Need to transform legacy architecture? Start by re-designing your Tech talent model

Technology companies often become victims of their past successes. Well-proven architectures become encumbered with patches, plugins, driver accommodations and a bloated codebase. Too many features become interdependent. Documentation becomes unwieldy, disordered or incomplete. Programmers familiar with key modules move on and even customer support may have been outsourced.

Not least, a culture of business management rather than technical management seems to take over as markets expand. That’s fine – until you need to re-develop your key products. When you need to transform these legacy architectures, the best way to begin is by upgrading your talent model.

Agile helps…

Agile collaboration and iteration helps you to keep development in step with new or evolving customer expectations. It doesn’t separate your coders from other departments in the business and lets everyone get on with what they’re best at without waiting for landmarks to be signed off. Overall development is accelerated and documentation (with a little discipline) is constantly updated along with the code.

Introducing an agile approach can help you to reinvent your organisation, let alone your products.

…but is it enough?

The agile philosophy is supposed to protect you from hitting delays, obstructions, disputes, conflicts and disappointed customers, and it does – up to a point.

Agile teams have a finite size; they can’t embrace all players all of the time, so they stumble when they interact with or depend upon outsiders or newcomers. Outsiders can be another company team, a partner, or agency staff that come and go. Continual development doesn’t automatically guarantee continuity. Consequences include delivery delays, inadequate documentation, miscommunication and declining morale.

The biggest obstructions to truly efficient agile development are poor talent management and rigid expectations from senior personnel who don’t really understand agile and lean approaches to product development (which is basically the same thing).

Better talent management

Executives in high-tech businesses know they have to procure talent to be competitive, but they don’t always go about it the right way.

No matter how superbly your senior executives do business, it is ultimately the product that sells the product. If you don’t recruit executives who are sufficiently technically involved, your agility will decline. If you don’t promote experienced developers into management, you will lose them and your continuity leaves with them.

If managers lapse into thinking of product development in terms of finite “projects”, instead of as a continual customer service, there is a temptation to lean too heavily on temporary staff or external collaborators. No workload is entirely uniform, so agencies are great, but there is an ideal mix of permanent staff and short term assistance.

Outsourcing can weaken a business. How can you transform an enterprise that doesn’t actually employ the staff, or own all the data upon which it depends? Contractors can gain control of the intellectual property you need to stay competitive. Outsourcing customer service or telesales insulates you from your customers and sacrifices control of critical resources.

Headhunting for permanent technically adept staff who will stay and lead the company forward is essential for keeping both the production and wider company genuinely agile. RC&A can help you solve the senior digital resourcing deficits that are holding your company back.

 

Don't just take our word for it

  • Tom Salvat, CEO, CONCURED
    "As a fast-growing start up, we need great people with a tough set of skills to find. They need to be hungry, experienced and fit the culture of a business that is always adapting and growing. Finding these people using Linkedin and other job boards is tough, time-consuming and rarely bears fruit. Ross has always been able to uncover gems for us, and we are benefiting greatly from his skills at CONCURED. Ross has a rare ability to really understand the business, the culture and the people that will nail the role. I couldn't recommend him highly enough, and he is the only recruiter we deal with"      
    - Tom Salvat, CEO, CONCURED
    Tom Salvat, CEO, CONCURED
  • Tariq Mahmood, Enterprise Sales, Concured AI Content Marketing
    I am writing to express my gratitude to Ross Clifford & Associates who helped me successfully secure the role of Enterprise Sales Executive at Concured. Ross was extremely professional and understood the specifics of the job I required. I especially appreciated his fast response, transparent communication, and coordination in a timely and efficient manner.
    - Tariq Mahmood, Enterprise Sales, Concured AI Content Marketing
    Tariq Mahmood, Enterprise Sales, Concured AI Content Marketing
  • Jessica Cole, Editor – Redwood London.
    Ross is one of the friendliest recruiters I've dealt with. He was always attentive, quick to respond and ready to help with any questions I had. He's very professional, and not at all superficial like so many other recruiters out there. I would highly recommend him.
    - Jessica Cole, Editor – Redwood London.
    Jessica Cole, Editor – Redwood London.
  • Gareth Lofthouse, Founding Partner, Longitude.
    “We look for commercial people with a rare blend of talents. They need to be able to advise our blue-chip clients on thought leadership strategy. They need to be highly strategic and purposeful in uncovering opportunity. And they need the hunger it takes to thrive in a rapidly evolving business. RC&A were quick to understand our needs, they only delivered high-quality people for interview, and succeeded in getting us a winning candidate incredibly fast.”  
    - Gareth Lofthouse, Founding Partner, Longitude.
    Gareth Lofthouse, Founding Partner, Longitude.
  • Johnny Meredith, Senior New Business Manager, The Bio Agency.
    I can't rate or recommend Ross highly enough. He brings a thoughtful, personal approach to the process, carefully matching opportunities with candidates, through a good understanding of their priorities and skills. Throughout, he keeps candidates up to date in an open, honest way. A genuine pleasure to work with.
    - Johnny Meredith, Senior New Business Manager, The Bio Agency.
    Johnny Meredith, Senior New Business Manager, The Bio Agency.
  • Karen Troman, Office Manager & HR Co-ordinator, VoucherCodes.co.uk part of RetailMeNot
    Ross is the best recruitment agent I have worked with, he stayed in contact, kept me informed and was with me every step of the process. He also checked in with me during my first couple of weeks in my new role to make sure I was settling in. I wouldn't hesitate to recommend him.
    - Karen Troman, Office Manager & HR Co-ordinator, VoucherCodes.co.uk part of RetailMeNot
    Karen Troman, Office Manager & HR Co-ordinator, VoucherCodes.co.uk part of RetailMeNot
  • Neil Kettleborough, CRO & Co Founder, Chalk Social
    I have worked with Ross over 4 years now and he has always delivered a really high standard of candidate both at senior and junior level. His online knowledge is second to none and all the candidates he has put forward over the years have only good things to say about Ross and his work ethic.
    - Neil Kettleborough, CRO & Co Founder, Chalk Social
    Neil Kettleborough, CRO & Co Founder, Chalk Social
  • Helen Rosemier, Commercial Director, Professional & Financial Services Practice, Longitude
    Ross is a fantastic recruitment consultant -  extremely professional, meticulous, patient and supportive. Throughout the process, I felt he represented me really well and genuinely cared about my career and finding the right role. Thanks to Ross I am now in a role I love, working with a brilliant team. Very highly recommended!
    - Helen Rosemier, Commercial Director, Professional & Financial Services Practice, Longitude
    Helen Rosemier, Commercial Director, Professional & Financial Services Practice, Longitude

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