Staff augmentation goes about as an extension between the available ability pool with serious abilities and the accessibility of short-term ranks in IT companies. Staff augmentation is progressively turning into the most sought-after hiring model as it involves adaptability in the workforce. While the total takeover of staff augmentation is still a couple of miles away, most associations are going into a hybrid model. Hence, most organizations are utilizing the capability of coupling the advantages of the traditional methods for staffing and staff augmentation. As most organizations are controlled by Millennials, permanent workers are turning into a thing of the past. In this feature, we’ll walk through the various factors of staff augmentation for better understanding.

Staff augmentation as the term recommends permits organizations, enormous or little, to add talented experts to their current workforce. This hiring guideline is generally famous among IT organizations because of their seasonal and project basis needs. Organizations usually collaborate with supplying companies to gain access to a short-term workforce for a particular duration. In view of the need of the company, staff augmentation services can take various structures, going from expanding the workforce on-site to remotely found experts. Progressively, IT Companies are favouring staff augmentation organizations over other traditional types of staffing owing to the long list of advantages the previous offers.

While little firms progressively like to augment their whole workforce with an exact moment level of extremely permanent staff, large firms complement their steady employees with project basis personnel to keep an effective balance. Advantages of IT Staff augmentation have progressively become synonymous with IT firms, as the two go about as wonderful demand and supply partners for efficient project deliveries.

Eventually, the fundamental staff augmentation process flow can be broken down into four easy steps framed below:

Step 1: Recognize Your Necessities- before starting a search for individuals with the right sort of abilities to upgrade your group, you should distinguish exactly which abilities you want to present. Understand details of your expectation of the candidates, like their capacities and experience, as well as specific capabilities. You will also have to decide precisely the number of such reasonable people you need to employ.

Step 2: Search and Audit- After you have recognized the sort of candidates you are looking for, the logical next step in the process is to start looking, for which staff augmentation organization will complete the work for your sake with the information got about your needs. There are different ways of auditing the suitability of candidates, including the conducting of interviews and any tests you wish them to pass to guarantee their qualification before they join your group.

Step 3: Onboard New Team Members- The onboarding process will start once you have reviewed and distinguished your new colleagues. The fresh members should meet the other colleagues and find out about your organization’s values as well as your everyday cycles and techniques. They might be specialists within their specific field or range of skill set, but they will in any case require assistance to get comfortable and settle in their new workplace.

Step 4: Give Staff Support- Once the new colleagues have been integrated into the workforce, continuous help must be given to guarantee cooperation is as proficient as possible. Give potential opportunities for review that will assist you to fabricate major areas of strength for a steadily further developing relationship with your augmented staff.

Today, the demand for IT professionals and qualified software developers is huger than ever. And keeping in mind that demand had consistently been developing throughout the course of the last many years, the Coronavirus pandemic has expanded the speed dramatically. Also, even without the pandemic, the digital change of most organizations was undoubtedly inevitable. Coronavirus simply figured out how to accelerate the cycle. How this affects the IT business is a phenomenal demand for specialists with important experience, first-class abilities, and sensible rates.

These circumstances have proven to be an amazing favourable place for more adaptable staffing solutions. Among these, the staff augmentation model has become very famous. And if you’re uncertain when to use it; below are the signs you can read for further approach:

  •  Your current development team’s range of abilities isn’t sufficient for the rules of your developing business.
  • You want help to present new business processes that require adding custom advancements and functionalities.
  • Your inheritance software expects modernization to line up with the ongoing industry needs.
  • Your product’s UI/UX required an update to make the right degree of engagement.
  •  You want a high-level range of abilities to integrate new modules in your current product for straightforward business congruity.

Below are the advantages of the staff augmentation that is appropriate for your particular projects. It also lessening costs permitting you to increase or down without recruiting such a large number of expensive and full-time employees immediately.

