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Whether or not you’ve heard of the term digital transformation, you can guarantee those around you have been talking about it since the 1990s when the dot com bubble was at full speed. Roughly 30 years later, worldwide spending on digital transformation initiatives amounts to over two trillion dollars as of 2019.
Nowadays, the world is changing faster than you can imagine. With the rise of technologies like the internet of things (IoT), machine learning, artificial intelligence (AI), the cloud, blockchain, augmented reality (AR), and virtual reality (VR), computers and digital technologies have become a core component of business.
The need to innovate and transform is a necessary part of being competitive in the market. This is where digital transformation comes in. If you’re unsure what that is, you’re right where you need to be. Keep reading!
What Is Digital Transformation?
To put it simply, digital transformation is a process of implementing and using new and fast-changing digital technology to solve problems and improve business practices.
This can look like cloud computing to reduce hardware or the use of automation to reshape the workplace. Technology can be integrated into all areas of business.
But this transition is not only technical. The company culture and people within your business need to adapt and be open to experimenting in order to successfully incorporate new technology.
Digital transformation fundamentally challenges the way businesses to provide value for their customers. Even though it involves loads of data and new technology, a customer-centered approach is ultimately what will drive your business forward.
Successful digital transformation, when carried out correctly, allows companies to launch, analyze, and adjust digital initiatives that help it adapt to the changing market conditions and better meet customer needs.
Why Is Digital Transformation Important?
Digital transformation is becoming essential and important for all businesses irrespective of their size and nature. There is no counter-argument against the significance and inevitability of digital technology.
At Trio, developers understand that digital transformation can be a vague expression. You don’t really know what digital transformation entails or what it looks like, especially if you have a non-technical history.
The importance of digital transformation for Trio is deeply connected to our ability to define a clear path forward for our clients.
One leader at Trio sees digital transformation as something that “encompasses…factors such as building a team, managing a team, managing the project, shaping, and growing a product”.
At this point, digital transformation becomes much more than abstract. It becomes a distinguished mode of furthering the success of your business. And this is what makes digital transformation crucial.
In what ways can digital transformation improve your business? Take a look.
Transformed Customer Experience
Largely because technology is getting better and better every day at meeting customer needs and improving efficiency, customers look for easy, quick, and valuable solutions to their problems.
The customer's experience is the real purpose of digitalization. Therefore, the major objective of digital transformation is to improve the customer experience by using cutting-edge technology.
This can be achieved by tracking and digitizing the buyer’s journey; generating insights at faster rates, and speeding up the delivery of journey transformations.
Improved Data-Based Insights
Digital transformation improves the capability of businesses to track and interpret the information that is collected during digital marketing campaigns and daily operations. Moreover, this information enables organizations to optimize their business strategies for better results.
Expenses and revenues are the two principle insights that reflect how sustainable businesses are. Integrating data-based insights into the company culture can make huge changes to these measures.
Improved Communications
Digital transformation provides an opportunity for unity for your employees. To maximize the probability of a successful transformation there needs to be strong communication.
With encouragement, employees can break down age gaps and social divides to engage in conversation and learn together. Solid leadership at this point will improve the digital intelligence of the workforce.
New Skills and Knowledge
As new technology takes over, the demand for specialized skills will also grow and evolve. New technology in the modern day will require the understanding and application of a number of new skills like:
- Augmented Reality
- Machine Learning
- Cloud Computing
- Artificial intelligence
- Growth Hacking
- Data Exploration
Businesses need to adopt new technology in order to keep themselves competitive. Otherwise, they will be wiped out of the market.
The scope of digital transformation is so vast that it covers all the aspects of our social and economic life so businesses need to develop clear strategies that reflect the changing demands of digital technology.
What Role Does Software Engineering Play in Digital Transformation?
Software engineering is at the base of all modern technology, and it is a necessary part of the digital transformation conversation.
Its duty is to bring the ideas of new-age technology to life and make sure that not only is it functional and can drive growth but that such technology meets ethical standards and maintains a positive impact.
5 Challenges for Digital Transformation in Business
Just as software engineering plays a huge role in the world’s current digital transformation, digitization presents challenges that threaten the successful execution of any project. These challenges are not unheard of in the software development world, but they should always be considered.
1. Time-To-Market
The 21st century is a dog-eat-dog world. Companies will do anything to stay ahead of the competition. What this does is enable customers to expect new innovations to be available as soon as possible.
The same goes for new features for existing products. This challenge of increasingly reduced time-to-market keeps companies on their toes.
2. Flexibility
Assuming that a company manages to adhere consistently to the strict time-to-market pressures, it still has to plan for changing customer needs.
The competition pounces on any opportunity that it sees. In turn, companies have to produce flexible and agile product models that can take up new functionality or they may fall behind the competition.
3. New Technologies
In a world where new devices and technologies are launched regularly, software developers and companies have to prepare for relatively new concepts to stay competitive in the market.
4. Technology Heterogeneity
With the rapid supply of new technologies come heterogeneous devices. Companies have to standardize the interfaces between completely different technologies
5. Customer Orientation
Largely due to the rise of smartphones, software development has shifted most of its focus from functionality to customer experience. This forces companies to keep user interfaces in mind at all times when developing consumer applications.
