

The process of staff augmentation typically involves three main steps: identification of the skills and experience required, finding and hiring the necessary talent, and integration of the temporary staff into the existing team.

Once the company has identified the necessary skills and experience, the next step is to find and hire temporary staff. This can be done through various channels, such as recruitment agencies, freelance marketplaces, or personal networks. The company must evaluate the potential candidates based on their skills, experience, and fit with the existing team.

After the temporary staff has been hired, the final step is to integrate them into the existing team. This involves providing the necessary training and orientation, as well as ensuring effective communication and collaboration between the temporary and permanent staff.

 

 

There are several benefits to using staff augmentation as a business strategy:



First, it provides a flexible solution to quickly scale up or down the workforce as needed. This allows the company to meet project deadlines and complete projects within budget, without the long-term financial commitment of hiring permanent staff.

 

Second, staff augmentation allows the company to access a broader range of skills and expertise than would be possible with a small, permanent team. This is particularly important in the technology and IT industries, where specialized knowledge and expertise are critical to project success.

 

Finally, staff augmentation can help the company maintain a competitive advantage by staying up-to-date with the latest technology and industry trends. The temporary staff brings with them new ideas, insights, and knowledge that can help the company stay ahead of the competition.

 

In conclusion, staff augmentation is a powerful business strategy that allows companies to quickly and easily increase their workforce to meet specific project needs. By identifying the necessary skills and experience, finding and hiring the necessary talent, and integrating the temporary staff into the existing team, companies can take advantage of the benefits of staff augmentation to stay competitive in today’s fast-paced business environment.

 

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Outsourcing software services: What is it and why should you consider it for your business?

Introduction:

Software is a key element for any business as it forms the backbone of the system and enables various tasks such as tracking customer orders, managing inventory, scheduling employees, and accepting payments. Therefore, it is important that companies manage their infrastructures efficiently to avoid excessive costs for customers and the company as a whole. One interesting option for reducing costs is outsourcing software services, where companies can obtain products at much lower prices than if they were managing their own operating system. In this way, they can develop new services and products without having to spend money on maintaining them.

What is the outsourcing of software services?

Software services outsourcing is contracting an external company to develop, maintain, or update custom software for your business instead of employing an in-house team of developers. In this way, companies can leverage the resources and expertise of an external service provider like The Flock to meet their software needs.

Benefits of Working with The Flock and How It Can Help Your Business:

  • Lower costs: outsourcing can be much more cost-effective than an in-house development team because it avoids the costs associated with hiring and maintaining in-house staff, such as salaries, benefits, and training. Plus, at The Flock, we already have the infrastructure, tools, and technical team needed to develop software, which means there’s no need to invest in expensive equipment and software.
  • Flexibility: Outsourcing gives your company the flexibility to scale its software development team as needed, allowing it to better manage its resources and budget at each stage of the project.
  • Specialized experience and skills: The Flock has a highly skilled and experienced team in a variety of software technologies, which means you can access specialized skills you do not have in-house, allowing you to develop more advanced and complex software solutions.
  • Focus on your business: outsourcing software development allows you to focus on your core business instead of worrying about software development. This can improve the overall efficiency of your business and allow you to focus on your core business goals.
  • Reduce Risk: Software development can be a complex process that comes with many risks. Outsourcing software development can reduce the risk to your business, as The Flock has a team of experts who are in constant contact with you at every stage of development, looking for solutions.

https://theflock.com/en/StartAProject/?utm_source=blog&utm_medium=organic&utm_campaing=projectIn summary, outsourcing software services can be a very beneficial strategy for companies. It allows them to reduce costs, access specialized skills, improve the overall efficiency of their business, and reduce the risks associated with software development. For these reasons, companies should consider outsourcing software services to improve the efficiency and profitability of their business.

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Differences between a freelance and a contractor, two ways of referring to the same thing?

Of course not, the freelance and contractor modalities are not the same, although both involve working on projects in a temporary and somewhat independent manner.

Although remote work and contractors share some similarities, such as the fact that both involve working outside of the traditional office, there are some key differences between these two concepts.

A freelancer:

An independent professional who offers services to different clients without having a fixed employment contract with any company. Freelancer can work from home or their office and is responsible for finding their own clients, negotiating their rates, and setting their own work schedules. Freelancers typically work on a project or hourly basis and have no guarantee of job continuity. In addition, freelance work is usually short-term.

A contractor:

An independent worker who is hired for a specific time, typically contracts of 1 to 2 years, depending on the project, within the company. Unlike freelancers, the contractor has an employment contract with the company that hires them. They receive a fixed salary and may have additional benefits such as health insurance and paid vacations.

persona editando foto en computadora

The key lies in the type of work they perform. Although freelancers and contractors are independent workers, their work may differ in scope and duration. Freelancers can work on a variety of projects for different clients, while contractors are often hired by a single company to work on specific long-term projects.

Companies, such as startups, have specific and urgent roles to fill, so our platform is designed to solve this problem for them. We look for on-demand talent, make a match, and get to work.

