Outsourcing IT Staffing: What Are Your Options?

Kamil Sobiszewski - Business Development Engineer at Sunscrapers

Kamil Sobiszewski

17 November 2023, 7 min read

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What's inside

  1. Contemporary Hiring Challenges in the Software Industry
  2. In-House Hiring
  3. When Does In-House Hiring Work Best?
  4. Project-Based Outsourcing
  5. When Does Project-Based Outsourcing Work Best?
  6. Staff Augmentation
  7. When Does Staff Augmentation Work Best?
  8. Permanent Recruitment (Through a Provider)
  9. When Does Permanent Recruitment Work Best?
  10. Conclusion
  11. Lessons from the Field
  12. Looking for Tailored Advice?

Are you embarking on a digital journey and unsure which hiring route is right for you? You're not alone. As the technological landscape shifts, so do companies' challenges in finding the right talent. Whether it's outsourced project development, staff augmentation, permanent recruitment, or in-house hiring, each approach has merits and demerits.

In this article, we zoom in on these approaches to show you their advantages and drawbacks and help you understand which scenarios work best for specific project needs.

Contemporary Hiring Challenges in the Software Industry

Before diving into the various hiring strategies, it's essential to understand the current challenges the software industry faces when it comes to talent acquisition and management:

  1. Skill Shortages

Rapid technological advancement means a constant demand for niche skills, making it challenging for companies to find talent with expertise in the latest technologies.

  1. High Turnover Rates

The software industry is known for its high turnover rates, as professionals often switch jobs seeking better opportunities, projects, or benefits.

  1. Diverse Team Integration

As companies globalize and remote work becomes the norm, integrating various teams and ensuring seamless communication and collaboration becomes crucial.

  1. Evolving Job Roles

The roles and responsibilities in the tech sector are continually changing. Today's relevant job role might become obsolete tomorrow, requiring companies to train and upskill their teams constantly.

Understanding these challenges underscores the importance of selecting the right hiring strategy. Whether in-house hiring, project-based outsourcing, staff augmentation, or permanent recruitment, each has its way of addressing these challenges.

In-House Hiring

Definition: Directly recruiting professionals to become full-time employees and part of your internal team.

Issue to Address: Seeking complete control and alignment with your core business mission.

Cultural Alignment: Employees
are often more ingrained in
company culture and understanding
of the company’s mission.
Higher Overhead Costs: Includes
salaries, benefits, training
and infrastructure.
Direct Oversight: Proximity allows for
real-time feedback and collaboration.
Lengthy Recruitment Process:
Finding the right fit can be
time-consuming and costly.
Confidentiality: In-house teams often
provide higher security for proprietary
information and projects.
Scalability Concerns: Expanding
or reducing the team size can
be challenging and costly.

Sunscrapers Insight: While having everyone under one roof is tempting, modern businesses thrive on agility. We've seen countless companies bogged down by the administrative hassles of in-house teams, which is why blended solutions (like staff augmentation) are gaining traction.

When Does In-House Hiring Work Best?

  • When the company values long-term stability and deep integration of its workforce with its company culture.
  • When the projects and information involved are highly confidential and sensitive, there's a need for utmost security and oversight.
  • When there's a clear long-term vision for the role and expectations that the position will remain relevant for the foreseeable future.
  • When the company prioritizes direct, real-time communication and collaboration among team members.

Project-Based Outsourcing

Definition: Contracting an external agency to handle specific projects from start to finish.

Issue to Address: Limited technical expertise in-house or looking for end-to-end project handling.

Access to Diverse Expertise:
Agencies often have diverse
skill sets readily available.
Limited Control: The agency will
largely drive the project's direction,
limiting your oversight.
Reduced Administrative Burden:
No need to manage employee-related
tasks and benefits.
Potential Communication Gaps:
Differences in time zones and working
cultures can lead to misunderstandings.
Cost-Effective: Typically, you pay for
the project, not the individual
team members.
Dependence: Over-reliance on an agency
can leave a company vulnerable if
the partnership ends.

Sunscrapers Insight: An excellent approach for non-tech founders, but choose your partner wisely. Transparency, regular updates, and a clear understanding of deliverables are crucial.

When Does Project-Based Outsourcing Work Best?

