<h1>Staff Augmentation For Success</h1><h1>Part 2 of 2: Setting Your Team Up to Succeed</h1>In the first part of this series I discussed the importance of knowing the critical role you play in the staff augmentation process, especially when it comes to choosing the right staff augmentation agency. Hopefully you learned that you hold the keys to reaping the benefits of the staff augmentation model and can make an informed hiring strategy. By opting for staff augmentation, you will minimize dealing with freelancers who are often short term hires and ultimately less engaged.In this article I discuss the need to build the right team and how to make sure your team has everything it needs to succeed.<img src="https://stateside-website-images-prod.s3.amazonaws.com/img1_staff_aug_p2_e8f89ed23f.jpg" alt="img1-staff_aug-p2.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_img1_staff_aug_p2_e8f89ed23f.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_img1_staff_aug_p2_e8f89ed23f.jpg 500w," sizes="100vw"><h2>Choose The Right Talent</h2>When you start working with a staff augmentation agency, they will present you with what you hope are ideal candidates–developers who have worked on other similar projects and have the right skills. Most staff augmentation agencies will already have interviewed your candidates for you, but the fact is that you know what you need better than anyone. Even if the candidate looks great on paper and is a long-time employee of the agency, it is still a good practice to conduct one or more additional interviews yourself before you bring them onto your team.Doing your own interviews gives the candidate an opportunity to know you better, too. Especially if it’s your first time working with a particular staff augmentation agency, do your due diligence and confirm their knowledge before you hire them.On the other hand, don’t just look for the right technical know-how unless you expect this to be just a short term engagement. If you expect this person to be on your team for a longer period then also consider soft skills and cultural fit. In general, you want someone who is proactive, friendly, professional, a good communicator, disciplined, and detail-oriented. Depending on your business you may have additional soft-skills that are important to you. As I mentioned in my last&nbsp;<a href="https://docs.google.com/document/d/10iKPRPjTP9zu3aC5HMOGBbnm9cPS6RGnre88cGGcyJw/edit">article</a>, take time to clarify these for yourself, your hiring team, and, depending on the skills, for the new hires.Finally, good talent might have multiple clients eager to hire them, and you’ll probably want them to stay for the long term, so don’t forget to sell your project to them. Explain why it’s exciting and how they will benefit from your project, maybe by working with an amazing team on an interesting project where they will improve their skills and follow best practices.<img src="https://stateside-website-images-prod.s3.amazonaws.com/img2_staff_aug_p2_e1485991fe.jpg" alt="img2-staff_aug-p2.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_img2_staff_aug_p2_e1485991fe.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_img2_staff_aug_p2_e1485991fe.jpg 500w," sizes="100vw"><h2>Give Your Team What They Need To Succeed</h2>Once you have chosen the agency and the candidates that you want on your team, the next step is ensuring your new team has everything they need to succeed. This is harder than it might first appear. A good staff augmentation agency will provide significant support and oversight during onboarding and throughout, but you’ll still need to take some steps you would with any new employee.The first thing you need to do is make sure your new team members feel welcome and have a clear idea of what lies ahead. Introduce them to the existing team or, even better, let them introduce themselves and explain their role.Then have the other team members do the same. Include them in daily standups and other team meetings from day one so they learn who is who and how things are going to work. Encourage them to ask questions in meetings, emails, or in chats and to start contributing as soon as they see an opportunity.It is good practice to assign the new team members a buddy with whom they can immediately start to build a rapport and can go to with doubts or questions. The buddy does not have to be able to answer all the questions, but should be able to direct them to the person who can. The buddy should commit to assuring that the new addition has a clear path to solving any issues that they come up against. In well established teams, most of this should be documented as part of an onboarding package that new team members receive to help them get started more quickly.It’s your responsibility to confirm that your new staff clearly understand their role and what is expected of them. It’s also your responsibility to provide new team members with all the documentation, training, tools, networks, services, systems, and source code that they need to start work. You do not need to do this personally, but you should be sure someone has been clearly assigned that responsibility and that everyone knows the timeline.Ideally, the new team members will know who they can approach to get progress updates – and raise flags if they do not get what they need in a timely manner.Once the team member has been onboarded, your established project management processes should kick in. You should make sure your team follows the industry best practices for managing any remote team members, whether contractors or in-house. Remember that communication is key–break your project into small, clear, manageable tasks that can be assigned and tracked individually. This will help you more effectively monitor the progress of your project and the efficiency of your team members.<h2>Final Thoughts</h2>Staff augmentation offers clear advantages over other forms of outsourcing when you need to extend your team but do not want to add full time employees. Take some time to find a staff augmentation agency that will help you get the most out of outsourcing. Also, select these new team members as if you were hiring them directly.Most importantly, choosing the right talent counts for nothing if you do not give them the support and tools they need to succeed.

Why you need to build the right team and how to make sure your team has everything it needs to succeed.