  • Cost-effectiveness- staff augmentation permits your association to remember new specialists for your team on a short-term basis. In the process, you bypass large costs that accompany advantages and pay rates for internal workers. Also you get the choice of employing on a for every venture basis.
  • Accurate skillsets- Through the staff augmentation model, your organization can analyse the specific main subject areas or abilities its internal team needs and afterward track down the suitable temporary staff for your project while also minimizing expenses simultaneously.
  • Scaling- if you want an affordable method for scaling your staff temporarily, staff augmentation is the best choice. You can select the top ability that is appropriate for your particular tasks while also lessening costs. It permits you to increase or down without recruiting an excessive number of expensive full-time employees immediately.
  • Command in the process- While staff augmentation is surely a kind of outsourcing, it brings about organizations having significantly more command over the experience and abilities they anticipate from their temporary staff. You can undoubtedly screen the work done by temporary recruits since they’ll presumably be probably with your full-time staff.
  • Fair assessment- Frequently enough, internal teams begin experiencing limited vision, particularly if they’ve been dealing with a particular project for quite a while. Also, the temporary staff you overcome the staff augmentation model can be only the external “set of eyes” you want to ensure you and your team aren’t committing any mistakes because of organizational biases. A new perspective can without much of a stretch point out issues and suggest improvements that permanent staff probably won’t see since they’re so caught up in their own work.

Although incredibly useful, problems can develop if staff augmentation isn’t taken care of appropriately or when short-term work transforms into long-term projects. Among the weaknesses of staff, augmentation has

  • Extra Cycles- When any kind of employee joins an organization, the group’s cycles and monitoring resources get expanded. This cycle is valid for both full-time and part-time employees.
  •  Onboarding complications- Despite the fact that staff augmentation enjoys the benefit of lessening onboarding time, it requires time to introduce them to your association, very much like whatever other new employee, whether they are long-lasting or temporary.
  • Insufficient Internal Knowledge- Certain initiatives might require earlier information on the work or client they are working with, which just existing employees will have. Anybody new to such a task will need time to get up to speed.

Your staff augmentation model can fluctuate depending on your accurate requirements. There are three kinds of staff augmentation: commodity, skill-based, and highly skilled:

  • Commodity- Staff augmentation via a commodity doesn’t call for a particular expertise. The conditions for this staff augmentation model incline more towards desperation than honing up specific abilities. Thusly, this kind of staff augmentation might include manual labor, factory work, or retail, in addition to other things.
  • Expertise Based-Expertise based staff augmentation needs obviously a touch more expertise. In any case, the degree of expertise for this kind of staff augmentation isn’t demanding. Writing or data entry for clerical work are a couple of instances of what skill-based staff augmentation could resemble.
  • Highly Skilled- To wrap things up, there is profoundly skilled staff augmentation. Furthermore, coincidentally this is most likely the very kind of staff augmentation that you want. Profoundly talented outsourced partners work in professions like IT or software development. Preparing and experience for these callings are fundamental and IT staff augmentation comes up with no real reasons for slips in those areas.

Below is the comparison table that will prove which part is better in which segment:

Factors Staff augmentation Outsourcing
Rate & responsibilities The organization takes care of the expense of employing and training the supplementary staff, as well as gives them the essential tools and resources. The outsourcing vendor handles every one of the expenses connecting with the recruited workers. The vendor additionally utilizes its own equipment and resources to satisfy the project.
Motive To fill particular gaps or collect a group on a temporary basis. Also, appropriate for short-and long-term and surprising tasks. To do projects on which an organization would rather not enlist engineering skills. Appropriate for short-and long term targets.
Work format & management It needs management endeavors but it further develops in general team cohesion and lessens employing hassles. The external group doesn’t mix as expected with the organization’s staff even as management is autonomous.
Knowledge A client checks the supplementary workers’ knowledge without help from anyone else and they connect straightforwardly with other staff. The committed outsourcing group joins knowledge on the outer market as well as extraordinary insights pertaining to the organization’s business. A client can’t take a look at the nature of the resources.
Onboarding Onboarding happens quickly since the client gets fast and on-demand access to required resources and abilities. Projects can’t start until they have been completely researched, deliverables explained, and achievements made. Likewise, the two players need to settle legal agreements before the venture might continue.


Staff augmentation is utilized to outsource particular projects and capabilities (input). The managed services model outsources the whole issue and solution to a third-party vendor (yield). Staff augmentation’s key advantage is the capacity to quickly measure particular capabilities, while managed services are best for the long-term treatment of cycles like infrastructure and security.