Why Are Businesses Experiencing a Digital Transformation?
Digital transformation occurs in a number of ways. And it is up to your business to appropriately integrate it into your business and figure out how its potential can be best applied.
For example, with the rise of AI and machine learning, it’s only a matter of time until you’ll see insights-driven companies taking the lead in the market. The concept of insights as a service (IaaS) is becoming the next big thing in data analytics and creating a decisive advantage for companies who decide to implement it.
Digital reality is being reigned by VR and AR, and multiple industries have boosted their leverage to set early adapters apart from the competition. Cloud technologies and blockchain technologies follow closely, becoming the foundation for a series of startups that are aiming to bring a new vision to the table.
However, at the root of all these technologies is strategy. Strategy drives digital transformation.
As appealing as AI and other cutting-edge technologies may sound, they cannot be implemented in a company without a precise blueprint that covers planning, deployment, and management. Without a clear plan, companies are left with nothing but chaos – which not only complicates innovation but can also result in significant revenue loss.
Don’t overlook the power of technology to transform industries and people’s lives. But in terms of digital transformation, this is a supporting tool rather than the defining tool. This process doesn’t happen from the bottom-up. It is dictated by the goals of your business. Technology is a tool to enable growth to reach these goals.
Technology and strategy are two inseparable factors that drive digital transformation. To feed growing consumer expectations, improve user experience, remain competitive in the market, and adapt to changing work environments, companies need to push for the right balance of both factors.
How To Know If My Business Needs a Digital Transformation?
Digital transformation, to be frank, is a must for all businesses. Your business might rely on a tried and true method for attracting and pleasing customers, and no doubt this method must have worked for a number of years. But time necessitates change.
What you knew to be true may no longer be delivering results or holding integrity in the market. You shouldn’t take this negatively. Learning new information – whether it’s the shape of the Earth or a new strategy of digitization to optimize your business – is always a good thing.
Unless your business is already at its peak and has improved operations with all available and sustainable technological advances, there is a mighty good chance that your business needs a digital transformation.
For startup companies, digital transformation makes even more sense. It can be a cost-effective means of getting everything up and running, especially if cloud technology is involved.
The opposite of digital transformation can look a lot like staying still. And negligent progress can be a de-motivator for you, your employees, and important stakeholders. Not to mention, customers will always demand more, and it’s your job to supply it.
What Is a Digital Transformation Framework?
Digital transformation requires businesses to map out a clear plan of action that can explain how the change can be integrated into business operations. A framework that explains the process of digital transformation within the company is a requisite, not an option.
The process of digitization is happening faster than most industries can keep up with, which prompts company leaders to search for optimal ways to adopt new technologies. It’s not always about doing it faster, but about finding the ultimate solution for your company to enhance growth and simplify the process of change.
This framework is unique for each and every business out in the market and there is no one-fits-all solution to bringing the latest technology on board, but without a strategic approach, companies risk not being able to catch up with fast-paced changes and miss out on emerging solutions.
The simple goal of a digital transformation framework is to eliminate the chaos bound to the introduction of unfamiliar technologies to daily business practices. It covers everything from the usage of old laptops and legacy data to the implementation of technology in the departments that don’t know about it.
And the bigger the company is, the more complex this process becomes. An improvisational approach that may work for smaller entities and tech-savvy startups will be futile for seasoned business giants.
An effective framework provides the company with a clear explanation of the processes and the changes to be done as well as the key performance indicators (KPIs) to measure the performance of new practices and the business goals that it aims to achieve.
It also addresses the role of the employees in the transformational processes and how the company culture is being affected by these changes.
5 Core Principles of a Digital Transformation Framework
Using an agile approach to address your business’s digital transformation can lead to a quicker and more collaborative process. The following core principles can serve as guidance to your digital transformation framework.
1. Start with The Vision
Learning about what horizons new technology can open up for your business will help you measure progress and make adjustments to optimize your business process.
Just like in any other process, identify the problem or pain points will help you make the most out of new-generation technology. Without a bigger vision, the company would lack any direction for development.
2. Build Digital Customer Engagement
Industries must change and adapt to customer’s needs. Digital transformation plays a part in this by creating new ways to connect and engage customers and improve the user experience whether that’s on the cloud, through data, social media, or otherwise.
3. Manage Digital Security
Growth of the digital space doesn’t only mean positive change for the business itself. Unfortunately, the development of new technologies can attract cybercrime.
To ensure cybersecurity, digital platforms should opt for flexible and secure solutions to help businesses grow while lowering their security risks through encryption and other security methods.
4. Drive Insights with Data
To make informed decisions, data visualization should be a priority for businesses that aim at competitive growth. It helps to better understand and communicate information and creates meaningful and fact-supported insights.
5. Choose Digital Agility
The agile approach helps to create a competitive advantage in a fast-changing environment, where traditional business models fail due to rigid standards and extended timeframes, during which market requirements may change.
Digital agility supports innovation by giving the companies a possibility to adopt real-time changes and be more flexible in the face of changes
4 Steps To Choosing the Right Digital Transformation Framework
The process of choosing or making a framework mirrors other processes you may see in software development and in general. The idea is to develop a plan and refine it as needed. Below is a more specific breakdown.
