How we staff a dedicated nearshore team in Bosnia (step-by-step)
From the first call to a running team: role mapping, screening, interview-ready candidates within a week, and who owns what once the team is live.
Staffing a team in another country goes wrong in the same two places every time: a profile nobody agreed on, and an unclear line between who directs the work and who employs the people. The sequence below exists to close both.
Step 1: map the role
We go through the roles with your engineering leads: stack, seniority, working practices, and the interview loop you want to run. This is the step that decides everything downstream, so it happens before any sourcing.
Step 2: source, screen, and show candidates within a week
We source and screen against that profile, and you get interview-ready candidates for the agreed roles within one week, on a service level agreement (SLA). You interview and decide. We handle offers, contracts and onboarding once you say yes.
Step 3: onboard into your world
The team joins your tooling, your access process and your security requirements, not a parallel setup of ours. Equipment, employment paperwork, payroll and premises sit with our Bosnian entity, and you get one euro invoice.
Step 4: operate
Daily oversight, coaching and follow-up are part of the service. The team works to your priorities and your workflow, in your ceremonies. Retention is our job: the people are our employees on local contracts, which is what makes the same team still being there next quarter our problem rather than yours.
Step 5: keep the exit open
If you may want the team in-house later, the buy-out window goes into the contract from day one, at 12, 18 or 24 months. If you never use it, nothing changes and the team keeps running as it is.
Frequently asked
Who decides which candidates join?
You do. We source and screen against the profile we mapped with you, then you interview and decide. Nobody is placed on your team without your yes.
What does "interview-ready" mean?
Screened against the agreed profile: stack, seniority, working practices and the interview loop you described. Not a CV dump from a database.
Who manages the team day to day?
We do, on the employer side: coaching, follow-up, HR and admin. Tasks, priorities and workflow stay with you, so the team works in your process rather than a parallel one.