User:Scheilafs/sandbox

Ubiminds is a tech recruiter company founded in Florianopolis (Brazil) by Paulo Ross in 2017. Ubiminds specializes in curating nearshore engineering talent for distributed teams in New York, Texas and Silicon Valley, in the United States. Find more about Ubiminds here.

Core activities
Ubiminds offers a mix of staff augmentation and employer-of-record services to American and Canadian tech companies that wish to scale product engineering teams by hiring senior engineers in Brazil. Main services include:


 * 1) Talent Acquisition (candidate sourcing and recruiting) for roles throughout the software development lifecycle (SDLC)
 * 2) Hiring and Retention strategy (negotiations, career ladder, team building efforts)
 * 3) Community Management and Knowledge Exchange (UbiTalks, Ubiminds Academy).

Expertise in High-Performance Distributed Teams
By establishing individual criteria to different organizational levels of tech teams, Ubiminds composes the Status Overview of the company in order to plan and address each improvement opportunity. The company also supports other efforts that aim at improving the day-to-day of product, design and engineering teams, such as Crossing The Equator.

Scaling Software Engineering and Product Development
Scaling Software Engineering Teams and Product Development involves three mandatory Mindset and Culture bases: building a clear strategy and vision, having a well-defined talent acquisition (and retention) process and monitoring Leadership and Performance Management:


 * Build a Clear Strategy and Vision include Strong leadership, Diversity, Inclusion and Collaborative Environment driven by over-communication
 * Laying the foundation for Back Office Support with a remote-friendly system, establishing mindset and processes
 * Setting up dedicated workspaces with a good work environment, infrastructure and equipment
 * Holding a smart talent acquisition and onboarding to get the right people
 * Train and develop distributed teams remotely
 * Monitor Performance Management based on strong communication for better autonomy, Result-driven management and integrated SDLC and Clear KPIs and proactive improvement loops.

Find out more

Improving the Software Development Lifecycle (SDLC)
The SDLC process aims to produce high-quality software and improve resource management and cost-effectiveness by building a software in phases: planning, definning, designing, building, testing and developing. In each phase SDLC allows to:


 * Identify problems to being solved with the Software (step 0)
 * Discuss the purpose and goals of the project (step 1 - plan/definninf)
 * Create and cluster the scheme to allocate product components and interactions (step 2 - design)
 * Build the entire system by writing code (step 3 - build/program)
 * Find out whether their code and programming work according to customer requirements (Step 4 - testing)
 * Go-to-market and release the product to the end-user providing technical support and reviewing the results (Step 5 - Develop)

Further information

Specifics of Nearshoring Software Development
IT outsourcing as an industry is experiencing healthy growth and is predicted to grow by 4.42% between 2018 and 2022. Among the main benefits of Nearshoring Software Development are to minimize cultural and language barriers, improve communication and foster open collaboration in long term.When deciding where to find an IT outsourcing provider, it’s important to know the exact requirements of your project, the allocated budget, and the time frame allotted for completion.

Specifics of Technical Recruitment
Technical Recruiter involves developing Recruiting Strategies performing activities such as Identify Recruiting Sources and Networks, Create Job Descriptions and Specifications, Interview and Assess Candidates. Technical Recruitment best practices includes be aware of:


 * What skills the role requires
 * What are the recruiting tools and recruitment technology available to support and scale the process?
 * Stay clear of selling points like “dynamic environment”, “interesting projects” or “nice colleagues
 * Tech Recruiter doesn’t just sit there, but go hunt for your new Software Engineers
 * Cultivate existing relationships and keep in touch with awesome candidates so you have a ready-to-go pipeline
 * Guarantee non-tech skills in addition to technical ones (communication, decision-making, attention to detail, presentation, and negotiation skills, etc).
 * Provide the opportunity for hands-on experience outside of the day-to-day

Brazilian Talent Pool Overview
Outsourcing may have several impacts in Brazilian labor market, especially for workers.

That’s why Brazilian parliament has established several laws that regulate rights, agreement duration, legal structure and other specificities of outsourcing transactions. Other points of attention involve:


 * Brazilian charging methods such as fixed amount paid in whole or in monthly installments
 * Key terms in outsourcing that vary according to the industry in which the parties operate
 * Formalities required for transference of the employment contract to a legal entity
 * Tax burden which may reach up approximately 40% of the amount
 * Brazilian Data Protection Law ("LGPD"), Intellectual property rights, labour rights and social security payments etc.

Regarding Engineers' qualification, Brazil offers 6.18 million fluent English speakers, consolidating itself as 6th largest IT market (1st in IT investments in Latin America), with the largest population of Java developers in the world.