1. Internal Discovery
As mentioned above, the core of digital transformation is vision. Start with some questions to center your mission for digital transformation. These examples may help you brainstorm:
- What recurring problems can be addressed with new technology?
- How can new technologies enhance customer experience and optimize your business?
- Which insights can guide your business’s digital transformation?\
2. Designing the Process
Once more, recall that strategy is integral to a successful digital transformation process. While improvisation might suit some, it is a risky way to do business.
Use detailed metrics and definitive roadmaps to design how your business’s digital transformation will take place. Appoint task managers to lead the transformation.
3. Initiate the Digital Transformation
This step is where you put everything into action. It’s important that however you implement your framework leaves room to collect metrics on how company culture is affected in addition to different categories of your business like customers and employees.
4. Continuously Refine the Process
Utilize the metrics you’ve collected to perfect your digitization process again and again. Set new benchmarks as you do so. Old benchmarks won’t suffice with new technology.
Conclusion
While the term digital transformation may look intimidating, at the end of the day its just optimizing your business in concurrence with the times. Naturally, this means adding new technology and integrating it into business operations to appease customers and improve the business itself.
You may not realize it but such a process occurs in your personal life too. Like getting a new phone because you need new features for the technology to be useful. However, in business, such a process needs to be much more strategic.
This is why your business needs a digital transformation framework. A digital transformation framework is an organized methodology for converting your business to a distinct technological realm.
Hiring software engineers will be useful for creating this framework and putting any new technology into the rotation. Trio can turn the abstractness of digital transformation into reality. Learn more about hiring software engineers to make your digital transformation framework.
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C is a general-purpose programming language, meaning it can be used for a wide variety of purposes from building operating systems to computer applications. The language also supports a number of features and paradigms including structured programming, lexical variable scope, and recursion.
Structured programming is a programming paradigm that favors one, singular structure per program. In this way, code executes instruction by instruction chronologically.
With structured programming, alternatively called modular programming, code is readable and there is leeway for reusable components, which most developers find helpful.
Lexical scoping refers to the semantic scope of variable names in a function or program. In other words, lexical variable scope answers the questions of whether a given variable has meaning outside of the function it is written in – and this is determined by the surrounding code.
In recursive programming, functions have the ability to call on themselves, whether directly or indirectly. The utility of this feature is to break up a problem into smaller problems. Specifically, coders can use a previously established value to compute a new one.
The C programming language uses a static type system as well. Within the context of programming languages, static type systems involve static type checking where the language checks your code before it is even compiled.
The main advantage of static typing is early error detection. This can help to reduce the time spent debugging later on.
As far as background, C was developed by Dennis Ritchie in 1972. Its initial purpose was to write operating systems. Low-level access to memory, the use of simple keywords, and a clean syntax makes C easy to use for such a task.
Overall, C is one of the optimal programming languages when it comes to systems programming.
Systems programming is programming where developers build integral software systems that other applications rely on. These systems include firmware, operating systems, and development environments.
C flourishes in this undertaking because it is a middle-level language. Low-level languages like assembly language talk to computers in the most direct format that you can imagine. The downside of this is that humans struggle to keep up with the conversation.
This is why there are high-level languages. High-level languages abstract machine code to where human developers can talk to computers on their own terms. Most coders have found this to be the most efficient way of writing programs.
However, C is a combination of both. It is a middle-level language and as such developers can use it for low-level programming like building kernels and drivers as well as high-level programming like developing software applications.
What Is a C developer?
C developers are closely familiar with the fundamentals of systems programming. They develop code that integrates into base computer systems. Embedded systems, operating systems, and kernel modules all rely on systems programmers like C developers.
C++ is nearly a superset of C. Save a few minor details, the two languages are very similar. Expert C developers may learn C++ as well to increase their effectiveness.
Other languages in the repertoire of C developers might be higher-level languages and frameworks that work well with C like Java, Node.js, and Python.
As systems programmers, C developers have strong problem-solving skills and use structural programming to write clean, reusable code.
Why Use C?
The first and foremost justification for using C would be if you wanted to build an operating system. After all, in the 1970s, C was the vessel in which UNIX was re-designed. But despite the goal-oriented origins of the C language, various elements of its development make it a fitting language to use for an array of needs.
Middle-level
There are only a handful of middle-level languages. And if you were to pick them out, you’d probably come up with Java and C++ in addition to C, and there’s even some dissent there.
Either way, the general consensus is that C is a middle-level language. Because of this, C is one of the best languages for building both systems and applications. Therefore its usage is by definition flexible.
Structured
As a programming paradigm, structured programming allows developers to make complex programs by compartmentalizing their codes into simpler structures via task-oriented functions. Some examples of structural programming in action are if-else statements and for-loops.
Though many languages make use of this type of programming, C may very well be the oldest structural programming language that still maintains its popularity. This is because C is reliable.
Portable
Portability describes how compatible certain computer programming languages are in diverse environments. In the case of C, the language plays a major part in Windows, UNIX, and Linux operating systems, demonstrating its portable nature.
