Nearshoring Channel: Interview with a CTO | Managing Partner
Genesis: Hi guys welcome back to the NEARSHORING Channel where you get the most updated news on NEARSHORING.
Today we have the pleasure of having Brad with us he is a chief technology officer and managing partner at one of US’s top IT firms.
Hi Brad thank you for joining us today on the NEARSHORING channel i’m sure this video will be of great help to many out there, now the article on the pew research states the abrupt closure of many offices and workplaces this past spring ushered in a new era of remote work for millions of employed americans of course we know the pandemic has changed the way americans work, how has the pandemic affected the workers in your company?
Brad: We were set up to where we could migrate and work in a remote capacity fairly quickly with the type of industry that we do, so for our company to adopt to a remote workforce was something that was quite seamless for us.
Genesis: When did you guys realize that NEARSHORING was an option and why?
Brad: We discovered that NEARSHORING was an option when we were able to adapt so quickly to a remote work environment we had essentially closed our office completely to normal day-to-day operations and we were able to adapt to a strictly remote capacity once we realized that we didn’t actually have to be inside of our office building we no longer were locked to our geography to be to have local workers as well we’ve got workers outside of the city of Greenville as well as now NEARSHORING outside of the the country as well.
Genesis: Now Brad what are the steps to follow if you’re considering NEARSHORING as an option for your company.
Brad: So if you’re considering going NEARSHORING if your company is already set up to where you can work in a remote capacity or have remote employees you’re basically set up for NEARSHORING already.
Genesis: Okay now the big question why NEARSHORING versus maybe offshoring?
Brad: One of the big things with NEARSHORING is the fact that all of the workers are working in the same time zone that we’re in so they’re working the day shift just like we’re working the day shift as opposed to getting someone on the opposite side of the globe where they’re going to be a third shift employee not going to get the best of the best so NEARSHORING enabled us to keep people working first shift when our staff is in when they’re in and it’s meshed very very well.
Genesis: Perfect now how has your experience been with your remote staff how have they coped with all this remote working ?
Brad: They’ve actually coped with it pretty well we’ve had a few staff members that prefer to come back into the office now that we have our office open although most of them have decided to stay in more of a remote capacity it allows a little bit more flexibility and we do things more via cameras now than we did before and we’ve been able to kind of build our culture back in more of a remote capacity and it doesn’t really matter geography related where they are anymore.
Genesis: Right okay now let’s look at a different article: the US news states there are various reasons we think it’s important for people to be in the office client interactions training building team culture and it’s hard to build a culture when you’re not in the office what do you make of this statement?
Brad: I would say that was true probably two years ago but one of the things that we’ve noticed is again a lot of the video meetings it really has enabled us to create more of a culture in a remote capacity our people tend to just hop on video calls now and ask questions chat it’s it the water cooler conversations even are happening now via cameras where they weren’t really happening before so i think a lot of that culture is back in a remote capacity and uh and we’re not skipping a beat with that.
Genesis: let’s talk more about like you know the amp of the ramp up let’s see um how does the candidate selection work?
The candidate selection for us we’ve really been able to provide a job description and the skills that we’re looking for for an employee and we’re typically presented with multiple candidates, we get a video recording of a first-round interview we’re able to narrow that down to who we would like to speak to again we set up another video interview with them and in the event that they’re going to work for us and they’re able to start fairly quickly and just like they would as if they were a regular employee but working remote works exactly the same.
Genesis: How fast was your development team assembled so you get the candidates you search through them you see what works what does and you get back and forth how long is that back and forth ?
Brad: it typically….
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