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Layoffs in the technology Sector and their Impact on remote work

Layoffs in the technology

The current situation in the world of technology is one of uncertainty and constant change. Many #tech companies are experiencing a decrease in their revenues and are cutting costs, which has resulted in an increase in layoffs in the industry. Although in the past, employment in technology companies used to be considered a secure job, nowadays this is not necessarily true. The demand for human labor has decreased in some areas, and there is increasing pressure on workers to be better and more efficient.

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The technology sector:

is one of the most dynamic and fast-moving in terms of change and evolution. It is constantly transforming and developing, just like the capital market. This modifies the plans of #tech companies. The focus is no longer on growth, but rather on profitability.

Investors are increasingly seeking technology companies that can demonstrate their ability to generate sustainable revenues and maintain a competitive advantage in the long term. This means that technology companies must be more aware of the risks and opportunities that arise as technology evolves and markets change. They are feeling the pressure to be more transparent about their strategy and financial results. Investors are demanding more information and accurate data on the performance of technology companies, including information on profitability, growth, and the ability to maintain a competitive advantage.

 

Layoffs

 

The increase in global competition:

is playing a significant role in the context of layoffs in the technology sector. With more companies competing for a share of the market, many find it difficult to stay afloat and cut costs by eliminating jobs.

Repeated layoffs shake the stability of full-time employment, leaving a pool of highly skilled talent available to join the freelance remote talent mode. Reconsidering their job security and eager for greater control and flexibility over their time.

 

Work dynamics are changing as much as this industry

Faced with the massive reduction in personnel that prominent companies are carrying out, different hiring models and opportunities that respond to the concerns and interests of new talent become relevant. In this way, a conglomerate of technology workers is created, available to participate in new projects.

Furthermore, layoffs can also affect the work culture of a technology company. Technology companies often have unique work cultures, based on collaboration, innovation, and teamwork. When a company lays off a large number of employees, it can negatively impact the morale and work culture of the company. The remaining employees may feel less committed or even fearful of being the next to be laid off.

Despite the instability, many niche companies continue to grow and expand. There is a high demand for skilled individuals in areas such as artificial intelligence, cybersecurity, robotics, software development, data analytics, etc.

In this context of the accelerated transformation of the technology sector, the constants to face the new labor organization seem to be two: flexibility, remote and asynchronous work.

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7 key working trends for 2023

This year presents we want to present you the 7 working trends for 2023 companies with questions regarding the labor market situation. With the COVID-19 pandemic control, new adjustments in labor dynamics were necessary. Many companies have returned to in-person work, while others have opted for remote or hybrid work. Environmentally friendly open spaces are crucial for agile and sustainable work, benefiting personal development and health. Establishing a home office agreement to support remote work is also essential.

So it is necessary to be current on the upcoming trends in 2023.

coding

 Who wants to establish guidelines for expanding themselves?

  1. Onboarding: Successful onboarding is critical to ensure employee retention. Working with IT recruitment specialists to hire the right candidates and fit them into the company culture is essential.
  2.   Company culture based on confidence: A culture of trust is crucial for successful labor relationships. Transparency, collaboration, mutual respect, and support lead to productivity, a better working environment, and employee retention.
  3. Fulfillment within the organization: Employees prioritize fulfillment, well-being, and happiness over stressful work environments. They value developing bonds with colleagues, mutual respect, inclusion, and work-life balance to improve performance and enhance positive leadership.
  4.   Remote and collaborative work modality: Many companies have adopted a remote work plan that allows employees to work from anywhere, promoting active collaboration and building bonds. With the pandemic, remote work has become a necessity, and organizations need to adjust to the teleworking law for both part-time and full-time jobs.
  5.   Multiple employment: Remote work has changed the way collaborators participate in projects. It is now more focused on achieving goals and fulfilling tasks rather than maximizing productivity. Talents prefer to manage their time and work on multiple job proposals to increase their earnings.
  6. Flexibility in team dynamics: Flexibility in team dynamics is crucial for boosting the performance and career growth of freelance members. Collaborating on common projects based on knowledge and technical skills has become the norm, and productivity is now being measured by goal fulfillment within a flexible time scheme. Talents prioritize their independence and the ability to link productive time with leisure, which is why they need holidays and days off according to their convenience.

    remote team working

    (Differences between a freelance and a contractor,
    two ways of referring to the same thing?)

     

  7.   On-demand holidays: remote work requires a change of mindset for talents and business people. This is because compulsory breaks and time off, which are established according to an agreement depending on important dates, are a thing of the past. Now there is another logic regarding time management, as collaborators are the ones who define how long their holidays will be, without any limits established by law.

As is common every year, those organizations that are ready to face fixed events and deal with the unexpected are the ones who will be in the best conditions to take up challenges, overcome obstacles and move forward.