Staff Augmentation For Success - Part 2 of 2: Setting Your Team Up to Succeed

<h1>Staff Augmentation For Success</h1><h1>Part 1 of 2: You Drive the Outcome</h1>Staff augmentation is a type of outsourcing in which you extend your company’s internal team temporarily or for extended periods, by essentially “borrowing” specialized employees from other companies. Many of these other companies are dedicated staff augmentation agencies whose business model is hiring great people, working with other businesses, and placing this selected talent on their clients teams.This approach has many benefits for the clients compared to, say, hiring new full time employees or freelancers. You free yourself by handing over most administrative hiring details to the staff augmentation agency. You can also have more confidence that the person you are hiring is good at what they do because they are vetted. The candidates you receive from the staff augmentation agency will usually have already gone through a rigorous hiring process. You don’t need to worry about insurance, benefits, or any other strings attached to hiring a new employee in-house. And, finally, your turnover will be less than if you hired freelancers.Even so, the staff augmentation approach is not without its hazards. In this two-part series, I’ll offer some tips to help you be more successful when growing your teams using staff augmentation services. I focus on software development teams specifically, but most tips are applicable to any industry.All my advice hinges on one fact: you are the most important element in the staff augmentation model. You share equal responsibility with the developers and staff augmentation partners for making this model work. Once you know your part, you’ll have the foundation to build the right team and give them everything they need to succeed.&nbsp;Too many companies seem to suffer from the delusion that if they just hire the right people then everything will fall into place. The truth is, your teams will only produce good results if they know exactly what results are expected. And all expectations start with you. You need to be clear about what you are looking for and to communicate when those expectations change. This is as true for the staff augmentation model as it is for working with freelancers and building your team in-house.In addition to finding engineers who have mastered the technology, you need to ensure that the team also has good quality control and project management. Do not try to cut corners. And, finally, be sure that they have clear instructions and an appropriate set of tools for coordinating their work with the rest of the team.<img src="https://stateside-website-images-prod.s3.amazonaws.com/img1_staff_aug_p1_353aec3414.jpg" alt="img1-staff_aug-p1.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_img1_staff_aug_p1_353aec3414.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_img1_staff_aug_p1_353aec3414.jpg 500w," sizes="100vw"><h2>Choose The Right Staff Augmentation Firm</h2>Not all staff augmentation firms are alike. Choosing the right one is more important than you might at first realize. You need to do your due diligence when choosing a staff augmentation agency. The benefits of the staff augmentation model are clear, but it will only bear fruit if you choose a provider that takes an active interest in the success of their clients.Some agencies take a larger role in onboarding their talent to your team. They will ensure the new recruits have the necessary hardware and software to get started, and will pay close attention to ensure that you are giving your new recruit what they most need to succeed: clear instructions and access to the systems they will be working with.Some will be more diligent than others about verifying your project management processes are suitably mature (i.e., efficient, refined, tested) and will maximize the likelihood of success. Be prepared to share some of your internal project management tools and processes with them. They will want to know that you have a clear plan and follow good practices when writing and tracking tasks. If you don't have a clear vision of what you want from your new staff then the agency will have no way to measure their success. A good agency will raise concern if a clear vision is not in place.Some will be more active in ensuring your experience with their talent is positive. Expect your staff augmentation agency to request regular short meetings to get feedback on the people they have on your team. Do not be surprised to receive feedback from them too on your internal processes and any red flags that might be preventing you from getting the most out of your team(s).The fact is, many companies that use staff augmentation services do so because they are likely to see less turnover and more engagement from the people they add to their teams. The natural first step then is to look for a firm that takes pride in its staff, has solid recruiting procedures, demonstrates a compelling retention plan, and provides support during the onboarding of any new additions to your team. All these factors will improve your chances for a successful engagement. Don’t hesitate to ask them about some of the points I’ve raised here and make sure they have policies that put your success first.Finally, any staff augmentation agency that takes itself seriously will not charge you anything if you are not happy with your new team member(s) within the first few weeks. This shows you the agency is confident in its processes and staff.Look out for my second article where I detail how to choose the right people and prepare them for success.

Staff augmentation is a type of outsourcing in which you extend your company’s internal team temporarily or for extended periods, by essentially “borrowing” specialized employees from other companies

Staff Augmentation For Success - Part 1 of 2: You Drive the Outcome

<h1 style="margin-left:0px;">Not another ‘hiring in-house vs offshoring’ blog post</h1>Let’s talk about an even better option than hiring in-house or offshoring to expand your team: nearshoring, a type of outsourcing involving <a href="https://stateside.agency/blog/3-types-of-product-development-outsourcing-compared/">hiring from a nearby country</a>. Here are 5 reasons why nearshoring is the “happy middle” that your US-based tech business needs:<h2>1. Budget</h2>It is no surprise that wages in the US are among the highest globally, making in-house, local hiring much more expensive than offshoring. Offshoring costs are limited to the hourly rate of the developer, which removes administrative costs and labor from the hiring/firing equation and can make offshoring more cost-effective. However, in-house hiring is more attractive for employees seeking long-term jobs since the employer usually takes on responsibilities such as legal documentation, insurance, paid time off, and equipment. This is where nearshoring comes in. Staff augmentation agencies help you from both sides: the hourly rates are almost as low as offshoring, while also covering most, if not all of, the same employer responsibilities for the candidates as they would for in-house.<h2 style="margin-left:0px;">2. Recruitment efficiency</h2>Having a staff augmentation agency as a partner allows you to constantly request talent acquisition without the costs of full-time or in-house tech recruiters. Aside from recruitment, these agencies are constantly optimizing their processes to achieve seamless integration when building outsourced digital teams. To achieve that level of integration for both companies and the talent, these agencies offer a secure hiring structure, a supported onboarding process, and an evolving retention strategy. With these factors off your plate, you can focus on your business.<img src="https://stateside-website-images-prod.s3.amazonaws.com/stateside_blog_offshoring_img_f75cda3638.jpg" alt="stateside_blog-offshoring-img.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_stateside_blog_offshoring_img_f75cda3638.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_stateside_blog_offshoring_img_f75cda3638.jpg 500w," sizes="100vw"><h2 style="margin-left:0px;">3. Diversity</h2>Working with people from other countries can bring a diversity of skills, perspectives, and cultural insights into your business. But hiring foreign talent with offshore, in-house, or freelance models can take considerable time, know-how, and resources to properly handle migratory and other geographical factors. One benefit nearshoring offers is access to multicultural and international tech talent that has been filtered to comply with your hiring needs. Some of these filters include: proper internet access, English language assessment, experience working remotely, cultural affinity, migratory or visa status (i.e., availability to travel into and out of the US if needed), compliance with the labor laws of the other countries, and proof that salary payments can go through between countries.<h2 style="margin-left:0px;">4. Work schedule</h2>The time zone differences with offshoring can create challenges with holding engineers accountable and available simultaneously. This inherent difficulty might lead to thinking that in-house hiring is the only option to ensure all your team is working on the same schedule. With nearshoring, it’s easy to have your whole team one ping away, especially for last-minute changes or meetings. Due to geographical proximity, nearshoring offers a 60% to 100% working schedule overlap, similar to how it would feel if your team worked in the same building, at the same time, but on another floor.<h2 style="margin-left:0px;">5. Remote era</h2>2020 saw a huge leap for businesses to venture into the remote work model. The tech industry benefited greatly from this shift, especially in terms of budget and productivity. Remote work has become the industry’s new normal. Even before this change, some staff augmentation agencies had adapted to this mode, making it easy for them to help companies retain employees by building remote teams.These are 5 reasons why nearshoring can be highly powerful for your business. The internet will keep evolving and so will companies’ online needs–staff augmentation agencies make adapting easy. If you’re curious to expand your team with this model, here are 5 additional advantages of partnering with us, Stateside, for staff augmentation:<ul><li>Nearly a decade of experience working remotely with proven success.</li><li>Fully available tech-recruitment experts allocated across the Americas.</li><li>An HR team is fully engaged to be in compliance with the labor laws of all countries.</li><li>Personalized tech and additional filters based on your talent needs.</li><li>We have vendors throughout the Americas ready to deliver any required hardware to the teams.</li></ul>Learn more and stay tuned at <a href="http://stateside.agency/">stateside.agency</a>.Photos by Brooke Cagle and Annie Spratt