  • When the company lacks the in-house technical expertise for a specific project and seeks a one-time solution.
  • When the goal is to avoid the overhead and long-term commitments associated with hiring full-time employees.
  • When the company wants to focus on its core competencies and delegate specific tech projects to external experts.
  • When there's a short-term, well-defined project with clear outcomes and deliverables, long-term involvement isn't required post-completion.

Staff Augmentation

Definition: Temporarily hiring skilled professionals through an external provider to supplement your existing team.

Issue to Address: Need for specific skills for particular durations; scalability in team size.

Flexible Hiring: Easily scale up
or down based on project
Integration Challenges:
Ensuring augmented staff
integrates smoothly into your
team's culture and processes.
Specialized Skill Access:
Quickly onboard expertise
that might not exist in-house.
Short-Term Focus: Augmented
staff may not have a long-term
commitment or deep understanding
of your company's goals.
Cost Savings: Avoid long-term
commitments and benefit-related
Management Overhead:
Need to manage an extended team
possibly across different time zones.

Sunscrapers Insight: This has emerged as a favorite among our clients. It offers the best of both worlds — agility and control. Integration is vital; ensure new members align with your company's ethos.

When Does Staff Augmentation Work Best?

  • When you already have an in-house development team working on the project but want to develop another part faster.
  • When building a product with an external development team and wanting extra software engineers to accelerate the process.
  • When you've teamed up with a software development company but would like to change a few things in your setup – for example, the possibility of direct communication with your team or getting to know your remote team members better. Staff augmentation is a good choice as it allows increased integration of new resources with your in-house team.

Permanent Recruitment (Through a Provider)

Definition: Utilizing a third-party agency to source potential permanent hires for your company.

Issue to Address: Need expertise but want to manage the hiring process internally.

Speedier Process: Leveraging
the network and expertise
of recruitment agencies can
expedite the hiring process.
Cost: Recruitment agencies
charge fees, often a percentage
of the candidate's first-year salary.
Quality Candidates: Providers
have an existing pool of vetted
candidates, ensuring quality.
Loss of Full Control: You rely on
the agency's judgment during
the initial screening.
Reduced Initial Screening:
The provider pre-screens candidates
saving your HR team's time.
Long-Term Commitment:
Once hired, you assume all
responsibilities related to the

Sunscrapers Insight: It's a balanced approach but demands a significant investment of time post-hire. We recommend companies weigh the long-term responsibilities against the immediate benefits.

When Does Permanent Recruitment Work Best?

  • When the company seeks to tap into a wider talent pool that might not be accessible through traditional recruitment channels.
  • When there's a need to fill positions quickly without overburdening the internal HR team with the initial screening processes.
  • When the company values external expertise in vetting potential candidates for specialized roles.
  • When aiming to combine the benefits of external sourcing with long-term, in-house employment stability.


Each hiring strategy offers unique advantages based on your business's requirements and challenges. It's about striking the right balance that aligns with your short-term needs and long-term vision.

Understanding the intricacies of each hiring strategy is fundamental. The best choice often depends on specific project requirements, long-term vision, budget, and your organization's existing infrastructure. Seeking expert advice, like that from Sunscrapers, can provide clarity and direction in navigating these complex decisions.

Lessons from the Field

Having been in the tech industry and serving countless clients, Sunscrapers can affirm that the 'one-size-fits-all' approach is obsolete. Flexibility, scalability, and a keen understanding of your core requirements are key. Our advice? Consider blended solutions, prioritize agility, and always, always value the human aspect.

Looking for Tailored Advice?

Every business is unique. If you're contemplating which route to take, reach out to Sunscrapers. Our experts are ready to guide you, leveraging our years of experience and insights into IT staffing solutions. Together, we'll chart the path that ensures your business meets and exceeds its tech aspirations.

Contact us today.

Kamil Sobiszewski - Business Development Engineer at Sunscrapers

Kamil Sobiszewski

Business Development Engineer

Kamil is the Business Development Engineer at Teams by Sunscrapers. His most outstanding achievement was the transition from the electrotechnical industry to the IT industry. When studying at Warsaw University of Technology, Kamil was involved in plenty of student projects as he loves working with new technologies and was developing his business skills. At Teams, he is responsible for client acquisition, contact with clients, and the overall sales process. In his free time, Kamil likes playing the guitar. He’s also interested in electric vehicles, economics, and the psychology of sport.


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