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It is impossible to compete with those who enjoy and love what they do

The Head of Operations in a company not only is in charge of avoiding and reducing failures that do not add any value to the organization but they also try to optimize processes in order to make them more efficient by means of strategic initiatives. Pablo Zuccarino is the Head of Operations in The Flock and told us about the challenges he takes up and the satisfaction he feels in such a job in a startup, where he is ready to draw up on the blank sheets.

 

How do you deal with time management and processes of this kind of ground-breaking company which does not have any how-to manual?

Such a good question, as every company is different and the startups in particular do not have any magical recipe for resolving problems. What I often do is to make agreements among teams that let us work in an organized and efficient way. As an agile person, I am always open to change and many times we apply the Lean manufacturing process for continual improvement. In organizations like this one, with such an exponential growth, procedures are hard to organize due to constant change. However, by using continual improvement, we adapt our processes in small pieces to constant change. The most important thing for us all is to be efficient so the changes can be transparent within our procedures for both the Flockers and our customers.

 

Where do you start from when accelerating processes? How do you focus on a potential problem?

I start by doing an assessment of the place or organization that asks for the process’ improvement. The aim of that need and the expected outcome are established. Then the Pareto principle (80/20 rule) is applied in order to prioritize the needs of improvements that are found and to make changes in the required processes for obtaining the greatest benefit in the shortest time possible.

 

Can you describe a Head of Operations’ typical day?

Really busy. The Head of Operations is focused on every process functioning, on the project’s follow-up and on guaranteeing a proper service for the clients. But above all, we want to make sure the Flockers know this is the best place to work and that the clients consider us as partners in their developments rather than simple software service providers. It is essential to do a daily follow-up of projects and processes without neglecting the long-term strategic aims.

 

Which is the greatest challenge when setting your goals?

Within a start-up, every goal is a challenge. There are too many things to do, changes take place very fast and that is the attractive part of short, middle and long-term aims. It is relevant to identify the quick wins that enable us to make quality leaps in our growth. It is also vital to be defiant with the objectives but at the same time being a bit conservative on some occasions. An uncontrolled growth may cause big problems in the processes at the expense of the customer service quality. That’s why our main objective is to grow as fast as possible without giving rise to risk in our service quality.

 

Which is the most difficult methodology to apply and why?

There are no easy or difficult methodologies to apply. The challenge arises when you work as a change agent in the company you are collaborating with and there is no applied methodology.

It is common that there is some resistance to change and if there are no outcomes or synergy among the teams, it is really hard to generate change opportunities. I used to work as an agile coach for a bank where I worked with a big team and there was a huge resistance to methodological changes.

We agile workers tend to come across as relaxed when you meet with people who are used to working with more traditional methodologies and that generates mistrust. I got really satisfied with the end of the year’s feedback: “This thing about agility gives good results, I didn’t believe it at first but now I see it more organized and we can see the improvements more clearly.”

 

Which is your slogan when working?

“Have fun”. It is impossible to compete with those who enjoy and love what they do.

I constantly get enormous satisfaction from the work we are doing in The Flock, which is really entertaining. New challenges are continually arising and that make us improve every day.

 

Why are startups so attractive for remote talents?

Because of the flexibility and constant innovation that most of them offer. Those who work remotely are not comfortable with the idea of office work and like to manage their own time. And startups allow that. People work by objectives that are in general very challenging but they are able to manage their own time and energy. In most cases, the startups offer great challenges related to technology and continual improvement which is important for those who dare to go beyond and face them.

 

Which are the main challenges of designing processes and establishing them in a remote work enterprise?

Most people who work remotely, either digital nomads or freelancers, usually do asynchronous work. So they adjust their timetable the way they want. The challenge is to synchronize in an efficient way their work with the rest of the team. By means of agile methodologies, specified requirements, repository management and automatic deployment processes it is possible to achieve this even when working from different time zones.

 

Which is the difference between doing a job in-person in a company and doing it remotely?

In my whole life I have worked in-person, hybrid and remotely. I consider it is completely possible to work remotely and even more efficiently, as you can invest the commuting time in personal tasks, such as going to the gym or picking up your children from school. However, it is also a nice thing to often meet your colleagues to build better relationships within the company.

It is essential to be organized with time management when working remotely. You should follow certain behavior rules and be able to fulfill the established goals. If we are not able to control this, we may be not doing our best to fulfill the goals or we may be going through a burnout due to working 14 hours (which was so common at the beginning of the pandemic, when people were not used to remote work.)

Today’s worldwide trend is remote work, The Flock knows it and it is ready for this increasing way of working.

 

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10 keys for creating a remote business culture

The remote business culture

is related to the values, objectives, missions, and views of a certain company and the employers are the ones who transmit them to the employees, who share them with each other in every project. This remote business culture represents the structural foundation, whose purpose is to create a sense of belonging and promote not only mutual support and cooperation among the members of the enterprise but also compliance with the schemes and working rules.

Regarding the internal level, it is expressed throughout the adopted modality and guidelines that regulate the working dynamics but it also controls the relationships among the employees. Those who work for a certain organization feel identified with its proposal, so they adapt their behavior and their way of perceiving what they perform there. But at the external level, it can be present in the exchange and collaborations that the company has with other enterprises.