The best option to expand your team: Nearshoring, a type of outsourcing involving hiring from a nearby country.

Not another ‘hiring in-house vs offshoring’ blog post

<h1 style="margin-left:0px;">Remote Work is the New Norm, Here’s How to Do it Well</h1>As many of us experienced, at the beginning of the pandemic employers and employees weren’t prepared to go fully remote. But after the initial shock, and thanks to technology, remote work not only became feasible, but also benefited companies and their teams. Turns out remote work wasn’t so scary after all.And the changes are not only related to the work from home option. Today, more employers are embracing flexible schedules for their remote teams leading to an overall feeling of satisfaction.A <a href="https://findstack.com/remote-work-statistics/">recent post</a> by Jack Steward for the site, findstack.com, compiles several major research groups’ 2022 remote work statistics. Taken as a whole, these metrics paint a picture of our new work-from-home norm and offer insights into what’s to come for remote work.To briefly summarize Steward’s findings, 16% of companies in the world are 100% remote while 77% of remote workers claim that they are more productive through a working from home methodology. The main reason why people choose to work remotely is because it allows them to have a better work-life balance. I’ll give some pointers below on how you can find this balance.Moreover, the average annual income of remote workers is $4,000 higher than other workers. This is perhaps one reason why 74% of employees say that having the option to work remotely would make them less likely to leave a company.While 85% of managers believe that teams with remote workers is becoming the new norm, it’s important to note that 44% of companies don’t allow remote work. My conversations with colleagues and recent articles confirm that many employers are calling people back into the office as the pandemic subsides. There are also challenges with this new way of working. Some of the most common reported are: not being able to unplug after work (22%), feeling lonely (19%), and communication (17%).According to an <a href="https://resources.owllabs.com/state-of-remote-work/2020">Owl Labs report</a>, 16% of companies in the world are 100% remote. While that is still a relatively low percentage, it reminds us that companies can and do operate 100% remotely with no office or headquarters whatsoever. We know, too, that remote work is <a href="https://www.northone.com/blog/small-business/remote-work-statistics">steadily trending up</a>, indicating that this tendency will continue in the coming years. The chart below, adapted from the findstack.com post, underscores the growth of remote work.<h2 style="margin-left:0px;">Remote Work Growth Trends</h2><figure class="image"><img src="https://stateside-website-images-prod.s3.amazonaws.com/stateside_blog_wfh_img_1_c28b8ba9c8.jpg" alt="stateside_blog-wfh-img-1.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_stateside_blog_wfh_img_1_c28b8ba9c8.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_stateside_blog_wfh_img_1_c28b8ba9c8.jpg 500w," sizes="100vw"></figure>While 85% of managers believe that teams with remote workers is becoming the new norm, it’s important to note that 44% of companies don’t allow remote work. My conversations with colleagues and recent articles also confirm that many employers are calling people back into the office as the pandemic subsides.Working from home has many advantages, but, in my experience, it also brings challenges. Some of the most common reported in the sources mentioned above are: not being able to unplug after work (22%), feeling lonely (19%), and communication (17%).I mention these findings and statistics to show that as remote work is increasingly becoming the norm, it’s more important than ever that we learn how to work well from home (or wherever your new “office” may be). Here are my personal tips and some of the best I’ve found through <a href="https://hbr.org/">my own exploration of expert advice</a> to help you increase your efficiency when working from home.<figure class="image"><img src="https://stateside-website-images-prod.s3.amazonaws.com/stateside_blog_wfh_img_2_2e19fa2c98.jpg" alt="stateside_blog-wfh-img-2.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_stateside_blog_wfh_img_2_2e19fa2c98.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_stateside_blog_wfh_img_2_2e19fa2c98.jpg 500w," sizes="100vw"></figure><h2 style="margin-left:0px;">Set up a dedicated work area</h2>If you’re going to spend a lot of time at home, make sure you have a designated space where you can focus.. This might mean setting up a desk in a spare bedroom or using a corner of the kitchen table as your workspace. Choose what best works for you.<h2 style="margin-left:0px;">Maintain a regular schedule</h2>Studies show that working remotely is most effective when you keep a regular schedule, especially outside of the office. A good routine structures your day and helps you stay motivated. I recommend starting your day as you would if you worked in an office: Get up early, get dressed in work-appropriate clothes, and turn on do-not-disturb to avoid online distractions once you sit down to work. Whether you just started working at home or you’ve been doing it for months, if you’re struggling with productivity, take a few weeks to find the best rhythm for your day. Then make a schedule and stick to it.<h2 style="margin-left:0px;">Take breaks</h2>It might seem counterintuitive, but if you find yourself getting overwhelmed at work during the day, take a break. Short rest periods allow you to recharge and refocus. I like to take walks outside, listen to music, or something else entirely unrelated to work.In addition to breaks throughout the day, give yourself permission to have downtime. For example, if you have to work extra hours on a project, take some extra free time later that day or that week(end) to compensate.<h2 style="margin-left:0px;">Stay organized</h2>It can be easy to lose focus when working remotely. To stay focused, make sure you have everything you need to do your job. Keep your workspace clean and clutter free so you can easily see what needs to be done next. The same rules apply for your digital workspace: set up your computer with the right tools so you can quickly access files and documents.And if it helps, write out an agenda for the day and put it in view to help you stay on track.<h2 style="margin-left:0px;">Manage your time wisely</h2>Prioritize your tasks and set aside time each day to work on projects that will benefit your business and professional development. This means planning out your week ahead, scheduling meetings, and reviewing your goals each week. If you find yourself distracted by other tasks, try using a timer to limit how much time you spend on each activity.It’s also important to set realistic expectations for what you can accomplish on a daily basis. When we cut out the time spent commuting, packing lunch, or picking out the right office-appropriate outfit, it can feel like we have tons of extra time in our day and should be able to get a lot more done. While working from home does often increase productivity, we can still only do so much in a day.<figure class="image"><img src="https://stateside-website-images-prod.s3.amazonaws.com/stateside_blog_wfh_img_3_15e5e57d97.jpg" alt="stateside_blog-wfh-img-3.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_stateside_blog_wfh_img_3_15e5e57d97.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_stateside_blog_wfh_img_3_15e5e57d97.jpg 500w," sizes="100vw"></figure><h2 style="margin-left:0px;">Create Your own Healthy Work Culture</h2>To avoid some of the pitfalls of working from home, it’s key to create a healthy remote work culture. Harvard Business Review recommends meeting up with colleagues and peers to talk shop when possible so you don’t become isolated.Set healthy boundaries around when you will and won’t be offline, remembering to communicate when you are or are not available to your colleagues and bosses.Lastly, stay positive and be clear about what your motivations are so that you can keep your at-home work culture positive and healthy. This will lead you to a better performance overall. It is very important for you to focus on what you’ve accomplished at the end of each day to keep yourself motivated. Take a moment to write down what you did, share it with a friend or colleague, or whatever else you need to mark the accomplishment. Be sure to celebrate your wins!To sum up, as technology advances and an increasing number of companies realize the benefits of allowing employees to work away from the office it seems undeniable that remote work is here to stay. Try these tips to make your experience working remotely more efficient, positive, and conducive to your professional development.Photos by Bojitha Wimalasiri, Surface and Bojitha Wimalasiri

