We hire right. Train right. And perform even better
In today’s technology-driven, global economy, performance has never mattered more. And it all starts with the right people. That’s one of the many areas where Jalasoft excels. We take the right approach to growing our engineers by always striving to:
We staff as if we were staffing for you. Because we are.
Jalasoft’s ongoing success with client projects begins with a very thorough hiring process divided into four stages:
1. Evaluation—All potential Jalasoft engineers are required to take a series of technical, psychological, and English exams to determine their skills. These three tests play a large role in defining potential, and determining how a potential engineer will fit into a specific group or project.
2. Interview—Once a prospect moves into the interview stage, they meet with Jalasoft trainers and current engineers to assess their practical skills, work experience, and career interests so it can be determined if they are a good fit with current teams.
3. Training—This is the largest and most important portion of the hiring process. Those who make it to this stage are asked to join a training team for 9-12 months in one of three groups: Development, Automation or QA.
The training period is when prospects will start earning an intern-level salary while working as a team on training prospects designed to challenge technical skills, sharpen project management abilities, and teach the logic and methodology needed to be successful engineers.
English/Soft Skills Training—In this phase, we invest a lot of time and training on soft skills, primarily the English language. Communication is key to efficiency and productivity. Therefore, we hire engineers who have a proven ability to communicate effectively in English, both written and orally. We then help hone their communication skills by offering more than 20 courses in Conversational English and practical uses like writing emails, creating status reports, and other vital tasks.
Adaptive Training—If we know your needs ahead of time, we are able to build training classes to match your project using our team of technical instructors. Our curriculums mix product knowledge and technology training with the goal of creating engineers who can be productive from the time they come on board with your project. Plus, as your technical needs evolve, we can build custom courses for your team to help them change with you.
4. The Hire—As potential Jalasoft engineers complete our training courses, they are once again evaluated by exam and interview. We look for improvements to their core skills and begin evaluating them to see with which team they might work best. In some cases, prospects are hired directly to active client teams. Sometimes, they are given an internship with a client team so they can learn and prove in real-time that they have the skills needed to do the job.
Once hired and trained, the typical engineering candidate will have the following skills:
OS Platforms, Active Directory, SQL Server, and MySQL.
Dev/QE tools for bug tracking, code management, Automation and more.
Client-specific skills identified in the Client Statement of Work.
Use of Agile methodologies, including use of agile tools like Xplanner.
Writing user stories, test cases, functional specs, etc.
Coding best practices, code review process, etc.
Communication and English training.
Project management—the importance of setting accurate schedules and meeting them.
Our engineers receive ongoing training through the Jala Foundation and its exceptional training programs.
Note: Turnover is one unfavorable issue with offshore outsourcing, but sometime it is inevitable. However, Jalasoft has a proven plan for this by providing programs like the following:
Project 101—Training designed by each team to help train new engineers who are just joining the project.
Shadow Engineers—We don’t keep any engineer on “the bench” like other offshore companies. Our Shadow program allows us to put non-billable engineers onto a current project to augment productivity, train in new skills, and provide a safety net in cases where we see turnover risk.
Engineering Support Team—These team members are 100% volunteer-based and work on any project during after-hours and weekends. The EST is a great way to cover turnover risk but is also used to cross-pollinate technical skills between teams.