General
C is general-purpose. In effect, no matter what you want to develop, C is there for you – for games, graphics, applications, and more.
Advantages of Using C
C is equipped with a number of supportive features to develop keeping high-level functionality in mind. As the intent of C was to develop operating systems, its features must be fully comprehensive and performant.
Case-Sensitive
C is case sensitive. Lowercase and uppercase letters are differentiated. This can make certain elements of coding far less confusing and more direct. It’s also easier to parse through case-sensitive code.
Dynamic Library
The library C offers is rich with built-in features and is furnished with dynamic memory allocation. What’s more, C has much less library functions than other languages but just as many functions, simplifying their deployment.
Keyword Simplicity
In computer programming, keywords are the smallest building blocks of programming that work as gateways to writing complex code.
Keywords like if, else, and return may be familiar to you. The C language only has 32 keywords, overall only a small number to remember and eventually master.
Embedded Usage
C is the go-to language for developing embedded systems, Embedded systems contain hardware and/or software designed for specific functions. Digital cameras and robots are good examples of embedded systems.
Developers use C for embedded systems because it is flexible. The high-level abstraction of C combined with its low-level alliances make it a great language for this sort of development.
Companies That Use C
- IBM
- Nokia
- Samsung
- VMWare
- Huawei
- Microsoft Windows
Reasons to Hire a C Developer
It’s fairly common for businesses to go the mobile app route in contemporary software development. They’ll cross out a couple of months on their calendar, get a grasp of Java or Swift – for Android or Apple respectively – and be on their way.
App development is an accomplishment no matter how you do it. But when things become commonplace and you follow the lead of your competitors, it becomes difficult for your business to stand out.
If you wish to stay competitive, your business needs to be challenged. Rather than putting an app on the app store, why not develop an entire software.
Adobe, most Google applications, and the entire Linux operating system was built with C. These are software systems that have topped the technology sector and have garnered worldwide familiarity and usage.
Most popular C programs aren’t simply apps, they’re relevant components of daily work and life for millions of users. Depending on the developers you hire, you’ll have the resources you need to do the same.
It starts with a good idea, and the right developers to manifest it. Hire a C developer.
Hire a C Developer
C is well over 30 years old. With languages being built every other fortnight, it’s hard to keep up with the competition. But somehow C has managed all the while.
Of course, old age does come with consequences. The market favors young people who favor young languages. This doesn’t make C less trustworthy or useful, but it is a little tougher to find the professionals you’ll need to program in C.
Trust the process, trust your research. Trio also has resources to help you. Take a look.
How do you hire a C developer?
For those who wish to take the high road and hire C developers on your own, we’re still here to help.
Hiring a developer on your own is a very focused and hands-on process that requires considerable knowledge about software development in general.
The last thing you want to do is trust your hiring process to someone with no technical ability. If you are a non-technical manager looking to learn a thing or two, we have a great resource here for you to learn more about the hiring process in detail.
Otherwise, we’d recommend you contact Trio for consulting and developer allocation.
What should you look for in a C developer?
C developers at a high-level should demonstrate the following skills:
- Proficiency in C and preferably in C++ as well
- Knowledge of high-level languages that are often integrated with C such as Java, Python, Go, or Node.js
- Abstract critical thinking and problem-solving aptitude
- Ability to write and implement algorithms and data structures
How much do developers cost in the U.S.?
ZipRecruiter data reports that the average yearly salary of a C developer is $117,673 On the higher end, C developers can make as much as $155,500 per year. But C developers can also make as little as $67,500 annually.
How much do developers cost in South America?
Due to economic differences between the United States and South America as a whole, the cost of offshoring software development is significantly lower than hiring full-time with U.S talent. For Senior C Developers in South America, the average salary is currently around $100,000 whereas a mid-level developer costs around $76,000.
How much do developers cost in Ukraine / Eastern Europe?
Eastern Europe shares very similar rates to South America, again due to the economic differences. When looking at salaries in Eastern Europe, data shows that a Senior C Developer costs around $100,000 on average.
Hourly Rates for Developers
Another way to look at developer costs is through hourly rates. While salaries are good to understand for hiring developers for full-time and long-term, you might just need a developer for a period of 3-6 months or 6-12 months. In these types of situations, it’s best to calculate your costs based on the hourly rates of a developer.
Below is a table that lists the various hourly rates of developers in different locations based on their job title.
Why Hire a C Developer?
Trio C developers are pre-vetted, interviewed, and then trained further to become true software professionals, capable of adapting to situations that are both within and outside of the scope of their general expertise.
At Trio, we hold our developers to a higher standard. Much like how elite special forces units recruit only the best from main branches of the military, we recruit developers who either show amazing potential or demonstrate exceptional skill. We then take their talents and sharpen them even further.
Another benefit of hiring a Trio developer is that you won’t incur the costs of hiring, which can add up to be around 30% of a developer’s salary on average, as well as overhead costs associated with full-time employment.
By working with Trio, you can enjoy a highly experienced full-time developer for a fraction of the cost, along with the added project management assistance.
To learn more, tell us about your project and we’ll get you started.