Remote work has not only became feasible, but also benefited companies and their teams. Turns out remote work wasn’t so scary after all. Remote Work is the New Norm, and here’s How to Do it Well

Remote Work is the New Norm, Here’s How to Do it Well

<h1>Hertz Frequencies &amp; the Silva Method</h1><h2>Frequencies for Focus</h2>I’m picky about the music I listen to while working as a full stack developer for Stateside. Rather than a particular genre, mood, or artist, I&nbsp; tune the digital dials to music with a specific frequency, 528 Hz to be exact. As a quick primer–named after Heinrich Rudolf Hertz, hertz is the unit of measurement for the number of sound waves per second or the sound frequency. A song with higher hertz has more sound waves per second than one with a lower frequency. Compared to the 440 Hz frequency of most songs, 528 hertz create resonances in our physical body and mind that allow us to get in tune with ourselves.&nbsp; I notice the impact these resonances have on my job performance–I’m more focused, relaxed, and effective as a result. The calming effect is no surprise; outside of work, I also listen to 528 Hz frequency music during meditation.&nbsp;&nbsp;I’m one of a growing number of people who take advantage of these effects. Today, listening to instrumentals or sounds in certain frequency ranges is common. The goal of frequency-specific music is to provide a tool for improved concentration and efficiency at work or while studying. Research shows that different hertz can also help the mind enter a relaxed state. And when we’re relaxed, we absorb and retain information better, have sharper focus, and use our time more effectively.&nbsp;&nbsp;Using Hertz frequencies to shift mental states relates to what’s known as “the Silva Method.” Named for its creator, José Silva, the method claims that altering our brain waves from beta to alpha (between 7 and 14 Hz) can improve our IQs, help us heal, and even promote the development of supersensory capacities, e.g., clairvoyance. In the 1940s, Silva began experimenting with ways to improve his children’s school performance. He instructed them to close their eyes, to relax, and from there they began to read and review the material, and thanks to this his children learned faster than they would have if they were in a less relaxed state of mind, called Beta. Noticing the method’s positive effect on his children, Silva marketed the method publicly in the 1960s and began working with people who wanted to use the method for their personal benefit.&nbsp;&nbsp;&nbsp;The Silva Method suggests several mental exercises focused on entering hypnosis or semi-hypnotic states: relaxation, closing your eyes, listening to background frequency, and gamma waves. Through these exercises, your mind enters “Alpha” (from alpha waves), helping you to concentrate, learn, and work better.&nbsp;Though the exact science of Silva’s method is still up for debate, what’s not is just how important nervous system regulation is to cognition, health, emotions, and overall quality of life. Ultimately, frequency modulation is a valuable tool for regulating the nervous system and our body’s stress response. Today, we can get many of the Silva Method’s benefits by listening to specific frequencies. If you’re interested in trying it out, here are some alpha waves in action:&nbsp;<a href="https://www.youtube.com/watch?v=HrSFLyp9yM8">https://www.youtube.com/watch?v=HrSFLyp9yM8</a>.<figure class="image"><img src="https://stateside-website-images-prod.s3.amazonaws.com/stateside_blog_frequencies_img_acf390d62d.jpg" alt="stateside_blog-frequencies-img.jpg" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_stateside_blog_frequencies_img_acf390d62d.jpg 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_stateside_blog_frequencies_img_acf390d62d.jpg 500w," sizes="100vw"></figure>As with so many jobs, programming can be very stressful. I listen to this type of music most of the day. I change the frequencies and adjust what I listen to depending on what I'm doing or what effect I’d like to achieve. Listening to this type of music on low in the background reduces my stress without even having to actively engage with the music.But let’s be real, it’s not just work that’s stressful, it’s life these days.&nbsp; I first started listening to this type of music not for work, but for meditation during the pandemic. Although I&nbsp; like to exercise, and this helped me unwind,I also wanted to relax with yoga and stretching. For me, listening to this music soothed some of the loneliness and stress we were all experiencing. I now recommend using the frequencies during yoga, relaxation or meditation, and breathwork.I live by the philosophy that everything is interrelated;using frequencies is just one part of a holistic system to help our minds and bodies.&nbsp;If you’re curious, check out a sample of the frequency channels I listen to here:&nbsp; <a href="https://www.youtube.com/watch?v=F5Tt3LoygCQ.">https://www.youtube.com/watch?v=F5Tt3LoygCQ.</a>&nbsp;Photos from Hans Jenny cymatics experiments.

