The Startup Chronicles: Unleashing the Power of Remote Teams

Throughout my career, I have had the privilege of being part of many successful startups in various roles: early employee, founder, investor, client, and supplier.

One common trait among all these successes was the quality of the teams that the founders were able to assemble in order to drive their vision forward. Of course, given unlimited resources, incredible luck and a magical talent magnet, it would be amazing to have the perfect team in the same office. However, most startups won’t have such luxuries, but thankfully there are alternatives that could yield even better results when utilized properly.

In fact, for all the startups I was involved with , having a healthy mix of inshore, nearshore, and offshore resources, as well as access to a flexible talent pool, were instrumental factors in their success. In this blog post, I will share the most important takeaways from my experience when considering expanding your team with remote engineers.

Talent is universal:

Incredibly talented engineers can now be found virtually in every country around the world.

By expanding your search geographically, you gain access to a much larger talent pool where you don't have to compete with giants like Amazon to hire them.

Timezone alignment is still important:

Unless it's a position like support that benefits from seamless handover between teams, it is crucial for collaborating teams to have a healthy overlap in work hours.

I recommend aiming for at least a half-day overlap, which not only facilitates collaboration when needed but also extends your team's availability across more hours of the day.

Don't compromise on communication:

Seek out engineers with whom communication flows effortlessly, and who possess excellent writing and speaking skills. Conversations should not feel burdensome; instead, you should be able to engage with them on any topic, work-related or not.

Teams cannot bond if communication is difficult, awkward, or limited to technical jargon.

Don't compromise on attitude:

Look for highly motivated and driven engineers who are eager to prove their worth, contribute, and advance their careers as part of your team.

Avoid neutral profiles who simply do as asked without taking any initiative.

Avoid freelance butterflies:

Unless you're specifically looking for short-term engagements, steer clear of freelancers who have jumped from one short engagement to another for an extended period.

Once it becomes ingrained in their work style, it becomes difficult for them to settle down, and they may even work on multiple engagements simultaneously while on your team.

Leverage the cost advantage:

By adding the right remote resources to your team, you will be able to hire more engineers and achieve a greater production capacity or simply save budget that could be reallocated to other strategic uses.

Don't compromise on cost:

Having the lowest cost should not be the goal. For example, say researching a given market may reveals that the average engineer's salary is $1000 per month, remember that you're not looking for average talent here. Top-tier individuals with exceptional talent, communication skills, and attitude are in high demand and harder to find, so be prepared to pay a significant premium for them. However, it will still be a significant discount relative to your budget and a great return on investment.

Don't underestimate the value of in-person meetings:

Arranging for teams and members who work together remotely to meet in person even once can have a profound impact on future relationships and collaborations.

I have witnessed major improvements in communication and stronger team bonds once that bridge is crossed.

You’re not replacing your local team:

Having a local office and team that serves as your cultural hub and sets the technical bar is a valuable asset for your company and will be an anchor for your future remote teams.

Diversity and inclusion comes with benefits:

Remote teams enable you to have a diverse and more inclusive workforce, which brings numerous advantages such as a variety of perspectives, increased innovation, better employee retention, and the ability to cater to clients across multiple languages, regions, and cultures.

Find your internal to external ratio sweet spot:

In today's unpredictable world, it's important to plan for contingencies.

I strongly advise startups to keep a percentage of their workforce engaged in a flexible format, allowing them to scale up during periods of growth, downsize during crises, or pivot to new skill sets when business demands change.

Negotiate an option to internalize with your outsourcing partner:

This provides additional flexibility for your business, as you can exercise this option when it makes financial sense for you.Finding the right outsourcing partner to accompany you on your startup's journey is crucial for the success of your expansion strategy.

At Soft Stars, we have built an alliance of senior engineers which embodies each of the points mentioned above. We focus on technical acumen, positive attitudes, and excellent communication skills. Our engagements are highly flexible, and we aim to foster long-term relationships with our clients. For more information, advice, or to discuss any collaboration opportunities, please email me at walid.mnif@softstars.com.