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When it comes to building software, many founders struggle with the decision...

When it comes to building software, many founders struggle with the decision of hiring talent full-time to work on their project or outsourcing by the hour. A bad decision at an early stage can quickly turn into a hole in your pocket and no product.

Over the years, I’ve talked to dozens of founders regarding whether they should hire talent by the hour or full-time for a flat fee. The truth is, there is no right or wrong answer. It just depends on your specific scenario.

I’ll go in deeper to which is best for you, but first, let’s identify what each of these types of engagements is:

Hourly: Typically, an hourly engagement is where you ask a freelancer or an agency to do a specific amount of work. They estimate the hours, and once they deliver the work, they invoice you for it. The number of hours may be agreed upon in advance or not.

Flat fee: The most prominent example of a flat fee is when you have an employee. No matter their work, they always put in a pre-defined amount of hours each month, and you pay at the end of the month. This works for companies as well, like when you hire people through Ideaware.

So, which type of engagement is best for you?

In my experience building products and teams for the past 12 years, it boils down to the current stage of your product and your budget.

For products in the early stages, where you are building a prototype or an MVP either to validate or find funding, your best bet is going with an hourly engagement. You will have to work with a limited amount of hours (and budget, of course) to get the work product done as quickly as possible and within budget.

Beware, however, of scope creep. Keep your MVP to a base minimum of features.

Pros of hourly engagements:

  • Quick to start.
  • Easy to find talent.
  • No long-term commitment.

Cons of hourly engagements:

  • Lack of control over the people working on your product.
  • Lack of commitment since some of them may be working on multiple projects.
  • Liability.
  • IP ownership might e an issue.
  • It can get pricey by going out of budget.

So when should you commit to a team with a flat fee?

Flat fees are usually associated with long-term commitments, such as bringing in someone as part of your team. That can be in the shape of a retainer or a longer-term SOW. Typically you pay only once a month the same fee for the talent you’ve hired.

Founders or companies with a long roadmap that includes building, launching, and growing their products should go with the flat, monthly model. This ensures you have talent that is 100% dedicated to you, which you can bring in as part of your team.

Products get built faster, and there is more commitment from the team.

Pros of flat fee:

  • More team commitment.
  • Handpicked specialized team.
  • 100% dedicated to your product.
  • Culture & retention.

Cons of flat fee:

  • It takes a bit longer to get going.
  • Longer-term engagement means long-term vision.
  • More funding is needed.

It is a great idea to have a well-defined product idea and a roadmap off the bat in both cases. This will save you headaches along the way of rewriting entire parts of your product or diving into an endless pool of features and never launching.

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The world has changed and we have evolved with it. Now that our team is working remotely...

The world has changed and we have evolved with it. Now that our team is working remotely, finding a way to successfully integrate your new hires into your team is our top priority. We strongly believe a thriving onboarding process is essential to guarantee high retention.

Our team makes sure you do not have to worry about culture/onboarding anymore. We take care of everything while you spend more time working on your project goals.

As you know, we went fully remote during these crucial times and we found a way to set our remote onboarding process up for success. Do you want to know our secret?

A collaborative process.

The days where HR was fully responsible for the onboarding are over. Now, we all are an essential part of it since social interaction has become key to facilitate the adaptation process of our new members. Our goal is to integrate your new members into their positions, remote team, and our warm and friendly culture as quickly as possible, making them feel at the office even though they are working from home.

Onboarding remote team members successfully 

The sooner new team members feel part of your project, the better their performance will be in it. Let’s take a look into this process:

Getting ready

It is important to start setting new team members before their first day. We understand that starting a remote position could be challenging and we want them to be already familiar with the team and processes, this will help them feel ready and relaxed on their first day. 

We start with a video call with the new hire and our management team, this way we can introduce ourselves and they will know exactly who to talk to. We make a summary of who we are, our mission and vision, culture, and perks, provide them with a company email, and arrange the delivery of a new desk, chair, computer, and a welcome package to their house. We also tell them about our weekly activities and events that will help them establish a relationship with their coworkers and feel welcomed.

The first day

The day we were waiting for is finally here! The most important thing is to integrate the new hire(s) into our team. Via Slack, the app we use for internal communication, we share a picture of them, their role, and a welcome message that all team members have access to.