C Resources
Introduction
Are you feeling overwhelmed by the prospect of hiring a Flutter Developer? Perhaps this particular technology is not your area of expertise and are you are unsure how to structure your hiring process. Fear not, as we are here to help you navigate this process and find a skilled Software Engineer who can add value to your business.
By leveraging our expertise in hiring high-level developers, we can help you evaluate technical talent and strengthening your engineering team. With our guidance and support, you can confidently conduct a hiring process with Flutter Developers and enhance the performance of your Engineering Team.
We would like to thank you for taking the time to visit us today. We hope that you will find the information provided to be both helpful and informative. Please stay with us and read on as we share some valuable tips that we believe you will find useful in your daily life.
What’s a Flutter Developer?
A Flutter developer is a software engineer who has proficiency with the Flutter framework to develop mobile, web, and desktop applications. By association, Flutter developers have fluency in writing code using the Dart programming language and are therefore Dart developers as well.
Flutter developers can be web or mobile app developers. As such, they may have prior experience and expertise in other frameworks and languages like JavaScript or Ionic. Some Flutter developers may only be familiar with Flutter.
The Flutter framework is intentionally and wholeheartedly tied to UI design. Widgets are one of its defining characteristics. They must have comparable skill in optimizing graphical interactions for the user.
The role of this type of developer is crucial in the software development industry. The responsibilities of a Flutter developer may vary depending on the project requirements, but some common tasks include:
- Developing and maintaining applications;
- Developing and implementing custom widgets and UI components;
- Integrating third-party libraries and APIs;
- Ensuring the application's performance, quality, and responsiveness;
- Collaborating with cross-functional teams, including designers, product managers, and other developers;
- Participating in the development process from design to deployment and maintenance.
- Working with cross-platform frameworks.
- Debug and test Flutter code, using tools such as the Flutter DevTools, unit testing, and integration testing.
- Use version control tools such as Git, SVN, or Mercurial to manage their codebase.
What you can build using Flutter
Flutter is a versatile and powerful framework for building mobile applications for Android, iOS, and other platforms. With Flutter, developers can build a wide range of applications, including but not limited to:
- Social media applications: Flutter is a versatile platform for building social media apps that can include a range of features, such as instant messaging, push notifications, and media sharing capabilities.
- Business applications: Flutter is a great option for creating business apps that require robust functionality, such as CRM, inventory management, and project management tools.
- E-commerce applications: Flutter is a great option for creating e-commerce apps that offer features such as a product catalog, shopping cart, payment gateway integration, and more.
- Educational applications: Flutter enables developers to create educational applications such as e-learning platforms, online courses, and interactive learning tools, all while providing a user-friendly experience.
- Gaming applications: Flutter is also capable of building games with 2D and 3D graphics, animations, sound effects, and other exciting features.
In general, Flutter offers developers the versatility and features to create a variety of mobile apps for various industries and purposes.
Companies that use Flutter
- The New York Times
- Square
- eBay
- BMW
- Alibaba
Which are the soft skills a Flutter Developer should have?
As you need to hire a Developer who can perfectly unfold within your team and company taking into account just technical skills would not be enough, and this is when soft skills play a big role. So now let’s dive into some basic soft skills good developers should have.
Some essential soft skills for a Flutter Developer should include:
- Communication: Being able to communicate effectively, especially in remote and asynchronous environments, is a real necessity for any professional nowadays. Communication skills are always in high demand, whether it's through describing ideas, discussing approaches, giving presentations, providing status updates, giving feedback, asking questions, or voicing concerns. The ability to communicate ideas clearly and to understand communicated ideas is of critical importance to ensure a well-aligned, agile team.
- Team Work: Individuals should demonstrate adaptability to various projects and environments. However, it is extremely important for them to value working within a team that allows for easy navigation, knowledge sharing, idea contribution, and learning from other team members. They should also be able to provide and receive feedback, pass on information, ask questions, and offer help when needed.
- Collaboration: Every project involves multiple people, and team members must be able to work with one another effectively. Collaboration is the combination of all of the above qualities in order to effect positive change and move the project and company forward.
- Adaptability: The ability to adapt to new circumstances, situations, scenarios, and environments is vital for professionals to cope with changes, challenges, fast-paced environments, uncertainty, and lack of predictability. It enables them to be more creative and resilient, providing solutions and new strategies whenever any shifts occur.
Hiring Process for a Flutter Developer
To hire technical talent who is the best fit for your company and project, you should ensure that your hiring process is aligned with your needs. This will provide you with useful and valuable information to help you make an informed decision before extending an offer letter to a developer.
We have listed below some steps that can be implemented in your hiring process to help you ace it and bring on board the right developer for your business.
Main Steps in the Hiring Process
Job Description
A great process starts with a well-written job description. It should contain important information, such as a brief description of the company and project, the main responsibilities of the professional, the seniority needed for the role, technical requirements, desired soft skills, salary, and perks.
An appealing and accurate job description can better attract targeted candidates, providing you with a more qualified list of applicants. It's important to remember that you don't want to get attention of all software engineers available in the market, but rather the ones that are aligned with your company's culture and the specific role.