Due to the Covid-19 pandemic

many companies had to start to consider other options completely different from the traditional working model. On this point, we should focus on the factors that allow current companies to keep on track and go for virtuality.

The challenge of creating this culture within the remote model requires new strategies that aim at maintaining communication, emotional intelligence, and empathy. Besides these strategies promote leadership and make the learning of necessary tools easier in a continuous, efficient, and coordinated way.

By the latter, it is essential to point out that, as they do not share a physical space in this new model, employees’ expressions, gestures, and behavior during their virtual meetings are crucial in terms of dialogue and exchange with others.

As part of these new marketing strategies, it is also important to highlight which are the market needs that the company can fulfill in the present, which are the skills and techniques to do so, and which will be the objectives. This enables the enterprise to pay attention to its client’s needs and desires and design a plan to satisfy them.

Moreover, the organization must take action to accompany and strengthen every employee’s and team’s development by promoting the fulfillment of tasks, and the meeting of deadlines through joint agreements and criteria.

In this article, we will review some aspects to take into account when creating a business culture:

  1.   Defining the company’s personality and values: this means not only clarifying the features by which the members will be able to interact with each other and with their clients but also outlining which are the values that they will defend in those interactions.
  2.   Being clear about the mission and view of the brand for developing tasks: employees must be aware of what the organization is like nowadays and where it is going ahead. So the entire purpose of the company, the needs and demands they want to comply with, and the strategies must be clarified.
  3.   Encouraging employees to accomplish the organization’s goals: it is essential to let them know about the benefits they can get when meeting the deadlines in search of complying with those goals.
  4.   Motivating employees to learn new skills: the market is constantly changing its conditions, so the workers must be up-to-date by learning the necessary skills to remain in it. This will allow them to be more versatile and move forward in their career.
  5.   Providing tools for leadership development within the team: the enterprise must accompany and allow its members to make decisions and solve conflicts proactively, keeping the connection of the team in search of guaranteeing everyone’s well-being.
  6.   Acknowledging every worker’s performance: receiving recognition makes workers feel appreciated by the company. Being aware that you are doing well and that contributes to the normal whole operation is gratifying to continue improving.
  7.   Promoting mutual support and collaboration within the work team: actions must be taken to boost the team spirit and encourage collaborative work, so they can help each other.
  8.   Generating gathering spaces, no matter how far they are: it is essential that there exist areas outside the working environment, where employees can meet with each other virtually, share common interests, express genuinely, and build bonds with their colleagues.
  9.   Boost communication between employers and employees flexibly: by adopting more independence and autonomy, remote work involves holding another kind of strategy for communicating. To do so, the most adequate channels to share relevant information must be defined. When and how that will happen should also be established.
  10. Improving body language in the digital world: in this type of meeting, the body has a different role from the one it used to have in in-person meetings. So, it is recommended to pay attention to non-verbal expressions and observe and listen carefully to others, apart from verbal communication.

 

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Discover the working trends in the Tech World⁣

Tech World

Remote work has been increasing more and more.


Performing daily tasks from your living room, managing flexible time, and being in contact with people and projects from all over the world was a utopia some years ago. However, the post-pandemic world has shown us that not only is this modality completely possible but also it is a current reality for many.

 

At The Flock, we are keen on getting to know which are the working trends mainly in the tech world. That’s why, in October this year, we carried out a survey of technological profiles around the world in order to look into their preferences when developing themselves as professionals.

 

The survey respondents were men and women of all ages. The main age range was between 25 and 35, followed by the one between 36 and 45. We received responses from different nationalities, such as Argentina, Chile, Uruguay, Colombia, Mexico, Peru, and Costa Rica.

 

 

Most of the ones polled belong to the Development area, followed by Business and Product, and finally, Design. The first answer that called our attention was that 90% of them are currently working remotely. Most of them have chosen this modality during the last years, exactly between 2 and 4 years ago, which coincides with the pandemic appearance that has made us redevelop our working methodologies.

 

Regarding the interests that bring about this choice, most agreed on the fact that the home office enables them to balance their personal life and work in a more effective way. In the second place, almost a quarter of the respondents highlighted the chance of working in any part of the world, which solves commuting issues. Finally, other aspects such as optimization, income level, and improvements in productivity were mentioned.

 

 

Besides, we also wanted to determine if the choice of one modality or another is related to the fact of choosing projects in places away from their cities of residence. But the answers were divided almost in halves into those who work on projects in their own country, those who have international clients, and those who do both. This can indicate the flexibility provided by the new technologies combined with remote work modalities, enabling us to be part of worldwide projects.

 

Moreover, we would like to point out that 60 % of the ones polled stated that they have once received a proposal for working remotely during the last 6 months. And among the most decisive aspects in order to evaluate this kind of offer are time optimization, salaries, challenges involved in every project or position, and finally, the company culture.