Factors Staff augmentation Managed services
Process Outsources assignments and functions (inputs) Outsources solutions and management (outputs)
Bills On time spend, frequently bi-weekly. On retainer, frequently yearly.
Task type Adaptable and versatile for fast development projects. Steady and reliable for long-term IT management.

Staff augmentation could be an ideal choice in many situations. Here are a few points to decide on while picking the augmentation model:

  • At times an organization might have to add new colleagues and save up on selecting, preparing, and staffing management. Augmenting staff is an ideal solution.
  • When a product is at the last phase of its development, the product team suggests that an organization enlist new temporary employees to test the item before its rollout. Staff augmentation becomes possibly the most important factor.
  •  Suppose you already have software engineers working with one of the enormous ventures, however, you need to measure your group to have a few programmers to foster one more module of the products. Presently you want to employ a group of 5-15 tech experts, however, it’s impossible because of the deficiency of your local ability in the association. You understand that local hiring will take way longer and is not reasonable right now.
  • You are working with enormous tasks with a group. However, a task needs specialized information, which in-house employees don’t have, maybe recruiting certain individuals that didn’t work out. Presently you expect to employ from different nations/areas. Augmenting a staff is an ideal solution for the given situation.
  • Unlike you team up with a project outsourcing or a project-based consulting company to foster items, the model doesn’t fit you. The explanation is; that first, you need to speak with your group consistently, and second, you wish to be very much associated with your remote group to ensure they feel like a piece of your association. With the staff augmentation model, it is simpler to integrate groups either locally or all through the country.

Listed below are the IT staff augmentation organizations having a place in different parts of India:

  1. Hyperlink InfoSystem is one of the established web and mobile application development companies in India. It offered different elite services in the space of Web and Application development, Blockchain solutions, AR/VR apps, Game apps, Salesforce, Artificial Intelligence, etc since its development in the year 2011. Their group of 650+ specialists offers top-tier development benefits that can create precise results. Till today, The group of Hyperlink InfoSystem has served more than 2500+ worldwide clients creating 4000+ mobile applications, 2000+ websites, and different other digital solutions.
  2. Billennium is a worldwide technology organization with 18 years of experience. They utilize more than 1300 experts in the field of current business support solutions. They have 7 branches in Poland and offices in India (Pune), Germany (Frankfurt), Canada (Mississauga) and Malaysia (Kuala Lumpur).
  3. Founded in 2004, SPECTRAFORCE is one of the biggest and quickest developing staffing firms in the U.S. The development of the organization is an immediate consequence of their worldwide client service delivery model controlled by their cutting-edge A.I. proprietary ability acquisition platform, robust ISO 9001:2015/ISO 27001 certified processes, and areas of strength for an energetic client connected with groups.

Look at our list of the best 5 IT staffing organizations in Asia:

  1.  Oxford Asia Group was established in 1998 and is one of the leading IT staffing companies in Singapore. They offer an extensive variety of IT services, including staff augmentation, project management, and software development. They have a group of experienced IT experts who are specialists in their field, and they’re dedicated to offering the most ideal service to their clients.
  2. GMP Group Singapore is one of the leading IT staffing organizations in Singapore. They offer an extensive variety of IT services, from staffing to oversee services. They have a group of experienced IT experts who are devoted to furnishing their clients with the most ideal service.
  3. TechTIQ Solutions is another top IT staffing and solutions organization in Singapore. They offer an extensive variety of IT services, including staffing, consulting, and overseeing services. They have a group of experienced IT experts who can assist you with all your IT needs. if you’re searching for an IT work in Singapore, TechTIQ Solutions is an extraordinary spot to begin your pursuit. They have an extensive variety of IT occupations available, and they’re certain to have something ideal for you. They also offer IT consulting services, so they can help you if you want assistance with your IT project.