Hertz Frequencies & the Silva Method - Frequencies for Focus

Hertz Frequencies & the Silva Method

<h1 style="margin-left:0px;">What You need to know about Cryptocurrency</h1>From Bitcoin to The Metaverse* *This article is based on my own research and experience. I adhere to and implore you to follow the axiom: DYOR (Do Your Own Research). Avoid scams; be wary of people who invent and publish theories to persuade unsuspecting investors to put money in bad (not profitable) crypto assets. Make your own decisions based on your own research.To understand the current state of cryptocurrency assets and how the movement became so huge, we need to look back to 2008, when Satoshi Nakamoto created Bitcoin, the “original cryptocurrency.” Nakamoto’s vision for the first blockchain currency promised a revolution against the banks and financial institutions who controlled and took commissions on any payment they processed.&nbsp;Since Nakamoto’s invention, the decentralized blockchain technology behind Bitcoin gave rise to another 20,000 cryptocurrencies. Likewise, a vast blockchain industry has emerged comprising cryptocurrency wallets (hot and cold), cryptocurrency exchanges, NFT (non-fungible token) markets, virtual land aggregators, decentralized autonomous organizations, and value and reserve funds. In the last two years, the business world has changed in response to the rise of crypto. Companies increasingly offer to pay employees in crypto assets. Paying salaries in crypto lets the employee receive their salary anywhere in the world, whenever they want, without bank approval or processing.&nbsp;A maximum of 21 million Bitcoins can be issued, and we are already at roughly 19 million. As opposed to traditional currencies, Bitcoin is a finite asset, and therefore inherently&nbsp;<a href="https://www.coindesk.com/learn/inflationary-and-deflationary-cryptocurrencies-whats-the-difference/">deflationary</a>: each coin’s relative value will increase as the overall availability of coins decreases. In consumer terms, as the number of Bitcoins goes down, Bitcoin owners could theoretically buy more with each coin than when they initially purchased them.&nbsp;In 2011, Bitcoin cost $1, it rose to $1,000 in 2013, then $20,000 in 2017, and, in early 2022, reached $70,000.<img src="https://stateside-website-images-prod.s3.amazonaws.com/crypto_blog_grey_2_61fe0d187e.png" alt="crypto blog -grey - 2.png" srcset="https://stateside-website-images-prod.s3.amazonaws.com/thumbnail_crypto_blog_grey_2_61fe0d187e.png 245w,https://stateside-website-images-prod.s3.amazonaws.com/small_crypto_blog_grey_2_61fe0d187e.png 500w," sizes="100vw">Yet Bitcoin has its limits. Bitcoin is ultimately a payment system and, as a digital currency, operates as a store of monetary value. Recognizing these limits, in 2013, Vitalik Buterin expanded the possibilities of blockchain technologies when he conceived Ethereum. Launched two years later, in 2015, Ethereum offered a proprietary, decentralized blockchain, its own token, and a programming language.Ethereum sparked the next generation of cryptocurrencies and expanded crypto from just a simple payment system. Now, developers have the tools to create entire blockchain programs, known as “smart contracts,” which are automatically executed when trying to interact with the blockchain. Similar to any paper contract, blockchain, “smart” contracts can be used to take out a mortgage or loan, or to trade stocks or bonds. They operate through digital rules, i.e., pieces of code that automatically execute actions if the smart contract meets certain parameters.Following the development of Ethereum, in 2018 the price of crypto began to surge. At this point, multimillion-dollar companies started seeing and seizing the opportunities of crypto. Developers, investors, and companies now wondered: Is it possible, even necessary to replace the traditional financial system with a decentralized version? And they saw blockchain as the way to bring about a new system of DeFi (Decentralized Finance).DeFi offers advantages over centralized financial systems. DeFi is more efficient, eliminating intermediaries and making processing financial transactions more fluid. Crucially, DeFi costs less: The commissions typical centralized finance organizations take are often much higher than in DeFi applications. With the lower costs and fewer intermediaries, industry leaders–<a href="https://finance.yahoo.com/news/elon-musk-endorses-defi-cryptocurrencies-150945035.html">Elon Musk</a>, <a href="https://www.coindesk.com/markets/2020/09/29/binance-ceo-says-he-fully-expects-defi-to-cannibalize-his-crypto-exchange/">Changpeng Zhao</a>, and <a href="https://www.newswise.com/articles/rutgers-expert-explains-defi">Merav Ozair, Ph.D.</a>, to name a few–now view DeFi as a more open and democratic financial system.But DeFi is not just for billionaires. DeFi’s openness means anyone with internet access can use DeFi applications without opening a bank account, providing financial tools to the roughly two billion people globally without ties to banks. For the first time in the history of modern finance, people can contract loans and insurance, invest and make derivatives, crowdfund, and even bet without having a bank account. If you’re curious to make the leap yourself, but find yourself tied up with banks, rest assured, it’s never too late to “<a href="https://mission.org/mission-daily/unbank-yourself-with-alex-mashinsky/">Unbank Yourself</a>.”For example, let’s say you want to raise funds for a charitable cause. In today’s centralized system, you have to use a third-party crowdfunding platform to collect funds from donors. Additionally, all parties–you (the fundraiser), the donors, and the charitable organization — need bank accounts (or credit cards tied to bank accounts) to move any money. When you reach the funding goal, you then extract them from the platform, transfer them to a bank account, and deliver them to the charity. On the other hand, the DeFi (crypto) system eliminates all intermediaries, the banks as well as the SWIFT system, the third-party platforms, and payment gateways. The fundraising happens directly with the smart contract. Upon reaching the funding goal, the contract would automatically send the money as crypto assets from the person raising money to the charitable foundation.Similarly, loans become easier and more direct in DeFi systems. Processing any loan with a traditional financial institution requires completing and signing what can feel like countless forms. Then you need to wait for approval, hoping to be one of the people the lender chooses as “suitable” for the loan. By contrast, in DeFi, as long as users offer adequate collateral to the lender, anyone with an internet connection can get a loan in seconds. Though both traditional and DeFI loans use collateral and are an exchange between two parties, DeFi loans differ in two ways: they are anonymous and do not involve physical property as collateral. Any crypto token can be exchanged as collateral for borrowed cryptocurrency. Smart contracts then facilitate transferring or depositing the currency equal to the loan amount.Today we see the possibilities of crypto being explored on the “metaverse,” a platform aimed at connecting people to a virtual reality paralleling the “real world.” In the metaverse, you can shop, buy a virtual apartment, or get together with friends. Observers and experts estimate that the metaverse will ultimately generate twice as many jobs as the total number created today, all of which can be remote.