 

 

In accordance with labor relations in this type of job, most said that they were full-time independent contractors closely followed by those who work in an employer-employee relationship. To a lesser extent, some respondents are freelancers who look for clients on their own (11%) or use platforms for that purpose (6%). Regarding working conditions, almost half of them affirmed that they were established unilaterally by the company or employer, meanwhile, the minority said they reached an agreement about it together with their employers. Just a small percentage stated that they themselves set the conditions.

 

We also wonder how many of these people that are nowadays working remotely would like to come back to an in-person modality if there is a chance. Taking into account all the benefits that remote work brings about, we were not surprised when we discovered that most of them claimed they would not work face-to-face again.

 

 

However, there was a smaller percentage of respondents that would dismiss the chance of working remotely or would come back to an on-site modality. And there is only one reason: daily contact with the work team. This tells us that there is still a challenge to take up in this new scenario: how to create communities and promote work teams even thousands of kilometers away.

 

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The Flock helps you accelerate your digital transformation. Build your Team Now. Click here!

Access the world’s best jobs. Apply as Talent

 

The Flock helps you accelerate your digital transformation. Build your Team Now. Click here!

Access the world’s best jobs. Apply as Talent

La Transformación del Recruitment IT en un mundo dinámico

En el vertiginoso mundo de la tecnología, la demanda de tecnologías de la información y Recruitment IT del profesional tecnológico crece constantemente. Las empresas de todos los sectores comprenden la importancia de los expertos en TI para seguir siendo competitivas en la era digital.

Pero, ¿cómo consiguen encontrar estos perfiles tan codiciados?

Bienvenido al apasionante mundo de la selección de personal informático.

En un escenario en el que la innovación y el desarrollo tecnológico avanzan a pasos agigantados, las empresas se enfrentan a un gran reto: encontrar y contratar a los profesionales adecuados para impulsar su transformación digital. Los perfiles IT, como desarrolladores de software, ingenieros de datos y expertos en ciberseguridad, son los verdaderos superhéroes de la era digital.

Una de las formas más habituales de contratación es a través del aumento de plantilla. Las empresas pueden complementar su equipo interno con profesionales externos que aporten habilidades y conocimientos específicos para proyectos concretos: ¡es como tener un ejército de expertos listos para entrar en acción cuando sea necesario!

Otra opción es la formación de equipos gestionados. Estos equipos funcionan como una extensión del equipo interno de la empresa, trabajando codo con codo para alcanzar los objetivos fijados. Esta colaboración sin fisuras permite una mayor agilidad y flexibilidad en el desarrollo de los proyectos, ¡como una coreografía perfectamente sincronizada!

Contratar perfiles informáticos en el mundo dinámico es una apuesta segura para las empresas que quieren destacar en el panorama tecnológico actual. Les permite aprovechar talentos especializados y mantenerse al día en un entorno en constante evolución.

Así que ya lo sabes, si eres una empresa que busca perfiles informáticos brillantes y con talento, el dinámico mundo de los productos digitales de The Flock te espera con los brazos abiertos. ¡No pierdas la oportunidad de encontrar el mejor talento tecnológico que impulsará tu éxito en la era digital!

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En The Flock te ayudamos a acelerar tu transformación digital. !Crea tu equipo ahora¡. Haz clic aquí.

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How to cope with Qatar World Cup and not die trying: suggestions for companies

Global phenomena take place regularly and they alter the normal course of daily situations and the fulfillment of responsibilities.


They are large-scale events like the Qatar World Cup that catch the attention of the worldwide population every certain period of time and modify the routine temporally. This also has an impact on work development, such as working time management and execution within the enterprise. Working spaces must take into account some essential aspects in order to cope with these events in the best way possible and encourage their employees to continue working on their projects.

No matter if it is a remote or in-person modality, companies must deal with the challenge of an internal reorganization so they can provide alternatives to comply with the ongoing projects in a flexible way during these spectacles. Both remote and in-person teams have to suggest different ideas which allow to create or strengthen the business culture in order also to avoid a decrease in the productivity of their talents during this period.

The 2022 World Cup is coming and it is interesting to focus on it because of its geographical, economic, and political importance, as well as on what it provokes in every person, considering its values, motivations, and interests.

An encounter among various national football teams which are made up of members who belong to different nationalities; the presence of a huge audience and fans coming from all over the world who invest their energy and resources for getting there; football chants that every team feels represented by; flags waving everywhere, among others features of this championship, are relevant when thinking also about the companies.

 

 

  • How is it possible to integrate talents and promote the values work team without putting aside leisure?
  • How can we set up a virtual space for employees to share recreational activities that allow them to know each other going beyond geographical limits?
  • Which are the most adequate measures to increase the freelancers’ performance and the deadlines and tasks compliance taking into account the worldwide distraction caused by this sport celebration?

Aiming at collaborating with businesses given the need of revising the working schemes, this article offers answers to the questions above.