Find Top IT Organizations in the Philippines worked in IT Staff Augmentation that has also about branding, UX design, web design, web development, social media marketing, and mobile apps:

  1. LANEXUS creates and delivers excellent digital products and solutions that affect brands unlimited for more than 28 years. They have a pool of 54 experts in the Philippines and 5 experts in the US. They have multidisciplinary capabilities that are organized in cross-functional groups. They also serve a portfolio of start-ups, little and medium-sized organizations, and huge MNCs throughout the Philippines and globally.
  2. Flexisource IT is established by Richard Gross who is situated in Melbourne, Australia. He was a fruitful investment funds manager covering the worldwide monetary corporate scene for over 20 years from the US, Geneva, Hong Kong, and Australia. He has used his immense experience to recognize a potential chance to connect the deficiency of qualified IT faculty and the gigantic compensation disparity to make a hybrid model which gives improved results and less gamble than traditional outsourcing.
  3. Startechup is a Worldwide Web and Software Development Agency with a Development community situated in Cebu City, Philippines. Startechup spends significant time in giving IT, Web, and Mobile solutions for the absolute most astonishing startups and progressive ventures worldwide. Startechup was consolidated in 2013 for developing a group of gifted IT engineers and designers to launch our initial Startup project.

The adoption of staff augmentation has expanded radically post-pandemic, as its post-pandemic market value was assessed at around USD 132.9 Billion. The statistics are evidence of how the world is thinking about staff augmentation as a favorable move toward working productively during the pandemic. But, very much like all the other things, this brilliant practice accompanies its own arrangement of challenges also. So, given below will feature five such challenges for further understanding:

  • Bad Communication- efficient communication is a vital component in guaranteeing the progress of any new practice in an association. Particularly as staff augmentation includes working with offshore staff, it is basic to have powerful communication in light of the fact that the results of bad communication can be shocking.
  • Compromising Quality of Service- Quite possibly of the greatest challenges that organizations face while investing in staff augmentation is the failure of the staff to fulfill their guidelines. Low quality of service can prompt missed deadlines, wrong code, project delays, and so on.
  • Incoherent Knowledge Transfer- Knowledge transfer is a fundamental step to take at each phase of the task. Whether it is the starting stage or the execution stage, it is basic to guarantee that a consistent knowledge transfer is occurring. But, with staff augmentation, typically, the course of viable knowledge transfer turns out to be more tedious to complete. Accordingly, the danger of organizational waste and incoherent knowledge transfer increments.
  • Conflicting and Hazy Assumptions- Conflicting and muddled assumptions are extremely normal for organizations when they put resources into staff augmentation. Basically in light of the fact that the principal group and the augmented staff have an alternate understanding of what the final result should seem to be. This can prompt delayed deadlines, additional expenses, additional investments, and undesirable conflicts.
  • Security Threats- As staff augmentation suggests employing a third party and including them in internal techniques, the security threat is a significant challenge. The security and privacy of clients and their projects are basic and should not be impacted.

Below are the 5Rs employee relationship that will help to retain control over existing staff:

  • Responsibility- Show your employees you trust them by giving them responsibilities that permit them to develop. Encourage them to acquire new abilities. Give adequate proceeding with education opportunities. Employ from within at every possible opportunity, and provide liberal promotions at suitable times.
  • Respect- Employees need to realize they are respected and appreciated. As the saying goes, individuals may promptly fail to remember the things that you said, but they will constantly remember the manner in which you caused them to feel. However, if managers focus on it recognizing outward respect consistently, it will prompt strong for getting through workplace culture as well as positive experiences and memories that they will always remember.
  • Revenue sharing- Tie a part of your employee’s wages to the organization’s performance. This will adjust their interests to the organization’s revenue and benefit objectives and will act as an inherent incentive to remain with the organization as it develops. By making the fixed expense of payroll inherently more factor under various business conditions, you can make your organization resilient and agile, while additionally treating your employees especially well.
  • Reward-The rewards you give your workers must address their feelings and also must go beyond their money-related remuneration. Acknowledgment before the organization, department parties, service projects, snacks with the boss, logo clothing, handwritten notes, and so on, can all add to the positive culture of the organization and can be confidence manufacturers also.
  • Relaxation- Be liberal with time off. In spite of the hard economy, give adequate opportunity for days off, family vacations, new children, and so forth. Permit employees the opportunity to pause and rest starting with one task and then onto the next with the assistance of team building exercises or smaller than usual break periods throughout the day.

