How to build a highly successful off shore dev team

In my journey for creating the second office, we hit a few bumps on recruiting the right people and setting the correct plan for growth. I’ve added a list of our mistakes and how we learned and improved from them.


1. One Developer or a Team?

For starters there’s a large different between a one man team and the need for multiple developers. When we started we opted to build a full team, 2 back end coders, 1 front end, and 1 designer / ux and 1 project manager. It was too much, our development team needed at most one extra back end and front end developer. Adding too many people caused management headaches and made our American HQ much less efficient.

2. Add your people to your Company Chart

Hierarchy is a big area of confusion when you build off shore teams. With out the master graph the developers don’t know who to go to for help or HR and people sometimes skip over their bosses to speak to others in the company. A company hierarchy chart simplifies everything and makes the team feel part of the family.

3. Start / End of week meetings are a Must

This is a no brainer, in your HQ these meetings are a must to get everyone on the same page as soon as they’re back from the weekend. This is much more important with your remote team if they’re not in the same office as you. Creating the habit of meetings at beggining and end of week creates structure and easier goal posts for your team.

4. Build processes for Project Managers

Project management is an art that varies from company to company. When you have a remote team you now have to mange multiple people and if you’re building a big team you need to manage a project manager. In the process of adding multiple managers things can get jumbled up. Adding a process or the PM and for yourself will make weekly updates much smoother and help you stay efficient and squash any issues that arise.

5. Train everyone on the tools, IDE, and Employee Manual

Training is simpler when you’re with someone in person, but when you’re in a different office you have to create Standard Operation Procedure. This makes everyones life much easier and you’ll be able to onboard future employees much faster

6. Monthly / Tri Monthlly / 1 Year Checkups

Staying in contact with your employees helps to see if they’re enjoying their jobs, having issues, or have questions they weren’t sure to ask. In our experience multi monthly interviews helps you secure your employees.

7. Establish training, company advancement, and intra company opportunities for everyone.

When people join a company they’re in it for the long run, the mission, pay, or benefits attracted them. Good employees are always looking to advance and create more of their talents. Having a setup system for your team will help you retain talent and help you find the superstars in your team that you can advanced to senior developer or even manager.

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