Sourcing
Unlike other fields, the technical industry has its own unique challenges when it comes to attracting candidates. Simply posting job openings on job boards may not be sufficient to generate a substantial pool of qualified applicants. Therefore, it is important to proactively source candidates from a variety of channels, rather than solely relying on applicants to respond to job postings. Some of the sources that tech recruiters use to find candidates include GitHub, GitLab, LinkedIn, Telegram, Discord servers, and consultancy companies.
To use some of the aforementioned platforms, your team should know how to apply Boolean search to filter only candidates that align with your vacancy.
Screening
After gathering a sufficient number of applicants, you will begin screening candidates to determine their suitability for the position. During this part of the process, you may review resumes, portfolios, cover letters, and repositories to ensure that you only got to candidates who meet the minimum requirements for the role.
Among the relevant skillset for the vacancy, recruiters and hiring managers typically look for experiences, seniority, certifications, fluency in some specific language, educational background, certain projects or business, main technologies used, location and candidates’ salary expectations.
Screening can be done manually, through a specific platform or an Applicant Tracking System (ATS). Choosing the best option for your needs will depend on the company's budget. A robust ATS with integrations with other tools and the ability to filter candidates by their expertise is ideal because it saves a lot of time and resources.
Interview
This is one of the most important steps of the hiring process for developers. It’ll allow you to fully understand if the talent is really aligned to the company and project. A good interview can extract valuable information from candidates that will make it possible for you to decide whether they will continue in the process or not. For that, it’s essential to have good questions to gather answers regarding technical and soft skills.
During an interview, you can ask various types of questions, such as behavioral, situational, competency-based, fact-based, skill-based, and technical questions, among others.
It’s also important that you present the company to the candidate, letting them know more about your culture, working environment, way of working and anything else that defines your company.
Technical Validation
After making sure the developers align to the skillset the role requires, you will need to check their technical abilities to ensure it meets the project’s expectations. Knowing exactly what’s the technical level that the candidates should have can help you design the type of technical validation that best adapts to your needs.
To technically validate candidates you can use technical interviews, technical tests/assessments, pair programming, project executions, live coding, work portfolio/GitHub reviews and team interviews, among others.
If you don't feel prepared to conduct technical interviews with developers because you're unsure of what questions to ask or how to evaluate their answers, you can try Genie, Trio's AI-powered interview question generator.
Hire a Flutter Developer with Trio
Trio Flutter developers are pre-vetted, interviewed, and then trained further to become true software professionals, capable of adapting to situations that are both within and outside of the scope of their general expertise.
At Trio, we hold our developers to a higher standard. Much like how elite special forces units recruit only the best from main branches of the military, we recruit developers who either show amazing potential or demonstrate exceptional skill.
We offer flexibility in terms of project requirements and team size adjusting it according to the project's needs. This allows our partners to scale up their project requirements as needed.
Moreover, we are committed to delivering high-quality apps within a reasonable time frame, with a proven track record of delivering projects on time and within budget without compromising on quality. A Trio developer is that you won’t incur the costs of hiring, which can add up to be around 30% of a developer’s salary on average, as well as overhead costs associated with full-time employment. All in all, by working with Trio, you can enjoy a highly experienced full-time developer for a fraction of the cost, along with the added project management assistance.
Last but not least, we value excellent communication and support throughout the project's life cycle. This ensures that our partners’ requirements are understood, and the project is delivered as per their expectations.
How much do flutter developers cost?
The cost of hiring a Flutter Developer can vary depending on the size of the company, their budget and also the seniority of the role. It is advisable to ask candidates about their salary expectations and compare them to your own budget. This helps to avoid putting candidates through the entire hiring process only to find out you cannot meet their expectations. It is important to be transparent throughout the hiring process.
It is also essential to consider that the cost of hiring software engineers in Latin America is significantly lower compared to American or Canadian professionals.
While hiring developers in Ukraine or Eastern Europe may also yield cost savings, the time zone difference may present challenges depending on the team's availability for collaboration. In such cases, hiring developers from Latin America proves to be a viable alternative as they can readily adapt to the Eastern or Pacific Time Zone.
At Glassdoor you can run some searches about the paid salary for Flutter Developers accordingly to their region.
We hope this guide can assist you in structuring your hiring process. However, keep in mind that you do not have to do it alone, as Trio is here to add value to your business by providing vetted and experienced talent that can easily meet your requirements and navigate across various business and project types. Additionally, Trio simplifies the hiring process by providing valuable insights into candidates' salary expectations, allowing you to make informed decisions about who to hire. Overall, if you require a senior Flutter developer, Trio is an excellent resource to consider.
Structured one-on-one meetings are like following a recipe, they provide managers with the opportunity to connect with your team members, understand their goals and challenges, provide feedback and guidance, and ensure all the necessary ingredients are in place so that everyone is aligned and working towards a common goal. In this guide, we'll explore some best practices for engineering managers hosting one-on-ones with team members.
7 benefits of one-on-one meetings
You can use one-on-one meetings for a variety of reasons, including:
Connecting with team members
Creating a supportive space for discussion can foster a team culture of open communication and feedback. One-on-ones provide managers an opportunity to get to know team members as a person and teammates.