What You need to know about Cryptocurrency - From Bitcoin to The Metaverse

What You need to know about Cryptocurrency

<h1 style="margin-left:0px;">3 Types Of Product Development Outsourcing Compared</h1>High-growth companies need to keep developing their digital platforms while also managing resources. So what do you do when the budget gets tight, team members reach the limits of their skill and the available talent pool is too expensive? In my experience, companies at this juncture should consider outsourcing, but first, need to ask:1. Is outsourcing right for my business?2. What type of outsourcing will fit our current and future needs?3. How do we start integrating outsourcing into our hiring strategy?To help you answer these questions, I’ve explained here the three types of outsourcing. With this knowledge, you can effectively strategize why, when and what you should or should not outsource.Outsourcing 101I divide outsourcing into three categories:<ol><li>Local: Hiring through a staff augmentation agency in your home country. (I use the United States as the model here as it’s what I know best.)</li><li>Nearshore: Hiring in countries that are in similar time zones or share a border with your company’s headquarters.</li><li>Offshore: Hiring in countries geographically distant from your company’s base.</li></ol>The key differences between the types of outsourcing are geographic proximity, time zones and cultural similarities. Offshoring and nearshoring involve staffing from countries other than where your business has its headquarters or where the internal team works or lives. I separate nearshoring from offshoring because, while both are forms of “offshoring,” they have distinct benefits and challenges.All outsourcing differs from hiring freelancers because a freelancer works for themselves, while an “outsourced” employee works for the company, staff augmentation agency or both. You can technically outsource freelancers, but I’ll only be discussing outsourcing through an agency.Hiring LocalOne of the biggest benefits of hiring through a U.S. agency, in my experience, is cultural affinity. Hiring with a local agency provides the highest likelihood that your team and the outsourced staff will align in areas such as language, social norms and etiquette. While cultural affinity is unique to every business, generally a U.S. company can expect staff hired through a U.S. agency to speak English, for example, and have similar understandings of U.S. laws and the workplace.Hiring in the U.S. also brings logistic and bureaucratic benefits: U.S. employees will be legally liable, it’s easier to meet them in person, and they are likely to work in your same time zone. This detail can be a huge advantage in workflow and communication.The downside of outsourcing locally? Cost. Typical hourly rates for U.S. developers range from $150 to $250. The hiring process also tends to be slow, in part because it can be hard to find a solid agency or talent pool.OffshoreCost is the main benefit of hiring offshore: hourly rates in parts of Asia and Eastern Europe, for example, tend to be between $15 to $45, a fraction of a U.S. developer’s rate. But as appealing as it is to save money, offshoring can come with non-financial costs. After all, it was Bill Gates who said, “a great writer of software code is worth 10,000 times the price of an average software writer.”If hiring offshore, keep in mind potential communication challenges. It’s probably no surprise that getting messages across effectively can prove difficult when teams work in very different time zones. You might not get an answer in real time unless you put energy into finding overlaps in your working hours or you ask one team to work irregular hours. Members of offshore teams may also speak other languages than many of your in-house employees or your clients. Lastly, the distance simply makes it very hard to meet in person. I’ve seen that accountability can suffer, especially deadlines, simply because you and your development team are in different countries.NearshoreFor my business and clients, nearshoring is the goldilocks outsourcing solution. In the U.S., nearshoring typically entails hiring from countries within the Americas. The hourly rates I’ve seen for developers in Argentina, Mexico, Costa Rica and Colombia, for instance, range from $45 to $90. As with U.S. (“local”) outsourced teams, if the nearshore agency has operations in the U.S., all developers you hire through them should be fully insured and all agreements covered under U.S. laws.Communication is easier with nearshore teams than offshore since many Central and South American countries are in similar time zones as the U.S. Likewise, it’s relatively easy to travel between the U.S. and this region. You can not only meet your outsourced teams in person, but also—and this is my favorite perk—network and explore these close, yet international, destinations. As is to be expected, the culture, language, norms and talent pools vary from country to country, even city to city within a country. It’s important to do your homework and find the right fit for your business.The Bottom LineOutsourcing works well when you need to scale or fill skills gaps, but can’t, or don’t want to, expand your in-house team. You can use all three outsourcing methods, but keep in mind each type has different requirements and processes. Pick one to start with, then adapt as your staffing needs change.

Your company should consider outsourcing once the budget gets tight, team members reach the limits of their skill and the available talent pool is too expensive.