It is certain that the World Cup turns on passion, emotions, and enthusiasm in people and there is a great interest in being part, either attending the matches or watching them on the screens. Avoiding the lack of focus and the efficiency decrease of remote talents requires coming up with some measures that make possible their temporary adaptation during this celebration.

Let’s share some useful strategic actions that we will roll out in The Flock when negotiating the working guidelines while finding a balance:

  1. Revise and modify the project stages. Extend deadlines: both coordination and cooperation among freelancers are crucial even during these distracting events.
  2. More flexibility, so they can have more available time to attend a certain match or watch it when the national team they support is playing.
  3. Promote virtual gathering spaces for those who prefer to watch the matches together with other fans and share a leisure moment. 
  4. Make marketing advertising campaigns via e-mail where useful information about talents’ personal and working development is provided. The World Cup and other cultural and sports phenomena are important as they show worldwide points of view, objectives, and choices that allow each team and its members to build their own path. It is beneficial that employees have the chance to chat and learn together with professionals who provide tools to boost these aspects of their lives in a constructive and optimistic way.
  5. Set up teams to create interactive games (gambling) for employees to participate in and with real games for winners: providing relaxing and leisure environments that lead to empathy and solidarity but also to self-care and self-defense.
  6. Suggest integration activities among those who make up the work team, promoting working productivity: the idea is to create a solid bond based on mutual support among employees. Empathy, listening, and collaboration are key to fulfilling the planned tasks.
  7. Reflect on inclusion, diversity, and acceptance of differences within the organization, considering the regulations and prohibitions that the host country imposes in relation to religion and sexual orientation or gender identity.

It is essential that freelancers have the chance to relate and integrate their personal life with the working dynamics (without mixing them), as they can come up with innovative solutions without quitting their leisure activities. This takes to an increase together with development among talents and their projects.

Although all the enterprises should consider this event on their agenda, those who work remotely are the ones who make a greater joint effort, due to time independence, asynchronous work, and places from where talents are involved but, at the same time, they obtain more significant benefits.


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An unknown but increasingly requested position: what CTOs do

Juan-Cruz-Montes

CTOs/Technology represents the talent economy basis.


When people can learn, share and work from any part of the world, all traditional assumptions about work are open for revision. The growth of computer speed, the infinite capacity of data storage, and the power of internet connections make global collaboration possible in real-time and in almost all disciplines.

According to research conducted by Harvard University, companies are considering the recruitment of freelance talent as a key aspect of their business strategy. This “new” trend has taken center stage with key figures.

One of these new roles that appear on this on-demand talent stage is the CTO. The responsibilities and tasks of a Chief Technology Officer are well-defined and this job position is increasingly in demand. So, what are these department managers in charge of?

Juan Cruz Montes, Director of Technology in The Flock,


explains some of his duties and tells about his daily routine in the leadership of the technical team of one of the Latin-American platforms with more validated talents. According to him, when making up a technology team, the key is to make a balance between challenges and practice, to find harmony among technologies to fulfill delivery, stability, and trust in the whole area. “Finding talents is also difficult but luckily in The Flock we specialized in that.”

The CTO has a main role within a company’s organizational chart and fluctuates from the commercial to the technical area, as they develop innovative products and take responsibility for the technology that allows the company to operate. “We define the technological direction. I started programming when I was 15, later on at 19 I began to work as a developer and I went from big companies to smaller ones until I ended up being a freelancer for many years. I traveled the whole world as a freelancer and I worked with clients from almost all continents. Then I came back to Argentina and I joined The Flock project.”

Many on-demand talent platforms match profiles with projects and he claims that The Flock’s distinctive feature is the fact of putting the focus on the community and making the freelancer’s life as easy as possible. The talent seeks freedom and flexibility, which is not offered by traditional work. The world is completely different from our parents, working in the same enterprise for decades is no longer attractive. In The Flock, we offer solutions for all the freelancers’ pains, as well as many perks.

 

 

There is an increasing demand for technological profiles. The CTO of The Flock considers that the pair react + node has been the most requested for the last years, at first it was a stack only for start-ups but since the adoption of Typescript is slowly getting into the corporate world.

The tech industry moves forward by leaps and bounds and many of its new developments have a huge impact on society. Juan Cruz considers that technology is disruptive when it changes how we do something or breaks established habits. For example, Uber has changed the way the world moves, Netflix has modified the way we watch TV, Rappi has affected the way we order food and some apps modify, for instance, our way of paying. We in The Flock have changed the way we work.

He thinks Latin America is one of the regions with more tech talents who are very well qualified. “In countries such as Argentina, Mexico, Brazil, and Colombia there is a vibrating and healthy start-up ecosystem that produces many world-class developers. The regional challenges lead to innovation and it’s there where the Latin-American talent shines.”

He considers that a person who wants to become a CTO does not have to know about all the technologies but he is convinced that they must like being up-to-date in order not to be left apart quickly. “I would recommend that person get involved in their favorite technologies community and focus on learning everything about its basis. Opportunities are endless, we only need to be passionate about what we do.”

