On-demand extended team

Scale your development capacity without wasting time on hiring or onboarding. We drive daily tasks and code quality so that you can focus on the big picture.

Trusted by 900+ happy clients including these Fortune companies

900+
Happy Clients

Benefits of hiring
through Simform

Easy team extension to remove complexity from hiring

While finding developers and freelancers is easy -- the difficulty comes in vetting them and making sure you get the person you need. It takes 800 hours to hire a team of 5 good people, onboard them, and have them start working on the project. And at the end of this ordeal, you're not even sure if you made the right choice or not.

Hire a team

On top of that, you’re busy. You’ve got products to ship. Deadlines to hit. CTOs, Directors, and PMs can't be expected to shift their focus to hiring when their time can be spent better elsewhere. Our Dedicated Development Team model is designed for companies who want to quickly ramp up their development capacity or extend their internal dev teams without any hassle.

Dedicated development team model

Talent pool at scale

Quickly scale up and down, with no need to get into a long, burdensome hiring process. With hundreds of developers across a wide range of skillsets, Simform gives you flexibility in extending your team.

Scale with Simform

Managed engagement

Most of our competitors provide TRANSACTIONAL hiring services. You post a gig, they match you up with a developer and you take it from there. We help you build software without having to manage employees by using proven processes.

Managed employees

Reduce overheads

Cut down recruiting costs and operational overhead as there are no infrastructure costs or costs associated with hiring full-time employees. Most importantly with the proven team, there are no time-to-market revenue losses.

Reduced overheads

Easy team extension to remove complexity from hiring

While finding developers and freelancers is easy -- the difficulty comes in vetting them and making sure you get the person you need. It takes 800 hours to hire a team of 5 good people, onboard them, and have them start working on the project. And at the end of this ordeal, you're not even sure if you made the right choice or not.

Hire a team

On top of that, you’re busy. You’ve got products to ship. Deadlines to hit. CTOs, Directors, and PMs can't be expected to shift their focus to hiring when their time can be spent better elsewhere. Our Dedicated Development Team model is designed for companies who want to quickly ramp up their development capacity or extend their internal dev teams without any hassle.

Dedicated development team model

Talent pool at scale

Quickly scale up and down, with no need to get into a long, burdensome hiring process. With hundreds of developers across a wide range of skillsets, Simform gives you flexibility in extending your team.

Scale with Simform

Managed engagement

Most of our competitors provide TRANSACTIONAL hiring services. You post a gig, they match you up with a developer and you take it from there. We help you build software without having to manage employees by using proven processes.

Managed employees

Reduce overheads

Cut down recruiting costs and operational overhead as there are no infrastructure costs or costs associated with hiring full-time employees. Most importantly with the proven team, there are no time-to-market revenue losses.

Reduced overheads

Our recent success stories

How we help you find the
best talent

Contact us about your project

Let us know about your project needs and goals—the more details the better.

Our tech team then connects with you over a series of meetings in order to understand your business goals, project, tech stack, and all the other nuances that define your technical requirements.

Tech roadmap with a hiring plan

Depending on your goals, we prepare a tech roadmap with a hiring plan that includes details on what skill set and experience your team needs to have.

The detailed tech roadmap includes things like what tech stack to use and how to navigate through tech complexities of the project.

Sourcing talent to match your needs

We look internally to find the perfect candidates for you first. If we don't find the right candidate then we tap into our talent network to see if we can hire through our partners.

If not then we hunt, run campaigns, use our recruiting strength to hire candidates matching your specs.

Our screening process

When we have candidates we like we give them a stage to showcase their communication skills and problem-solving ability through a series of video interviews.

Here, we are looking for people with highly relevant skill sets, well-documented code, and a disciplined approach to testing.

Test projects to measure skills

Comprehensive small project tests are given to each developer. Their technical acumen is tested through an automated coding exam.

Focus is given to language-specific knowledge as well as general programming and algorithm knowledge.

Selection and hiring

We do full reference checks on your behalf with their previous clients and employers. We sign NDA and full proof legal contract to make sure your IP is protected.

Speed is what Simform takes pride in — it typically takes only 24-72 hours for our clients to receive a short list of top candidates.

Customer testimonials

Simform Guarantee

We know that if a client’s project launches smoothly, they’ll come back for more. We're willing to over-invest in guaranteeing results, rather than under-invest to make our financial reports look pretty in the short-run.

We offer a risk-free trial period of up to two weeks. You will only have to pay if you are happy with the developer and wish to continue. If you are unsatisfied, we’ll refund payment or fix issues on our dime.