Helping employees achieve their goals
Identifying goals and action items for your employees is an important part of supporting their growth and development. Here are some steps to help you identify goals and action items for your team members:
- Discuss aspirations: Ask about career aspirations and what your employees would like to achieve in their role. This can help identify areas where they are motivated to develop their experience.
- Identify areas for improvement: Review performance and identify areas where employees can improve their skills or knowledge. This can include technical, soft, or management skills.
- Establish accountability: Determine who will be responsible for each action item and set deadlines for completion. This can help ensure that progress is being made and that goals are being achieved.
- Set SMART goals: Work with your employee to set SMART (specific, measurable, achievable, relevant, and time-bound) goals that align with their aspirations and areas for improvement. These goals should be challenging yet achievable and provide a clear direction for their development.
- Create action items: Identify specific actions individuals can take to achieve their goals. These should be practical, realistic, and aligned with the employee’s skills. Some examples include:
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Attending a training course or workshop
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Shadowing a senior team member on a project to gain more experience and exposure to new skills and techniques.
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Setting up regular 1:1 meetings with a mentor or coach to receive feedback
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Taking on a leadership role in a project
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Collaborating with another team on a project to gain experience in cross-functional team dynamics.
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Writing a technical blog post
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Contributing to an open-source project
Sharing performance feedback
Providing constructive feedback to your peers as an engineering manager is an important aspect of building a strong and effective team. Here are some tips on how to provide constructive feedback to your team:
- Be specific: Provide examples to support your feedback. This will help your team members understand what they did well or what they need to improve on.
- Example: "I noticed during the last team meeting that you interrupted others while they were speaking. I love that you're excited about this topic, but try to let others finish their thoughts before sharing your own ideas."
- Be objective: Don’t making personal attacks or being overly critical. Focus on the facts and be objective in your feedback.
- Use a positive tone: Frame your feedback in a positive way, emphasizing the things your team members did well and offer suggestions for improvement.
- Example: "You did a great job presenting during the last client meeting. However, I think it would be even more effective if you could use more visual aids to support your points."
- Focus on behavior: Focus on the behavior or actions that you are providing feedback on, rather than on the person.
- Example: "During the last sprint, there were a few instances where your communication with the team could have been clearer. Let's work on improving our communication going forward to avoid any misunderstandings."
- Offer solutions: Provide specific solutions or suggestions for improvement. This can help your team members understand how they can improve and feel more motivated to make changes. If you have a solution or action plan right away, that’s OK. You both can take time to brainstorm possibilities.
- Example: "I noticed that you've been struggling with a particular coding challenge. Perhaps some training sessions or taking an online course to improve your skills in that area might help. What do you think?"
- Follow up: Check in with your team member after providing feedback to ensure that they understand the feedback and are making progress towards improvement.
- Example: "Thanks for taking my feedback on board. Let's check in next week to see how things are going and discuss any further"
Addressing concerns or issues
Giving your team a safe environment to discuss concerns or issues allows managers to identify and resolve hiccups before they escalate and become bigger problems.
Prioritizing career development
Helping employees identify areas for growth and development, as well as provide guidance on how to achieve their career goals is essential for long-term success.
Aligning team members Bringing team members together
Carving out time on a regular basis (i.e. monthly) to review team objectives, discuss progress, and identify areas for improvement is key to making sure your team is working toward the same goals.
Offering recognition and rewards
Recognizing and rewarding team members for their hard work and achievements can boost morale and motivation. Regularly acknowledging successes, offering praise, and discussing rewards creates an environment in which everyone feels trust, safety, accountability, and equity.
How to prepare for one-on-one meetings
Be consistent but flexible
To create consistent and open communication, establish a regular cadence (weekly or bi-weekly) for one-on-one meetings with each team member. However, leaving room to adjust as needed is crucial. For instance, if a team member is struggling with a particular issue or project, you may decide to increase the frequency of your one-on-one meetings to provide additional support and guidance.
Give ample time
The length of one-on-one meetings between a manager and a team member can vary depending on the needs and goals of the team member and the availability of the manager. However, a typical length for a one-on-one meeting is between 30 to 60 minutes. It's important to note that the length of the meeting should not be the primary focus, but rather the quality of the conversation and the outcomes achieved. The meeting should allow sufficient time to cover the key topics on the agenda and provide an opportunity for open and productive communication between the manager and team member. The one-on-one meeting should be focused on the team member's goals, challenges, and development. Give the team members ample time to speak and share their thoughts, ideas, and concerns.
