Time to fill skill gaps in your tech team? Imagine that you are armed with the tools and expertise that professional outstaffing companies utilize to attract and retain top talents. Here and now, you will understand what is the right approach to hiring remote workers for your specific tech projects.

Setting Win-win “Traps”

Comfort zone is what attracts employees to a company

Competitive compensation is a dogma

One of the most effective ways how tech are trying to woo employees is by offering competitive compensation. Tech professionals are in-demand, and they know it. According to a recent survey, in the United States, a software engineer typically earns $114,000 a year. This number varies depending on location, experience, and other factors, but it’s clear that tech workers expect to be paid well for their skills.

Outstaffing companies offer salaries that are on par with what tech workers would receive if they were hired directly by an employer. That means researching industry standards and adjusting compensation packages accordingly. If you deal with outstaffing, you hire people who already have paid and regulated time off, retirement plans, health insurance, etc. So you don't need to put in extra effort to make the work conditions more appealing.

People need professional growth — ok, here is a room for step-up

Geeks want incentives and career development opportunities. Outstaffing companies invest in the success of their workers by offering training and mentorship programs, access to conferences and other events.

What’s even more crucial, talent providers can delight applicants with clear career paths.

Social media and online platforms boost results

Recruiters from outstaffing companies are gurus when it comes to the recruitment strategies to attract and retain talents. To reach more right people, and fill open positions, they use advanced tools.

3 main hiring lifehacks

Social media platforms, including LinkedIn, Twitter and Facebook

  • To launch targeted ad for candidates with certain job titles and interests in certain locations.
  • To create company profiles to post job openings, showcase their company culture, and connect with potential candidates.

Online job boards like Glassdoor, Indeed, or Monster

  • To access the aggregators where people search for jobs by advanced filters;

Referral programs

  • To encourage the current employees to recommend relevant positions to their friends.

Taking Care of Treasure

In spite, we’ve called the war for talents “hunting”, it’s a domestication by nature and obviously needs love. Retention in tech is not limited only to the salaries' growth. In 2023, developers require a full caring menu. Let’s consider how to fit into their riders.

Each stage of cooperation suggests a “pulse check”

Outstaffing companies focus on keeping their workers engaged and motivated. It means providing regular feedback and software engineer performance reviews, recognizing accomplishments, and creating a sense of purpose in the work that is being done.

One example of a company that emphasizes employee engagement is Salesforce. They maintain lots of solutions, including Chatter and Work.com. Salesforce is recognized as one of the top workplaces by Fortune magazine. So why not study the champion practices?

We at Outstaff Your Team pay special attention to keeping in touch with our tech teams. The main person who maintains that approach is the Account Specialist. Being not only a POC to our clients, he arranges regular well-being check-ins and milestone talks with specialists to make sure they are satisfied with their roles.

Outstaffing is based on the human values

Workers want to be part of a team that is supportive, collaborative, and fun. Outstaffing firms can foster a positive company culture by offering team-building activities, creating opportunities for social interaction, and providing a supportive environment.

Tech talents value work-life balance, so they get custom arrangements, such as remote options or flexible schedules. At the same time, transparency motivates team members to accept responsibility for their work. We recommend you consider more reasons for hiring tech teams remotely to get rid of the myths you might have.

And again, every market player wants to stand out from the crowd. Constantly, someone generates new scenarios of attraction. The rest are all ears. Have you heard, for instance, about the Zapier de-location program? It suggests $10,000 compensation if you leave the region, which is expensive to live in.

Remote team feels like gathered in one room

Tech audience expects the latest tools to do their jobs effectively. So outstaffing companies provide cutting-edge technology to their engineers. This includes project management and communication platforms, everything that makes remote work seamless and efficient.

What could the results be? Look at GitLab, a totally remote business with over 1.3 thousand staff members dispersed throughout nearly 70 countries. To improve team interaction, they use a variety of tools, such as Slack, Zoom, and GitLab itself.

Also, a good idea is to arrange creative experiments and give employees new projects from time to time. Burnout doesn’t suit anyone — neither the management nor the teams.

Keeping a Good Shape

Outstaffing companies know how to overcome such market challenges as intense competition, high turnover rates in the tech industry, changes in technology. Thanks to that, true “hunting” experts are constantly upskilling.

Want to have state-of-the-art hiring practices implemented and keep the best workers onboard? Contact us, and we will be happy to participate in your team story and show you how pros from Outstaff Your Team can help your tech business.


  1. What are top strategies to retain professionals and reduce turnover?

    We recommend you try 4 main “secrets” from the Outstaff Your Team experience.

    • You can be more confident in your team if you build all the stages of the developer’s lifecycle, from attraction (through onboarding) to separation.
    • Milestone talks help to ensure that everything goes according to plan and that tech talents are satisfied with their career progress.
    • Bright minds appreciate recognition programs, such as awards, bonuses, and public acknowledgement of achievements.
    • Analyzing the feedback gathered from exit interviews can reveal your weaknesses and help you build an improvement plan.
  2. Why are some companies not successful in retaining employees?

    If to make a shortlist of reasons for quitting, poor work-life balance would be the reason #1. When the star has to shine for two, it goes out faster. Then, we’d highlight the inability to use the tech expertise to the fullest. Also, people get tired of communication gaps, as it involves wasting hours on conquering a piece of certainty.

Kateryna joined the IT industry 3 years ago. Reviewing B2B software and related frameworks, she concluded that the best-in-class programs need well-built teams and started to write about tech teams scaling. Her natural habit to improve texts and search for alternative visions comes from working at the publishing house in early youth.

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