3 Types Of Product Development Outsourcing Compared

<h1 style="margin-left:0px;">Staff Augmentation Agreement: What to Expect</h1> The COVID-19 pandemic forced companies to accelerate their digital presence. Businesses had to quickly adapt to serve customers digitally, while also transitioning their internal communications to virtual environments. With these changes, companies increasingly needed to hire talent who could develop and maintain all these new digital parts of the business. In times like these, staff augmentation agencies provide a vital resource for companies to rapidly fill their IT talent gaps.According to<a href="https://www.statista.com/statistics/189788/global-outsourcing-market-size/"> Statistica</a>, pre-pandemic, the international outsourcing market represented $92.5 billion. During the pandemic, the IT staff augmentation industry ballooned to $132.9 billion. While international spending on outsourcing recruitment also increased–from $15 billion in 2019 to $18 billion in 2020–these numbers pale in comparison to staff augmentation.If you decide, or have decided, to partner with <a href="https://stateside.agency/">Stateside</a> (or another agency) for your staffing needs, it’s crucial to consider the legal agreements between your company and the staffing agency. You need to ensure your data and company are protected in case of a dispute.<h2 style="margin-left:0px;">Key Components of a Staff Augmentation Agreement:</h2>Non-Disclosure Agreement (NDA): An NDA creates a confidential relationship between two parties and prevents them from sharing information with outsiders.Non-Compete Clause: This clause states that an employee or client must not enter into competition–generally meaning not doing business with, or becoming employed by a company in direct competition with the contracting business–after the employment period is over. Staff augmentation contracts usually specify a time period in which the contracted party, whether employee or company, is barred from working with a competitor.Scope of Work: The scope clause is among the most important contract terms. It should clearly explain the obligations and duties each party is contractually bound to fulfill. Writing it requires attention to every detail about the services your developer and the vendor will provide. Even if you and the vendor had prior conversations about what services will be performed, it is essential to spell out the responsibilities in the legal agreement. Should the need arise, these details help a judge, arbitrator, mediator, or other person resolving a dispute discern whether a given party fulfilled their obligations.Compensation Agreement and Payment Terms: The staff augmentation contract lists how much payment the vendor will receive and when. As with all contract terms, the more detailed it is, the clearer it will be for the parties and anyone interpreting the contract in case of a dispute.Modifications or Change Orders: Often, the need arises to modify, or amend, the terms of the contract. A clause that states how modifications may occur will help avoid, and if need be, resolve any disputes about whether subsequent discussions between parties changed the contract terms. The best practice is requiring that any modifications be made by written agreement between the parties. Usually, a change of order is no more than a 1- or 2-page document and gives the flexibility to address changes to the original agreement, helping minimize paperwork.Termination Clause: It’s important to include a termination clause because, as we know, sometimes relationships don’t go as planned. This is a standard clause that sets the duration for a commercial agreement and the rights of one or more parties to terminate the agreement early. This can also include standardized language addressing contract renewal, and post-termination obligations.Ownership of Work Product: This is a provision stating clearly who owns the intellectual property rights in the work product. Keep in mind that in many circumstances the intellectual property rights at issue are so complex they require an entirely separate agreement or addendum to the agreement.ConclusionVendor contracts may not be top of mind when you are creating, growing your business, or researching a solution, yet these contracts ensure uninterrupted workflow in your operation. Being conscious of these essential elements in vendor contracts builds a strong foundation for your business to operate smoothly.And whether you are hiring one developer or a full team under the staff augmentation model, it’s important to find a trusted legal counsel who understands your company’s values and brand. Your legal council will be your ally, communicating your terms and conditions in third-party business relationships.Lastly, sending a contract shows an organization cares about having a detailed record of a relationship and is a sign of their commitment to that relationship. Everything from wording to negotiations gives each party an idea of how the other functions. Demonstrating the solidity of a company’s brand and values starts with a carefully laid out contract.

Key Components of a Staff Augmentation Agreement: Consider the legal agreements between your company and the staffing agency

Staff Augmentation Agreement: What to Expect

<h1>Building Your Digital Platform: Who To Hire And When</h1>One of the biggest challenges I see companies face when building digital platforms is uncertainty over hiring. In my experience, issues with hiring often arise when companies view development unilaterally and hire developers too soon. Hiring developers early is a little like bringing in a general contractor to construct before an architect even draws up blueprints. A more effective approach? Consider development in phases and hire accordingly.To help you adopt this approach and assess your hiring needs, I’ve outlined a three-phase development process based roughly on a typical startup. I’ve used this model in my company to navigate and, most importantly, optimize the development process for our clients. I’m giving you my top advice on the goals at each phase and how to hire the talent needed to level up in your development phase.<h2>Phase One: From Idea To Proof Of Concept</h2>In phase one, you may have an idea of your startup and business model, but it’s still mostly in your head or jotted down here and there. You don’t have a clear vision yet. You are not sure exactly how your platform will look or what its features will be.<h4>Your Goal:</h4>Create a prototype. You need a great prototype to prove your business model, gather feedback from potential users, secure early funding and move to phase two.<h4>Hiring Needs:</h4>You generally do not need a developer now. While some developers can help prototype, you won’t be maximizing their talents. My advice: Hire a prototyping specialist, such as a UX/UI specialist or graphic designer with experience using software such as Figma, Invision or Typeform. You’ll always save time and money hiring someone to do a job within their realm of expertise.<h2>Phase Two: Minimum Viable Product (MVP) And Bootstrapping</h2>You have proved your business model by this phase, received positive feedback on your proof of concept and maybe even secured funding! During this phase, you'll need to assess your budget, align your goals with your budget and create a technology road map.<h4>Your Goal:</h4>Start building.<h4>Hiring Needs:</h4>At this point, a good developer is a must—possibly even a development team. Your budget and goals will determine whether you hire for the short or long term. A company in phase two should also make sure their staffing plan includes an expert (or experts) who can implement a quality control process. Lastly, explore code repositories with version control, which ensures the company owns the code and can access it at any time.<h4>Additional Considerations:</h4>If your budget is tight, but you want to get a product out, then hire for a short-term solution. You can bring in freelance developers or a small development team for project-based work. Most freelancers you hire should know WordPress, Wix, Shopify, Bubble.is and/or Squarespace. But remember, building with a third-party platform means you could face issues later with scalability, portability and security. Plan ahead!Keep in mind that while freelancers are more cost-effective upfront and often great coders, you brought them in for the near term, which might keep your platform from future scaling. Unlike internal, long-term hires, freelancers generally don’t interpret your business needs, project-manage, solve business problems or consider marketing and SEO.If you have the funds, consider hiring for the long term and building your internal team. You can create an in-house staff, or depending on your budget and initial team’s technical expertise, you might want to outsource some tasks to help expedite and reduce costs. Along with developers, a fractional CTO and product manager can aid your progress in this phase.Whether hiring for the short or long term, you still need to plan and budget for additional, future development. The solution that worked in phase one may not be right for future phases. Know that it’s common to rebuild your codebase from scratch when you scale. Stay adaptable; your digital platform will only help your business grow if it keeps functioning and meets users' needs as technology changes. My rule: $1 invested in planning saves $10 building your product and $100 once the product is built.<h2>Phase Three: Startup With A Solid Online Presence</h2>You’ve now secured angel, seed and/or other investment, your platform works and you have a solid online presence. The good news is you already laid the groundwork for phase three development needs in phases one and two. Your work now is to keep the machine running and ensure you have the right team to do it.<h4>Your Goal:</h4>Build a team set for the long term.<h4>Hiring Needs:</h4>The main objective now is to consolidate a permanent team similar to the one for your MVP. In this phase, I recommend hiring a full-time product manager and a strong technical lead or architect. They’ll help establish a technology road map, make a clear workflow and release process, set up quality assurance and control measures and create redundancies. And, crucially, the right team will make sure you own your code, and they’ll host it in a reputable repository with version control. Your budget now should also include hiring marketing and SEO experts. Lastly, you might consider hiring external consultants—freelance or an agency—who can help make your costs more efficient.Remember: Development is incremental. Be aware of what phase you're in. And save time and money while reaching your goals by hiring the right people for the job.

