Cost model

In general there are two models of outstaffing. The first one is called “cost model”- when the client pays fixed amounts of money per person, and the company manages this money. It pays the person at its own discretion, which also can include bonuses.

Cost plus

The second one is called “the cost plus” – the customer knows how much he or she pays to a person and also covers all additional expenses, taxes, including holidays, equipment, bonuses, office, and the company’s margin is also included here. Cost Plus is a more open model, as the customer fully participates in the process. Hence, there are less risks for the client we provide our services to. The difference between outsourcing and outstaffing is that outsourcing copes with the full project, while outstaffing specifically means hiring individuals to work remotely.

Our Process

  • 1. Get to know what your need is

    We seek what you need

    We start by discussing the terms and conditions, your needs, the structure of the team and the job descriptions. We have two services to help us set up the process

     

    1. Providing intake & recruitment

    We identify your needs and expectations in order to prepare a list of relevant requirements for the candidates: you can start by hiring one developer or a fully multifunctional team, the choice is yours.

     

    2. Workshop

    If the complexity of your business structure makes it too risky to work directly remotely, we arrange a meeting with the company executives to find the most efficient way to manage your remote team.

  • 2. Finding the right candidate

    We recruit the right expertise

    If we don’t already have someone suited for you

    Our recruiters create a job profile according to the required requirements. They then use specialised tools and techniques and the No Name database for IT-software specialists to find suitable candidates. The selected candidates/experts are then interviewed by our recruiters. You will receive a list of selected candidates and deal with as many application rounds as you think you need to make sure you have third party developers nearby that are perfect for you.

     

    We get you involved

    You can use the tools and methods you know and love to interview the most suitable candidates – choose your own test tasks, ask for programming examples from organise live programming sessions. If necessary, we can check references and perform other checks. If you wish, you can come to our office to interview candidates in person, or get them to your office with our help. If you are unsure of the most common application methods and tactics in your case, our experts are ready to advise you.

  • 3. Staring point of work

    We work in an innovative environment

    We offer your remote developers fully equipped workplaces and all necessary equipment in our

    We have a vibrant ICT community, so your remote development team works in an environment where innovation thrives.

     

    We program, the team benefits

    No Name recruitment, HR, retention and administration experts guide the onboarding process to manage the team expansion for both your local teams and the remote teams. Our branch managers set up a retention program that minimises downtime and keeps your team happy.

     

    We take care the administration

    We take care of payroll, tax, employee information, holidays, sick days and other administrative hassle, so you can focus on your core tasks and manage your development team without distraction.

     

    We help you set up the process

    You can use your preferred method to manage your external development team. Many of our clients follow Agile methodologies, and if you choose, we help you set up the process.

  • 4. Continues support

    We are in constant communication

    To help you build an open and productive relationship with your remote development team, we assign you your own HR / client manager who is in contact with both parties and proactively solves any communication problems.

     

    We assign the right responsibilities

    The responsibilities of your HR / client manager are: performing performance assessments of your technicians, evaluating the level of job satisfaction after one month, two months, six months, and one year after the start of employment, and every six months. after more than 12 months, analysing your feedback regarding the quality of their work and their professional growth, discussing things that you like and identifying areas for improvement.

    We take all necessary measures to protect your data, network and employees

    All our offices are equipped with access systems, and your team is supported by our system administrators and information security specialists. Additional security measures can be taken depending on your needs.

    We offer a comfortable working environment

    To create a comfortable and friendly working environment and to give remote developers the opportunity to commit to your company, we regularly organise team building activities.

  • 5. Realisation phase

    You’re our priority

    As a customer you have the opportunity to participate in every step of the process to achieve maximum effectiveness of your project. We deliver updates to your application every 2 to 4 weeks, each time with more functionality and update. This way of working leads to short feedback cycles and at the end of the project because of this method your application will be exactly according to your expectations!