Start Risk Free Trial

FAQs

Here’s our solution for avoiding technical debt. A single person needs to own the architecture of what you’re trying to build, and must have put substantial thought into it before one line of code is even written, and everyone must be aware of that plan.

If you just start building a thing without having someone in charge of architecture, you’re going to encounter worse than average technical debt. And it will only get more extreme as you keep building new features right on top of those old bugs that never got fixed, and probably never will.

Requirements are constantly changing and at some point, it may become obvious that parts of the code are obsolete, have become cumbersome, and must be redesigned to meet new requirements.

We document what is tech debt and why it exists as we build features. Make it clear while the features are built that the speed of development is not sustainable and use your documentation as support.

When we do incur debt, we try to document inline: why and what. And add a todo how to fix. We also discuss each debt as a team so everyone understands.

Usually, we let it sit for one or two dev cycles and allocate one or two sprints on only fixing the issues related to tech. Sometimes we find we didn’t need it in the first place and rip it out. Other times, we’d find we did need it so we try to clean up sooner rather than later. This is pretty common for major new features. Ship and MVP quick, then clean it up.

This is our more successful strategy. Obviously, we may have debt from long ago. We try to clean as we go with the general trend of reducing debt (even if we have short blips of increasing).

All of this doesn’t mean that we don’t focus on agile and delivering things quickly. Just that these are considerations and we make sure they don’t end up saving 1 hour today and costing 5 hours tomorrow.

Our developers are creative technologists who also understand design. This unique combination of skills ensures that our designs will fit within the framework of your systems and give your customers a better experience.

Building software with great UX requires changing the Agile process to fit in UX designers needs.

Understand technical constraints first to save time
We try to understand the technical constraints and design with them in mind. Collaboration with development can help us identify the design that could be technically prohibitive. This allows us to adapt before we have invested time in refining or testing a design.

Research and test before, during, and after development.
As UX Designers, we are able to identify friction in a UI and resolve it before it even goes into development. Often with more complex interactions, it can be difficult to fully prototype these experiences. Being able to test throughout the process we are able to reduce our risk and increase our confidence in the design.

Have time to design for both microinteractions and the big picture.
When we do get in the trenches it’s easy to lose sight of the bigger picture but our approach makes sure overall user goals and ease of use are maintained.

Adapt quickly to new information.
Another great reason to integrate UX Design with the development process. When you aren’t working with development, no matter how hard you try, you’ll be slowed down reacting to new data and iterating on features.

Be quick.
Simply said, if we can reduce the time from concept to customer’s hands we win.

Kanban with a UX Column

In Kanban, cards flow from left to right across the board. There isn’t an encapsulated sprint (but that doesn’t mean you don’t have deadlines). So here a UX Designer can pull a card from the top of the backlog. They are able to plan their research, create prototypes, and design the feature. Once done, they mark that card as such. When a developer become available, they are able to pull cards marked as done in design.

Our design work won't have to sit for as long lost in the bottom of a backlog. We do create a little segregation, but less so than either of the other two. Since everyone is on the same board, everyone is on the same team. We are all trying to move cards from one side to another and appreciate the dependencies we have on each other.

Here’s how we will work with you -

1) Test Cases Driven User Stories for Clear Requirements -

When our engagement with the client starts we help them create detailed user stories and scope out the next few sprints.

2) Intense Sprint Planning

In order to execute projects on time, you need to plan sprints as much as possible.

3) Iterative Delivery

Typically, in an agile development process, we will divide the implementation process into several checkpoints rather than a single deadline. They are called iterations and are part of each sprint.

4) Documentation

We document everything from application and code level architecture decisions, to live user stories document, to design focused UX/UI/Design System documents.

5) Constant Communication and Retrospective

Stand-Up Each workday begins with a brief team stand-up meeting to discuss what we did yesterday, and what we plan to do today.

6) Code review

A successful peer review strategy for code review requires balance between strictly documented processes and a non-threatening, collaborative environment.

7) Integrating QA in the development process

We have gotten much better about integrating QA in our development process. We used to loop QA in after our code was pushed to the master branch, which was clunky.

Now our QA engineers will identify and create a test plan as soon as we begin working on the next sprint. As initial development nears completion, an engineer and a QA engineer will run through test scenarios together.8) CI CD and Automating Deployment

Easily release and deploy solutions by making the build process easier by building CI CD pipeline. The developer's changes are validated by creating a build and running automated tests against the build.