Here are some interesting points to implement and execute the model:

  • Distinguish the ability gap in your organization- Each business operation demands a definite analysis. This will manage the cost of you the information on the current expertise gap in your organization. You can assess your current or upcoming project need and coordinate it with the ability to review result. Like that, you get to know the gap.
  • Pick the right partner- You can’t look at the selection cycle of staff augmentation vendors with different providers. Their methodologies are typically unique and they also hire from particular societies. Consequently, research is fundamental. You want to also follow up and assess the credentials and histories of potential service providers. It is also imperative to evaluate their offerings against your requirements.
  • Aim Multisourcing- You can choose two vendors and lastly go for the one that is better for a long-term partnership.
  • Create a comfortable relationship with remote developers- if you are working with remote developers, you need to rejig your management style and construct a great connection with each individual from the group. You want to continually convey to guarantee both in-house teams and remote teams are in sync.
  • Guarantee transparency- Clear communication can possibly work on your main concern. Your group needs to figure out the vision, mission, and task necessities. It is vital to upgrade the communication cycle in the development cycle so everybody can get involved with choices and contribute effectively to the current projects.
  • Embrace tools and technology- Leverage project management and team collaboration tools like Slack, Asana, Jira, Trello, and Basecamp to cultivate idea sharing and track tasks’ situations. The absence of communication might prompt miscommunication which can influence the whole task. Hence, it means a lot to utilize these tools to upgrade communication and coordinate efforts all through the development lifecycle.

The following are 5 situations where staff augmentation would be an ideal fit for your business:

  • Need to Speed up Time-to-Market-There will never be the point at which the speed increase of a time-to-market for a project isn’t basic. That being said, the competitive benefit that an augmented staff carries with respect to fulfilling deadlines and turning projects around rapidly is immense.
  • Your Project needs Niche Ability- IT Leaders today are re-thinking which mastery is main to their business. They are effectively concluding whether they need niche ability in-house or are basically in an ideal situation involving staff augmentation for this kind of capability. The line between progress and disappointment is so thin today, that many organizations feel staff augmentation is a more secure, more productive play.
  • You’re battling to bridge ability gaps- Staff augmentation permits you to add experienced developers that will offer these particular abilities of real value that may not be required beyond the project they are dealing with. Accordingly, you won’t have to invest time, energy, and cash preparing in-house staff for these fleetingly essential abilities.
  • Need immediate access to IT Specialists- if you have an in-house IT group, they are without a doubt currently under gigantic tension as they face ever-changing and extremely complex workplaces. Staff augmentation gives a great chance to rapidly add quite certain skills for a project that your in-house staff may not as of now be ready to take on.
  • When You Want New Viewpoints- When a new set of eyes and ideas are gotten through staff augmentation, you’re getting a few new viewpoints and trusted expertise that can strengthen your organization’s current circumstance and lift your in-house team on future projects higher than ever.

Let’s take a look below at the 3 most common staff augmentation confusions and misconceptions:

  • Costlier than permanent hiring- Comparing just the hourly rates of augmented resources with the wages of long-lasting employees can also be misunderstanding as these don’t watch the entire film. Further savings become clear when you factor in bonuses and advantages that long-lasting employees are ordinarily entitled to, i.e., insurance and retirement plans, paid vacations, and so on in addition to the expenses related to training and prepping them.
  • Time wastage- staff augmentation furnishes you with specialists with industry experience and abilities in particular technologies and domains, crucial for your project’s prosperity. It deals with finding and selecting bits for you so you can utilize your valuable time.
  • Cons are more than pros- staff augmentation views your interests in a serious way and finds a way substantial ways to moderate them. It first has an exceptionally severe screening process and just shortlists the most skilled applicants, which are sent to you for additional assessment. Once recruited, they become permanent employees, so you don’t need to stress over them leaving mid-project.

Finding the right skillset is vital to each organization. It generally assists with having the right direction prior to setting out. It’s difficult to pick between staff augmentation as opposed to outsourcing if one is supreme. What makes a difference is that the model you pick meets your organization’s requirements at that point and that the talents you employ are the right ones to get everything taken care of. You can make either staff augmentation or IT outsourcing work for you.

Let's Talk