Offshore Software Development Services

Offshore software development is outsourcing to companies in other countries and time zones. This approach cuts development costs and optimizes operations. Leveraging the technical expertise of service providers ensures the success of your project.

Offshore developers work in offshore development centers in other countries. They develop software with cutting-edge technologies and provide essential skills for web application development and more. You'll tap into a vast talent pool to handpick the ideal developer for your project. This will give you a big edge with offshore development over onshore to achieve maximum ROI. 

An example is an Australian company teaming up with a firm in Vietnam for software testing outsourcing. They use an agreed offshore model supported by strong associations and partnerships. 

In-house and offshore development are two ways to manage software projects. Choosing between them: 

• In-house: It’s preferred for projects that need close collaboration and focus on core competencies. They also need it for projects with sensitive data. And for projects where proprietary knowledge is crucial. 
• Offshore: It's suitable for saving costs, scaling, avoiding unexpected attrition, speeding up time to market, and long-term projects. Accessing outside expertise requires careful communication and project management. 

Selecting a suitable offshore software outsourcing company shapes business outcomes. It can shape your digital trajectory. Making a well-informed decision requires careful consideration of various aspects. Here are some vital tips to guide you: 

• Research and Reputation 
• Study the country's regulations 
• Technical Expertise 
• Quality Assurance
• Transparent Communication Lines 
• Pricing and Cost-effectiveness (No hidden costs) 
• Data Security and Confidentiality 
• Flexibility and Scalability 
• Cultural Compatibility 
• Portfolio and Previous Work 

Understanding the hourly rate for offshore software developers is crucial for businesses. Below is a detailed categorization of these rates by region and country. It provides a clear comparison to help in the decision-making process.

• Southeast Asia (e.g., Vietnam, Malaysia, Singapore): $30 - $55 per hour.
• South Asia (e.g., India, Bangladesh): $25 - $50 per hour.
• European (e.g., United Kingdom, Switzerland, Germany, Netherlands): $50 - $65 per hour.
• Australia and New Zealand: $50 - $65 per hour.
• America: USA: $60 - $100. Canada: $55 - $80.

You need strategies that clarify goals and foster empathy to manage offshore teams. Here are some helpful tips to guide you: 

• Clear Product Vision 
• Hire the Right Team to Address Technology Gaps
• Agile Methodology 
• Prioritize Communication 
• Organized Workflow and Streamlined Deployment Process
• Avoid Micromanagement 
• Encourage Social Interaction 
• Use In House Project Managers 

Our 12-year history in providing offshore development services showcases our capability. We have completed many successful projects in various domains. This success has helped us gain many clients worldwide. You can view it here.

In offshore software development, good teamwork and communication between people in different time zones are vital. Here are the strategies we use to handle this: 

1. Scheduled Meetings

• Identify overlapping working hours to schedule regular meetings. Set up daily or weekly stand-up meetings to discuss progress and roadblocks. 
• We are available to meet whenever you need, even if it's 10 PM in Vietnam and 11 AM in the US. We have plans and standard procedures for meetings across different time zones, ensuring clarity and setting clear expectations. 

2. Communication Tools

• Our team communicates in real time using Slack, Microsoft Teams, or Skype to bridge cultural shifts.  
• We reserve email for non-urgent matters that need a paper trail. 
• For video meetings, we rely on Zoom, Google Meet, or Microsoft Teams to establish trust and clarity. We also promote collaboration on both cloud platforms and cloud services. 

3. Collaboration Tools

• Our PM uses Jira, Trello, or Asana to manage tasks, regardless of team size.
• Share documents with Google Drive, Dropbox, or Confluence to ensure document security with security protocols. 
• Our developers use GitHub, GitLab, or Bitbucket for code collaboration.

4. Communication Protocols

• Record every need, decision, and change with precision and clarity. Send regular updates to stakeholders and maintain it as part of our post-development strategy. Set communication rules, including response times.

5. Feedback Mechanisms

• Regular Feedback: We have regular feedback sessions. We use them to listen and resolve any communication or collaboration problems. 
• Surveys and Reviews: Our managers use surveys and reviews. We do this to gather insights and improve processes.  

Examine Saigon Technology's hiring process. It aims to build a team of innovative, dedicated software developers.

1. Create a Strategic Talent Plan

We weigh values and cultural fit in our planning. Our COM team posts job descriptions on top platforms to attract qualified candidates.

2. Talent Discovery

We search for skilled software developers who are committed to continuous learning. Our Talent Acquisition team reviews their technical skills, portfolios, and past projects to find the best talent.

3. Honest HR Talks 

HR evaluates candidates' soft skills, such as teamwork and leadership. This helps us choose engineers who excel on their own and fit well within your team.

4. Decoding Expertise: Skill Assessment

4.1 An In-Depth Exploration of Skills

Our tech leads test candidates with real developmental challenges. We test their problem-solving, coding, and innovative skills under pressure. This ensures they meet your project needs. 

4.2 Offering Clear Evaluations of Competency

We provide precise assessments of both technical and soft skills, enabling you to make informed decisions about your team.

5. Offer and Acceptance

We assess more than technical skills in the Talent Acquisition Round. Our TA team looks at communication abilities, project management skills, and a willingness to learn.

6. Pre-Onboarding

- Offer Letter: Send a formal job offer to the chosen candidate.

- Negotiation: Establish the salary, benefits, and employment terms.

- Acceptance: The candidate signs and returns the offer letter.

7. Onboarding

- Orientation: Introduce the new hire to the company's culture and policies.

- Company Overview: Present the company's history, mission, and values.

- Team Introduction: Introduce the new hire to our team and key people.

- Training: Provide essential training on software, tools, and processes.

- Mentorship: Pair the new hire with a mentor.

- Performance Goals: Define performance goals and expectations upfront.

- Feedback and Check-ins: Regularly check in with the new hire.

8. Integration

We use data analytics and insights from our tech leads to match developers to your project.

9. Initiating Your Project's Journey

Your team is set for success. We ensure they meet your expectations through continuous feedback, leading to long-term success.

Saigon Technology creates a rate card based on team members' levels of expertise. We offer rate cards for senior and mid-level pros, tailored to the industry and location.

Senior Level 

• Senior developers at Saigon Technology usually have a lot of experience (5+ years). The developers have deep technical knowledge and can take on leadership roles.
• Hourly Rate: $34 - $49+

Middle Level 

• Our mid-level developers have 3-5 years of experience and great technical skills. This developer level works under senior staff to improve.
• Hourly Rate: $29 - $34