9) Post-release

It’s important to circle back and review how the process went once you’re done, be it a success or failure.

Did the testing correctly model the production scenario? Did the team correctly estimate the effort required to release a product? How is the product running in production?

Review how well the team performed by revisiting the implementation and testing checkpoints. Your team will adjust their performance accordingly as they grow used to being held accountable for every step in this process.

Managing a remote team is not easy. There are critical mistakes you can make when trying to leverage the vast amounts of remote talent.

We hear frequently from prospective clients that it takes forever to release new features, that users aren't adopting products, and that finished work hasn't met their expectations.

The solution: Communication, lots of it. Constant communication makes sure there can be absolutely no surprise breaks in execution.

Simform team integrates into your team, participating in standup and scrum meetings, weekly demos, weekly retrospectives.

Daily stand-ups
We do daily stand-ups where everyone gets on a video chat and tells you what they are working on that day and the previous day. When you’ve got people working for you in multiple time zones, this can be challenging. But it is crucial to the success of your team.

The Agile methodology calls for each contributor to go around, talk about what they’ve been working on, what they will be working on, estimate how long it’s going to take them, whether there are any critical blockers that could cause delay, and what their bandwidth looks like. These stand-ups are rigorously tracked by the Tech Lead.

But we do not just rely on unstructured communication. Everyone at Simform uses PPP (progress, plans, problems) methodology which is used at companies like Facebook, Google,Ebay, Skype etc. PPP is used to detail progress, issues, thoughts and anything else pertaining to their tasks.

Weekly demonstrations

This one is simple: get everybody on a video chat, share screens, have people show their work, and then talk about it.

If something is exceptional, call it out and appreciate the work. So team stays motivated.

If something is buggy or substandard, ask why and figure out solutions. This meeting is usually way longer than a stand-up as it is designed to literally “demo” the work that has been promised during stand-ups.

Keep in mind that if there are any “semi-off-topic” follow-up questions then they should be saved for the later Retrospective meeting.

Weekly Retrospectives
A weekly retrospective is where you all collectively review what went well and what could have been improved based on the demo.

We use the lean method of holding a meeting. It is great because it gives everyone a voice—there’s an element of democracy in the development process now. You’re still “the boss” but everybody now has some skin in the game. This will also help to organically create a culture within your remote team—something we will cover at length in a future post.

We start a project with a “Discovery Phase”. One of the outcomes of this phase is a list of features that the software will have. Those features then get broken into stories, and we write each story from the perspective of a Stakeholder of the system. User stories are easily digestible user behaviour flows detailing how user will achieve goals.

Then, for each story, we work with the clients to discover examples of how that specific stakeholder or end user uses the tool we’re building. Not only do we look for examples of success, but also examples of failure. And finally, we ask if there are examples of different ways to do the same thing. These scenarios are a list of actions that deliver value to this stakeholder.

Goal here is to build ubiquitous language and shared understanding between, developers, team members, stakeholders, and customers.

We use ATDD + BDD approach to create these user stories. This format has worked wonderfully for us as it helps Development Team (developers, QA, designers, TL) understand the acceptance criteria and goals of functionalities and features. Not to mention it generates lots of conversations between Tech team and stakeholders which helps increase shared understanding amongst everyone.

A point that is sometimes understated around this common language, is that the developers are learning not only the words used by the business but what they mean when they interact with each other in different contexts of the software. This is a hard piece of learning to come by without a structured way of using concrete examples to uncover details about the business.

To explain the point of SHARED UNDERSTANDING AND BDD, we have to start by accepting this simple premise: A large part of the challenges faced by software development projects are communication problems. Behaviour Driven Development is a way to:

- Structure communication to describe examples of how to use the software, these are called “scenarios”.

- Capture scenarios from the perspective of the stakeholders of the system

- Learn and Use the language and terminology of the business

- Gather just enough details of the system to be able to set a preliminary estimate

- Leverage the scenarios as executable tests that drive the design of the software

- Developers and clients work together to agree on what the system will do by building concrete examples.

Freelance marketplaces like Upwork, Toptal, Gigster, Freelancer, etc can help you get in touch with thousands of developers. They provide transparent access to devs but you have to vet candidates and take care of everything. These platforms do not provide a guarantee of delivery and results.

Tech agencies and software consultancies follow outdated engagement and execution models. The teams and devs hired through them don't integrate with your team well. Transparency and collaboration are lacking.