Then, they are introduced to the members of your project via Zoom. During the call, everyone has their cameras on as seeing people’s faces builds a great social connection. Your team introduces themselves, talks about the project, and gives the new member a product roadmap and the information needed to start achieving outstanding goals.

2-weeks check-in

After giving the new hire time to get used to the role, our HR team schedules a meeting 2 weeks after the start date. During this follow-up, we want to make sure that they are doing ok, that they have all they need, how they are getting along with the team, and if they feel happy and comfortable. We want them to know we are here to support them to achieve their goals.

Culture as the main ingredient

The happiness and success of our team is also a top priority. During the last year, we have worked hard creating a remote culture that makes everyone feel welcomed and included. 

To make this happen we host weekly events such as Coffee Breaks, Homespaces, Town Halls, and team challenges; these events are the roadway to virtually connect with our team and create an environment where we all feel safe to share our ideas, knowledge, and just have fun. We understand the importance of having a good work/well-being balance, therefore, we use this time to disconnect, relax, have fun, and share a few laughs with our coworkers. It is healthy!

Virtually meeting your colleagues and getting to know their faces creates a feeling of friendship and closeness, which is incredibly important for the success of the onboarding process and your project.

Experiences of our newest team members

“My onboarding process was great, keeping in mind that it was remote because of the pandemic. I had the zoom calls needed to meet all the Ideaware’s management team and the team I was going to be part of; they were all very helpful in explaining to me their roles. Getting all the proper documents and forms signed online was something I particularly liked because I received a copy of the documents right away in my email. I found it very innovative. Ideaware also gave me a new computer to work with and they delivered it to my house. They were amazing with the communication and letting me know they were here for me in every step of the way.” – Silvana N.

“The onboarding process has been so good! From the beginning, Ideaware and my team were very clear with the tasks that I was going to develop. Also, I have felt very well received by the company. I feel that I have been given the proper treatment as a worker, which generates a sense of belonging to the company.” – Esteban E.

Collaborative onboarding has been the key to successfully integrate your new hires into our team. Even if they are 600 miles away in another city, we are all part of this process. The best part is that we take care of everything, so you have more time to spend working on achieving your goals.

Thank you for reading and do not forget to share and subscribe to our newsletter below. If you have any questions about our processes, we are here for you. Contact us!


Recruiting software development talent is a particularly challenging art, but done in the right way, it becomes very...

Recruiting software development talent is a particularly challenging art, but done in the right way, it becomes very rewarding.

We understand that finding the right talent for your project is time-consuming and demanding. At Ideaware we make sure you don’t have to worry about that. Hiring an outsource/nearshore software team is meant to be easy and headache-free.

“In technology, it’s about the people. Getting the best people, retaining them, nurturing a creative environment, and helping to find a way to innovate.”  -Marissa Mayer

From profiling to hiring

We want to make your vision a reality. To make this happen, we’ve crafted a repeatable process, with an extraordinary technical team to find the talent to meet your needs for “skill and scale.”

Stage 1: Preparation

Let’s get started!

Whether you are scaling your team or hiring a dedicated team, the first step is to identify the requirements of the position you need for your project. After the vacancy request is made, our Human Resources team will begin to work its magic. 

We use a collaborative recruiting method, which means that with our tech leads, we create the right job profile of required competencies and skills based on your needs. From this moment, we use our recruitment techniques to spread the message and the head-hunting starts.

Stage 2: Prescreening

This phase consists of selecting, organizing, and identifying cream-of-the-crop candidates by reviewing the applications. When we have selected the profiles that meet the requirements, the screening process starts with a call to each applicant. 

Here comes the fun….

Stage 3: Technical Interview

After the screening process is done, our HR team and tech leads schedule an interview with the very best candidates. We conduct a series of questions, challenges and evaluate their creativity, ability to problem solve, and culture compatibility. In the end, our tech leads give us the evaluation form with a score and feedback.

Stage 4: Job simulation exercises and final interview

Here is when you come to the mix! We share with you between 2-4 top-talent candidates with their job profiles and technical results. You review and select the ones you believe are the best fit for your project, and we will schedule your interview with them.

During this final interview, we conduct a work simulation challenge. This will help us to check the candidate’s expertise, qualifications, and understand how they will react in a future work situation. 