Provide an agenda
Before your one-on-one meetings, take some time to review the team member’s recent work. This will help you identify any areas where the team member needs additional support or guidance. Use this information to create and share an agenda 24 hours prior to the meeting that outlines the topics you want to discuss. Here's a sample agenda:
|
Topic |
Summary |
Time |
|
Check-in |
Begin the meeting by asking how the team member is doing and if there are any updates or concerns they would like to discuss. |
5 mins |
|
Progress and accomplishments |
Review the team member's progress on current projects and discuss any accomplishments since the last one-on-one meeting |
10 mins |
|
Challenges and obstacles |
Discuss any challenges or obstacles the team member is facing and work together to identify potential solutions. |
10 mins |
|
Feedback |
Provide feedback on the team member's performance, including strengths and areas for improvement. Encourage the team member to provide feedback on your performance as well. |
10 mins |
|
Goals and development |
Set goals for the team member, both short-term and long-term, and identify actionable steps to achieve them. Discuss opportunities for growth and development within the team or organization. |
15 mins |
|
Action items and follow-up |
Recap the key takeaways from the meeting and identify any action items and next steps. Follow up on action items in the next one-on-one meeting. |
5 mins |
|
Wrap-up |
End the meeting by thanking the team member for their time and contributions, and reiterate your support for their success. |
2 mins |
Questions to ask yourself before your next one-on-one
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Career desires |
What does each team member see as their next role? |
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Does each team member have a career plan, or are they seeking guidance? |
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What are their aspirations for their next role and how can we help them get there? |
|
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Team skills |
Who are your high performing team members? |
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Which key skills does each team member own? |
|
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What do they enjoy doing the most? |
|
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Which projects did they excel at? |
|
|
What is their main area for improvement? How can I help them improve? |
|
|
Who works in a close capacity, and which team members rarely speak with one another? |
|
|
Strategic team alignment |
Does everyone on the team feel on the same page? |
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How is team communication? |
|
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Are there frequent fire drills, and how are fire drills handled? |
|
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Is anyone carrying significantly more weight? |
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How are they feeling about their workload? |
|
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What obstacles are they running into with their current work projects? |
|
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What makes their job harder? |
|
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Is there anything I can do to be more helpful leaders to them? |
|
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Do team members know the strategy for the quarter and year? |
Questions to ask during one-on-one meetings
By asking the right questions during one-on-one meetings, you can encourage your team to share thoughts and ideas and support development and career growth.
Here are some questions to ask:
|
Type |
Use case |
Example |
|
Open-ended questions |
Use open-ended questions that encourage team members to share their thoughts and ideas in detail. |
"What's been challenging for you lately?" or "What do you think could be improved on this project? |
|
Clarifying questions |
Ask clarification questions to ensure you fully understand your team members’ perspective. |
Example: "Can you explain what you mean by that?" or "Can you give me an example of what you're referring to?" |
|
Follow-up questions |
Ask follow-up questions to explore a topic in more detail. |
"How did that make you feel?" or "What do you think we could do differently next time?" |
|
Goal-oriented questions |
Ask goal-oriented questions that help your team members focus on their development and career aspirations. |
"What are your career goals in the next 12 months?" or "What skills do you want to develop in your role?" |
End the one-on-one meeting on a positive note, acknowledging the team member's progress and accomplishments. Provide clear expectations for the next meeting.
How to handle difficult conversations
Listen
Actively listen to your team member's concerns and show genuine interest in their perspective. This can help build trust and encourage more open and honest communication.
Stay calm
Keep the conversation focused on the issue at hand and avoid getting emotional.
Focus on solutions
Brainstorm ideas together and come up with a plan for moving forward.
5 reasons why taking notes matters
It’s important to capture key points and action items, but also to be present and engaged in the conversation. Your notes don’t need to be a transcript, rather use a consistent format or template to recap the conversation. You can use a shared document or note-taking app, to keep your notes organized and easily accessible. Here are five reasons why meeting notes are essential to success.
- Document progress: Taking notes can help you document the progress of your team members and keep track of their goals, accomplishments, and areas for improvement.
- Prepare for future meetings: Notes can be used to prepare for future one-on-one meetings and ensure that you are following up on action items and addressing any ongoing concerns.
- Identify patterns: By taking notes on common themes or issues that arise during one-on-one meetings, you can identify patterns or trends that may require further attention.
"John expressed some concerns about workload and time management. - Provide feedback: Notes can be used to provide feedback on the team member's performance and identify areas for improvement. "Steve has been struggling to meet deadlines lately. Let's work together to identify any obstacles and come up with a plan to improve."
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Demonstrate active listening: Taking notes can demonstrate to your team member that you are actively listening and engaged in the conversation.
4 tools to enhance your one-on-one meetings
There are many tools available for capturing one-on-one meeting notes and actions as an engineering manager. Here are some we’ve found helpful:
- Note-taking apps: Apps like Evernote, OneNote, and Google Keep are popular for taking notes during one-on-one meetings. These apps allow you to create notes, tag them for easy organization, and share them with others.
- Task management tools: Tools like Trello, Asana, and Monday.com can be used to track action items and deadlines discussed during one-on-one meetings. You can assign tasks to team members, set due dates, and track progress.
- Communication platforms: Platforms like Slack, Microsoft Teams, and Google Chat can be used to record notes and actions during one-on-one meetings in a dedicated channel or chat. This allows you to easily reference past discussions and keep all related information in one place.
- Dedicated software: There are many dedicated software solutions available specifically for one-on-one meeting management. Examples include Lattice, 15Five, and Reflektive.
By prioritizing regular check-ins with your team, you can improve communication, foster stronger relationships, and ultimately drive better business outcomes. If you're looking to take your staff augmentation efforts to the next level, Trio can help!
With our experienced team and comprehensive solutions, we can provide the support and expertise you need to achieve your goals.
Visit our website today to learn more.