Building Your Digital Platform: Who To Hire And When | Stateside Article Image

Consider development in phases and hire accordingly in order to successfully build your digital platform

Building Your Digital Platform: Who To Hire And When

<h1>10 Key Steps To Building A Supercharged Business Website Or App</h1>Article published in <a href="https://www.forbes.com/sites/theyec/2022/01/04/10-key-steps-to-building-a-supercharged-business-website-or-app/?sh=1904bfda56f3">Forbes</a> on January 4th, 2022As the CEO of a large-scale website production company, I constantly get the same questions:How much does building a website cost?How long will it take to build my web presence?What are the advantages of working with an agency? Why not hire a freelancer?I always answer: The best solution is the one that aligns with your business strategy.For some clients, it’s best to launch a site quickly at a low cost and scale later. For others, it makes sense to invest more at the start, building a bulletproof platform that’s both scalable and flexible. In other words, the best solution depends on your short- and long-term goals and your budget.Here are the steps I recommend going through as you and your team plan how to build your digital platform:<h4>1. Clarify your platform’s objectives.</h4>What is the role of your website or app in your overall business model?Who is your audience? Are they mobile-first? What media do they consume — videos, articles, audio or a combination?What does success look like? What is the website or app’s main goal?How will you drive traffic to the website?<h4>2. Build your content.</h4>Make an inventory of the content you currently have (i.e., copy, images, video, etc.).Map out the process for creating the content you know you’ll need in the future for you to reach your stated objectives.Brainstorm any ideas for new content — images, videos, podcasts or articles — you want to produce.Determine the time and cost for creating new content, and set aside a budget.<h4>3. Organize your content based on your objectives.</h4>Review your content with an expert or a person you trust in your field. Take advantage of having an outside eye and do a preliminary organization.Do the same exercise with your developer. Note the differences between the perspective of a technology professional and someone in business.Work with your product management team (which might be yourself) to reconcile both points of view.<h4>4. 'Build' your website on paper.</h4>Conceive of the site map with your developer — a text document, some slides or a pen and paper will do.Organize your content into this map and use this as the starting point for the site’s design and development.<h4>5. Always remember the 1/10/100 rule.</h4>The 1/10/100 rule is essential when budgeting for revisions with your designer:1: Fixing a mistake during the planning phase will cost $1.10: Fixing that same mistake during the development phase will cost $10.100: Fixing it when the website is already built will cost $100.Plan ahead to avoid costly changes down the line.<h4>6. Finalize the home page design before starting any development work.</h4>Agree on how your brand will be represented on this website.Determine logo, buttons, CTA, images, etc. for the homepage.<h4>7. Choose a development partner you trust.</h4>I recommend using agile methodologies. This approach allows you to iterate during the development process and make changes on the go. Keep in mind, though, that a set price for a project will likely limit your ability to make changes.Be sure your development partner has a quality analysis (QA) department so they can test across different platforms and operating systems before launching.Remember that in this business, like many others, you get what you pay for.<h4>8. Budget for 25% contingency.</h4>Assume the project will go at least 25% over budget.There will be some changes and improvements you will not think of from the planning phase.<h4>9. Create a monthly budget for maintenance and enhancements.</h4>Adapting to technology updates and enhancements will be necessary if you want to succeed; plan for constantly optimizing the flow of your platform.<h4>10. Use analytics to measure and improve your website.</h4>Review analytics and stats weekly or at least once a month.Try A/B testing if you can afford it and constantly tweak, test and review changes based on users' behavior and trends.One final note: Pay attention to partners and agencies that try to rush. It's important to clarify objectives, establish the timeframe and propose a budget. At my company, we believe that investing time, energy and money during the website planning phase undoubtedly pays off down the road. An agency or partner that pushes to get a project off the ground without going through the proper process and planning is likely focused on one-off projects, not ensuring your site helps you reach your business goals.

10 Key Steps To Building A Supercharged Website Or App | Stateside Article Image

Learn the most important steps to build a supercharged Website Or App

10 Key Steps To Building A Supercharged Business Website Or App

10 Key Steps To Building A Supercharged Website Or App

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Stateside’s Blog. News and Information about nearshore staff augmentation, software development, technology, digital experiences, marketing.