Stage 5: Offer and hiring

After you select your A+ candidate and give us the green light, we make an offer and our HR department starts with the hiring process. We take care of the rest.

You are all set!

Nothing but benefits…

These are just a few reasons why you should hand-off this process to us:

  • You don’t have to worry about contracts anymore.
  • You will have more time to focus on your project while we focus on finding the right talent.
  • Our experts will put together a team that goes with the personality of your project, culture, and fit your expectations.
  • The days when you had to spend endless hours screening candidates are over. Now you can spend this worry-free time centering your attention on your goals.
  • You will just interview and screen candidates that are already aligned with your requirements.

“Hiring talent is a multi-faceted skill that lies at the crossroads of social networking, technical acumen, process management, and intuition.”  -Hyam Singer

Remember that hiring is a journey and we are here to help you along the way to build the right dedicated or extended development team exactly to your needs.

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We invest a lot of time at our jobs. Now that we’ve shifted to working from home, we must interact more with our...

Who wouldn’t want to work in a place where they feel happy, safe, and valued?

We invest a lot of time at our jobs. Now that we’ve shifted to working from home, we must interact more with our coworkers to keep things moving and our minds sane. Being happy and having a healthy work environment is vital not only for our mental health but also for our productivity. Unlike what most people might think, creating a good work environment is not only the sole responsibility of supervisors and/or senior management teams. It is the responsibility of everyone involved in an organization. 

But how can we contribute to having a happy and healthy work environment in such hectic times, when we have deadlines to meet, goals to be achieved, and still, balance all of that with our personal lives and responsibilities? Well, you might be surprised, because it’s not as hard as you might think, and it depends a lot on ourselves as well. 

These 7 tips are fundamental  to create an environment that will, for sure, make you want to wake up every day to go to work:

  1. Respect everyone: Treat others as you would like to be treated. We have heard these words so many times before; but are we living up to them? Having due regard for other people’s rights, feelings or wishes is the root of peace.
  2. Effective communication: Have you ever stopped to think about how many misunderstandings and problems could have been avoided in life if you had communicated properly? The same thing happens at work. Communication is much more than just transmitting information from one person to another. It needs to be accurate, effective, and clear. Effective communication will build trust, will provide clarity and direction, and most important of all, will create better relationships between coworkers and supervisors.
  3. Take breaks during your workday: Long hours in front of the computer is anything but healthy and does not translate into productivity or faster achievement of goals. Try to make a pause to stretch your body and muscles at least twice a day for ten minutes each. You will soon start to feel the benefits this brings, not just to your body, but also, to your ability to concentrate at work.
  4. Avoid gossip: Avoid negative conversations, gossip, and unhappy people. Live your own experience, and if you find yourself in a difficult situation, use the appropriate channels of communication established to try to come to a solution. Remember that communication is key to a happy and healthy work environment.
  5. Be kind: Kind is the new cool. We don’t always know what people who work with us are going through. Take your time to get to know them. Try to make at least one person smile at work every day. You will see how this simple act will change not only the other person’s day but your day as well. Good acts cost nothing and make a huge difference.
  6. Help each other out: Be that person you would like to have by your side when you’re in trouble. Organizations are all about teamwork and building experiences together. Your coworker’s failure will never be your success or the success of the company. One for all, all for one.
  7. Love what you do: Last but not least, you need to love what you do. Waking up every day to do something that you’re passionate about will keep you motivated and happy. Your levels of performance will be much higher and your creativity will start to flow. Sooner rather than later, you will realize that goals are much easier to achieve once you have the drive to reach them.

At Ideaware, having fun is one of our corporate values. We are all about balancing responsibility and well-being. We understand that keeping a happy and healthy work environment is everyone’s job, and we work hard to make that one of our goals every single day. It brings great benefits for both employees and organizations, and a lot depends on you. Think happy, be happy. 

‘What you think you become’ -Buddha.

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Before we go to a Job interview, there are a number of things that cross our mind regarding what to do before...

Before we go to a Job interview, there are a number of things that cross our mind regarding what to do before, during, and after to ensure that we make a good impression on our potential employer and get that longed-for job.

As a Talent Acquisition Manager, I like to assist the candidates throughout the entire hiring process. During the week, I conduct several virtual interviews and witness firsthand that when candidates feel unsure or nervous, it can undermine their potential employment. For that reason, I’m writing a  post specifically dedicated to give you some tips that will help you out along the way.