Being a CTO implies knowing how to attract, manage and promote loyalty within the IT professionals team of the company. His daily slogan to perform successfully at work is: “first make it work, then make it better.” Constant improvement, daily and incessant construction. Sprint by sprint, quarter by quarter.

 

 

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The Flock helps you accelerate your digital transformation. Build your Team Now. Click here!

Access the world’s best jobs. Apply as Talent

Latin American Talent has the key for succeeding in a remote world in their DNA

Remote work has increased 91% in popularity over the last 10 years. After the Covid19, it has grown and it has accelerated processes that some companies had already started. Within this new working model, many challenges have arisen but they must be turned into chances. Today it is no longer necessary to be from 9 to 6 in an office to develop professionally. The freelance modality allows workers to manage their own time given accomplishing goals or objectives it’s what is really important. Not where or at what time you are working. Given freelance and remote work are growing exponentially the recruiting world is changing too and now ONLINE has become the main way for connecting with new talent. The biggest demanding task in this post-pandemic era is, at the same time, the biggest advantage of remote work. Nowadays all meetings and interviews are virtual and, although that has provided a wide variety of possibilities when recruiting talents because of the access to people all around the world, it has also taken out an essential part of communication, the non-verbal one.

The most significant challenge for organizations is how to make the best talents work in their company when there is such a great offer in similar conditions. What makes The Flock different from the rest is that despite being freelance #flockers that join the team and certain projects, the enterprise culture is above all the employees. There are activities in common in order to gather and meet each other no matter where they are. The Flock is above all a COMMUNITY of talented tech freelancers, where they can access challenging projects globally, self-managing themselves 100% but being also part of a network that supports them and that they can rely on.

 

The distinctive feature of Latin-American talent is contained in its DNA

According to the UN, in 2020 remote work was only considered as an option by 3% of the population. Today between 20% and 30% of Latin Americans work this way.

The great difference in all Latin America, not only in the labor market, is that people who are born and live in this region have a more adaptable personality to change. Since childhood, adaptability comes from the culture and the situations experienced in this zone. And that makes them a talent hub for companies outside Latin America. People from this region are brought up in an economically and, in some cases, socially unstable context, which allows them to develop an adaptability and flexibility capacity different from people from the rest of the world.
Doubtlessly, this feature is key when having to work remotely. Currently, the balance between personal life and work is clearer than before the pandemic. Home office stabilizes these two aspects. It is no longer only a “benefit”, workers do not only look for an attractive salary but they consider the offer as a whole. And that involves an equilibrium between work and personal life and a more flexible schedule and conditions.

Today’s workers want to be evaluated for the value they provide and not for the volume. And the question here is how to build confidence in the digital world. Micromanagement (personnel management philosophy that involves the strict supervision of the assigned tasks to employees by the manager or a hierarchical superior) is a waste of time and energy and it generates distrust not only from the leader to their team, but also the other way round and the best results come from teamwork and synergy indeed. It’s the leader who must create that confident relationship so their team can work efficiently and independently without worrying about insignificant matters.

 

The challenge of retaining talent

Before it was common for a professional to stay the whole career in the same organization but these days it is more frequent for talent to change jobs and enterprises and even to work simultaneously for many of them. This represents an explicit and implicit fact. Both parties are aware of the ‘threats’ within the labor market which can tempt the resource drain. Is this the end of the company’s presence? As stated by Forbes Magazine, the main millennials’ ambitions are 57% travel, 52% being rich, 49% buying a house, 46% having a positive impact on society and 39% raising a family. Therefore, every talent wants to add new experiences, instead of accumulating years of experience. They want to work how, when and where they want. They are no longer interested in a career in a company with rigid hierarchies, they want to work with leaders from whom they can learn, and work on challenging and impactful projects.

So, the question is how to retain talent. In relation to freelance talent digital platforms, the key is to provide support for them so they can focus on their tasks without dealing with matters that are not of their competence. This is what happens in The Flock. Every employee works in the area they love and then the community supports them in order to perform well in their objectives.

 

Opportunities: the launch pad to success

Despite the labor market is more and more competitive due to the endless chances of online self-learning courses, it is no longer necessary to have university degrees that guarantee the talent’s knowledge. Every talent has something good to offer and the only thing that separates them from success is the chance of showing their abilities and skills. The Flock offers multiple challenges and projects in which each talent can develop without worrying about anything but their work. Clear goals, a supportive community, and the opportunity to start the life you long for.

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The Flock helps you accelerate your digital transformation. Build your Team Now. Click here!

Access the world’s best jobs. Apply as Talent

Consejos de supervivencia para entrevistas internacionales

Que es The Flock?

En The Flock buscamos ayudarte a conectar y crear oportunidades en proyectos a nivel global en el mundo tech, impulsando que el futuro del trabajo sea accesible para todos. Sabemos que los freelancers muchas veces se sienten poco respaldados por ser trabajadores autonomos.  En promedio se dedican 20 hs semanales a trabajos administrativos y comerciales. El 70% han experimentan problemas a la hora de recibir el pago por su trabajo y pueden llegar a retrasar los pagos aproximadamente 15 días.