We started Simform with the goal of bringing assurance, certainty, and transparency in the software development services space. Most of our competitors provide TRANSACTIONAL services. You post a gig, they match you up with a developer and you take it from there. We aren't a transactional service.

Whether your project is at the early ideation stage or you have all features drawn out, our tech consultation team works with you to prepare a detailed tech solution and execution plan. We are huge believers in high output management and everything we suggest from tech architecture to talent skill set will focus on getting results and speeding up the time to market.

Our detailed technical consultation (which is itself worth thousands of dollars in value) consists of things like tech challenges of the project, what tech stack to use to solve those challenges.

Project’s technological execution roadmap brings all the pieces together to show how your project will come to life. Based on your project goals we help you define processes and delivery roadmap that suits your needs. It also includes a detailed hiring plan that includes details on what skill set and experience your team needs to have.

Tech architecture solution includes things like how features will be implemented with what technology and framework. It will also include things like algorithms and cloud integrations will be required to build your IP and build the tech engine.

We can do this because we have experience in delivering 100s of large scale complex systems. We know that there are many moving pieces in terms of technical know-how, experience, tight deadlines, unforeseen risks, and development challenges.

This tech consultation and talent skillset specification are provided for free so even if you don't work with us you can take it forward and use it in the future.

Screening talent with resumes and interviews is outdated. When you hire through us you don't only hire from limited visibility and information from resumes, personal interviews, etc.

We have a comprehensive vetting process amongst our competitors. Developers are tested on their technical skills, communication skills, and project management skills.

Vetting Process:

1) We look internally to find the perfect candidates for you first. If we don't find the right candidate then we tap into our talent network to see if we can hire someone for you on a contract basis. We hunt, run campaigns, use our recruiting strength to hire candidates. When we have candidates we like we do the initial screening.

2) Next, we dive deep into their portfolios and prior code samples. Each candidate is screened by experts in their functional domain.

Here we are looking for people with creative problem solving, highly relevant skill sets, a disciplined approach to testing, well-documented code, and best practices.

3) If a candidate passes through these then we test each developer’s technical acumen through an automated coding exam. Applicants are tested on language-specific knowledge as well as general programming and algorithm knowledge. Then a technical interview with a senior of our engineering team is set to evaluate their tech understanding.

4) Then, we test each candidate’s ability to manage a remote engagement. We look for qualities every client cares about: communication habits, reliability, estimation skill, ability to prioritize, and more.

It’s so crucial for anyone working as part of a distributed team to have great communication skills and that can be obvious from the first couple of interactions.

We’ve worked with developers in more than 25 countries for more than a decade now. Over the years, there have been two things we consider to be critical in remote developers besides their tech capabilities. They have to be Confident communicators and Proactive.

Great development teams are full of confident communicators who give the clearest of expectations to their project managers.

Development teams with the most challenges are those that have no real understanding of their timelines, velocity, and what to report to stakeholders because their developers lack the confidence to give clear expectations and to update those expectations often.

If you think you are about to hire a remote developer who is too eager to please and not confident enough to be clear with you on expectations, move on to the next person.

It is very easy to find remote developers who will sit and wait for tasks before doing any work. This trait is really only tested for by hiring them on for a 30-day trial to see how self-motivated and proactive they are.

A proactive, motivated remote developer is someone who takes charge and is never blocked — they are always finding ways to add value and keep your project moving forward. This is essential when hiring remotely, as you will often not be there to keep them moving.

5) We develop comprehensive small project tests for every role to ensure the team members fit the requirement. The key to any successful sports team is to have the best players from anywhere around the world—development teams are no different. Test projects provide real-world scenarios for candidates to demonstrate their competence, thoroughness, professionalism, and integrity over what is typically 1-3 weeks.

We make sure team members are well-versed in a variety of project management methodologies and collaboration tools. We look at their experience and see how they have adapted to the latest trends over the years.

6) At last, we do full reference checks on your behalf with their previous clients and employers.

7) We sign NDA and full proof legal contract to make sure your IP is protected.

That is not an easy answer, and like many other answers related to software development, it depends. We follow the concept of Evolutionary Architectures.

We picture your project as a set of different Modules, each module can vary in complexity and requirements. Therefore each module can have a proper architecture that best suits it. Despite that, we have to think about architecture as living beings, so they will adapt and change during the project.

Choose a design for the whole system up front usually is not the best idea. We would recommend you to picture your system as this set of modules and start to choose a design that best addresses each module needs, always favouring simplicity.

Have more questions?

Let us know and our experts will get in touch with you ASAP.

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