Nowadays most teams are mixed, and many of them are remote, so, time is very valuable. As a nearshore software and web development company, Ideaware hosts 95% of interviews virtually.

If your interview is already scheduled, that means that you’ve passed the resume and profile overview. Great! Now you have the opportunity to meet face to face with your potential employer before the decision is made.

Get ready!

To start, the most important tip is to prepare yourself in advance. This is the key that will help you secure that job you are looking for. But, what to do first?

Focus on the little, but very important details:

  1. Remember to review the description of the position you are applying for.
  2. Update your knowledge of the company’s history, know their mission, vision and values. It’s also a great idea to check out their website page, app or social media, you could find a lot of material that will help you be more prepared.
  3. If you have information regarding the project or the client you are going to be interviewing by, do some research on it as well.
  4. Practice good manners and correct body language.

Prepare your workspace

The basic checklist:

  1. Internet connection: It plays a vital role during and after the interview, at Ideaware we make sure our nearshore/offshore teams own an excellent internet connection since this is essential for remote working. We encourage you to check the quality of your service before the meeting.
  2. Audio and Video-enable: Audio and video quality are essential, you want the conversation to be as fluid as possible. To be ready, pre-test the proper functioning of the audio and video.
  3. Proper lighting: Soft, direct, daylight or non-yellow light is best. Keep your distance to the camera, but don’t go too far. The ideal  distance should be about an arm’s length.
  4. A quiet place: If you are taking the interview at home or in a coffee shop, choose a place as quiet as possible, free of interruptions. A quiet environment is fundamental to give the right answers and make the proper questions.
  5. The background: Make sure your background is clean and uncluttered. Try to avoid any visual distractions during the interview.  A white background is always a great option.
  6. Proper attire: The formality of your outfit often depends on the job you are getting interviewed for, you can research the company’s dress code or ask about it. As a general rule it’s always wise to opt for neutral colors, choose clothes that make you feel comfortable and confident, we encourage you to use plain t-shirts or nice sweaters. Avoid revealing clothes. Keep it casual, but not informal.

Once you consider all the recommendations listed above, you will be set up for the interview! 

You would think these tips are common for people who work from home, but you will be surprised how these simple details are forgotten from time to time, so keep in mind that getting this done will ensure your success.

Every interview is a chance to show what it is like to work with you and demonstrate who you are in a professional environment. In this scenario, the first impression matters and being prepared generates self-confidence, which will help you ROCK the interview. 

Now that we have already talked about your set up, let’s share some tips for a smooth and productive conversation that flows effortlessly with your interviewer. It’s all about being professional at a high level!

How to handle the interview meeting

  1. Punctuality, it is the first step to make a great impression, shows responsibility and professional work ethic. Being on time means you pay attention to details, proves that you do value other people’s time and that you are a team player.
  2. Show a happy mood and a positive attitude. Smile!
  3. Be an active part of the conversation during the interview. To break the ice, you may start talking about topics that you are comfortable with, this will help you to get ready to present yourself.
  4. Encourage yourself to ask questions to your interviewer, it will show you are interested.
  5. Keep in hand your code repository, portfolio, projects and all the relevant work you have done,  in case you are asked to show them. Let your achievements speak for you!
  6.  Be thankful for the opportunity.

The interview has finished, what’s next?

You did it! Now, you may wonder, what to do after? Well, once the interview is done, it’s perfectly ok to ask for the next steps and feedback. Interviews give you a chance to improve yourself as a professional. Receiving feedback and taking the time to review your own performance during the meeting will help you to acknowledge your strengths and work on your flaws.

Sometimes after having a job interview, getting an answer takes a little longer than expected. If there’s a question you wish you had answered differently or a point you wanted to demonstrate, you can always keep in touch with the recruiter or interviewers to follow up on the process and clear up any doubts. Two positive things can happen, either you are the selected candidate, or you are half-way through the hiring process for further opportunities.

No matter how many tips or recommendations you read, it is normal to feel nervous before any  interview. The idea of this post is to help you to not put too much pressure on yourself and to feel confident. 

Visit our Careers Page for our open positions, perks and benefits. We want you to join our team, feel welcome to email us at to apply for that position you have been waiting for! 

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