Nuestra plataforma está diseñada para asistir a empresas de diversos sectores e industrias, desde startups hasta empresas públicas, a resolver problemas complejos , construir soluciones innovadoras acelerando el desarrollo de productos y el crecimiento, reuniendo a los mejores equipos tech, product owners, diseñadores UX/Ui y especialistas en datos de primer nivel, previamente validados y disponibles On-demand.

 

Nuestra plataforma te ayuda a que te olvides de:

  • Las molestias administrativas
  • De las negociaciones con clientes
  • Inseguridades de Pagos
  • La soledad

Ya que te acompañamos en el proceso y contamos con una comunidad en Latam de expertos en constante crecimiento.
Haz lo que amas y sé parte de una comunidad, un equipo en el que puedes ser exitoso haciendo lo que te gusta y lo que disfrutas.
El futuro del trabajo será remoto, flexible, asincrónico y global.

 

Tenemos 2 maneras de trabajar de manera remota:

  • Talento On-demand: Te hacemos el vínculo para conectarte con empresas a nivel global para trabajar directamente con ellos.2
  • Managed software teams: Trabajas en un celular especializado en proyectos del exterior liderado por nosotros.

 

 

Aqui puedes ver el video completo 

 

 

Niveles de inglés 

  • Intermediate: El candidato logra defenderse, puede responder más acotadamente y entiende algunas preguntas y a veces requiere que le repita las preguntas. No puede profundizar y presenta vacilaciones. B1
  • Upper intermediate: El candidato puede conversar en inglés y entiende perfectamente las preguntas realizadas pero presenta algunas vacilaciones al momento de conversar. B2
  • Advanced/Bilingüe: el candidato tiene herramientas para profundizar en la conversación, seguridad y fluidez. C1/C2

 (Puedes validar el inglés en la plataforma)


TIPS o Consejos útiles para la entrevista

  • Previo a la entrevista:Tener el CV bien cargado en nuestra plataforma y editar el About us de acuerdo al tipo de rol/proyecto/core skill que el cliente solicita. Forma de presentación al cliente porque el cliente va a ver el CV the flock. 
  • Encender la cámara
  • Puntualidad
  • Verificar que el audio funciona correctamente y que el cliente te escucha bien
  • Si tenes algún inconveniente que te impide asistir a la meeting  avisar con tiempo.
  • Research: investigar sobre el cliente y su producto. Anticiparse a la entrevista con información sólida. Esto demuestra tu interés en el proyecto y que sos una persona proactiva.
  • Tener una estructura de speach con algunas respuestas frecuentes (haberlo practicado previamente): 
  • Tech experience 
  • Projects – contar algún proyecto que te haya resultado desafiante.
  • Skills
  • En caso de que le soliciten realizar un ejercicio live, repasar previamente alguna tecnología que te vayan a pedir.
  • Usa ejemplos: Utiliza ejemplos concretos para responder a las preguntas del entrevistador. Muestra cómo has resuelto problemas similares en el pasado
  • Mostrarte  interesado y entusiasmado por sumarte a un nuevo proyecto. 
  • Cuando te realicen preguntas, intenta mantenerte dentro de los márgenes de lo consultado. No irte por las ramas sino tener una atención enfocada a lo que el cliente quiere saber. Si hay algo que no te consultó y te gustaría comentarle porque consideras que sumaría a la entrevista podes hacer la aclaración de que no fue consultado pero que te gustaría contarle sobre esta skill o proyecto que podría resultar interesante.
  • Confianza en tus conocimientos y seguridad en la forma de expresarlos. Si hay algo que no sabes, es más simple ser transparente con eso y mostrar interés en aprenderlo. Remarcar que sos una persona que tiene cualidades de fast learning y que disfruta de adquirir conocimientos nuevos.
  • Cuida tu lenguaje corporal: Mantén una postura adecuada y mira al entrevistador a los ojos. Evita gestos nerviosos y distracciones. (Hubo grandes cambios a lo largo de los últimos años, pasamos de una modalidad presencial a una híbrida o full remoto. Es importante tener en cuenta que una entrevista en los tiempos modernos que nos tocan son distintas y que es muy importante que puedas en esos 20-30 minutos darte el tiempo/espacio para tomar la entrevista en un lugar tranquilo, donde puedas enfocar tu atención, seguir el hilo conductor de la conversación y mostrar tus cualidades soft en la parte comunicativa y en tu actitud. Antes tenías una hora, la persona te conocía presencial, era otra corporalidad. Hoy tenemos el punto a favor de la agilidad. Por eso, tenes que saber aprovechar esos 20 minutos y mostrar lo mejor de vos. 
  • Envía un agradecimiento: Después de la entrevista, envía un correo electrónico agradeciendo al entrevistador por su tiempo y mostrando tu interés en el trabajo.

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