Blogroll Revised

I’ve been off my blogging duty for almost a year; needless to say the blog has lost some of its pooling power, traffic, and most important its up-to-date-ness. And even though my focus has never been on “current affairs” and most of the content here is not very time-sensitive I owe to myself and the audience some serious housekeeping / refreshing. The first task is to revise the blogroll – most permanent battery of links on the topic. Unfortunately some of the blogs I used to enjoy are no longer active and some do not even exist anymore. The good news is that some of the old-timers are still going strong, and there are a few new ones with interesting content.

So RIP “Go East – Outsourcing to China”, “Offshore Outsourcing Center”, “Offshore Outsourcing to China”, “Offshore Outsourcing World Blog”, “Shared Services & Outsourcing Network”, “Software Sweatshop”, “The Dao of Outsourcing”… These blogs no longer exist or have moved on to a completely new topic. Sadly, a lot of casualties; and some really interesting material is no longer available.

It looks like a few blogs are dormant or reached the end of life such as “Services Shift by Robert Kennedy” but given that some good data / info is still there I may keep some of these links.

And the good news is that nature abhors a vacuum and thus we have an opportunity. Either my blog will become wildly successful again or we’ll see even better blogs coming up soon enough.

Application Release and Acceptance Guidelines

Oh, not again… How many times do I have to go through a basic process of application release and acceptance? Yet, here it comes again. Lack of understanding of software testing basics, misunderstanding of the roles severity and priority, bizarre views of the acceptance process. It seems like déjà vu all over again ;) And so far I’ve seen it with it with every small offshore s/w development shop that uses waterfall or similar type of process.  So with no more ado let me just state these ABCs of the application release and acceptance…

To accept or not to accept the software should not be a philosophical question. As a matter of fact it should be as subjective as reasonably possible. To stop feelings and egos getting in our way we need to start with setting up a process of release and acceptance. For example, something as simple as that:

Release & Acceptance Process

  1. Offshore team delivers the software change package (SCP) to my secure FTP site. The SCP must include properly named and versioned build, configuration files, metadata, resources, and release notes.
  2. My release team takes the SCP and installs it on User Acceptance Testing environment. If installation is successful release team notifies offshore team. Project Manager and QA/UAT team. If install fails the release team notifies offshore team and Project Manager.
  3. QA/UAT team performs testing according to test plan / strategy that is based on the nature of changes included in SCP. If the system passes Acceptance Criteria QA/UAT team notifies offshore team, PM, Release Team, and Product Manager and clears the SCP to be promoted to staging/production. If the system fails to passe Acceptance Criteria QA/UAT team notifies offshore team, PM, and requests a replacement SCP.

Continue reading

Recruiting: Getting Organized

Nick Krym:

An old post that I wrote for me CSM blog. It applies equally well to onshore and offshore hiring.

Originally posted on Common Sense Management:

One of my friends has a pretty amazing quality – he manages to pack unbelievable amount of activities in his life. He spends every weekend, holiday, vacation day in actions and activities with his friends and family. The main difference between him and many of us that his activities are typically complex and require a lot of preparation, for example a scuba diving trip to the Great Barrier Riff, hiking in Peru, or racing in Sea of Cortez.

Anyone who has ever been on one of those trips knows that the key to having fun and enjoying these trips is careful planning. Even a day trip on a familiar trail can be easily ruined by lack of preparation. Planning takes time, as a matter of fact a lot. For some of outdoors enthusiasts planning trips becomes a full time job. But how many of us can afford to spend so…

View original 287 more words

5 C’s of offshore success

I just got off the phone with David, an old friend of mine and a VP of engineering for a stealth startup in Boston. His team is doing very well, and who knows, we all may hear about him and his company pretty soon. Needless to say, after half an hour discussion of his great idea and the business model we dove into technical aspects. My friend’s technology stack selection is of no surprise – RoR, MySQL and DynamoDB running on AWS. His SDLC is also far from innovative – SCRUM. What I found rather unusual for this stage of the game was a heavy utilization of offshore that he described as one of strategic decisions he made early on. Over 80% of his engineering workforce is based in Argentina, and given the fact that he’s never been outside of this country, it was somewhat a surprise. David rates his experience of using offshore as “one of the smartest moves I’ve done”. We let the time be the judge of that, but in meanwhile a few observations –

David’s motivation for using offshore was very common – bootstrapping the company with current local salaries is close to impossible, finding local talent is not easy and far too time-consuming, especially, getting agile web development skills. So offshore seemed like a sensible path to take. Near-shore preference came from his “control freak” nature. “I just want to see them on the Skype, want to be able to check, ask, re-focus in real time. Time zone differences is not for me.” Having gone through a lot of “bad” and very little “good” experience with offshore he used a small advisory firm to find partner and manage the offshore relationship. But that was not the key to success. “What makes us successful in using offshore are the 5 Cs -

  • Clarity – know exactly what the goal / objective is, what result/outcome you expect – in a great level of details.
  • Conviction – be absolutely sure that you can achieve your goal / objective – research, analyze, what-if to death, and then cut off alternatives and move forward.
  • Commitment – be prepared to put the effort required to achieve your goal / objective; the problems will happen, don’t let them deter you from the path you’ve chosen.
  • Consistency – execute with persistence, keep your eyes on the ball; do not drop best practices, even though they seem at times to be nothing but unnecessary overhead.
  • Collaboration – make sure that every aspect of your activities has been properly communicated to every member of your team, discussed and accepted by them.

I asked David whether it’s possible that he just got lucky with his partner, but he did not support that idea – luck has no place here since it begins with L :D

Offshore Fears and Disaster Recovery Planning

fearThe most common emotion associated with introduction of outsourcing in organization, running offshore engagements, and even terminating relationship with an outsourcing vendor is fear. At least that is what I’ve observed over the years. Fear comes in many shapes and forms – anxiety, worry, distress, alarm, panic, paranoia and so on. We worry about so many things – deadlines, turnover, communication failures, key contributors… the list goes on and on.

We worry about many things, and most of them never happen. As a matter of fact, experience shows that 99% of things that we worry about to do not happen, and when things do happen events come at us so fast that we have no time to worry.  Yet we continue to live in paranoia thoroughly convinced that outsourcing world is out to get us. Continue reading

Another Offshore Manager Daily Routine

daily routineA good friend of mine, Alexey, is an “offshore manager” for a mid-sized technology company with offshore offices in Ukraine. After reading my last post he decided to sent me his daily routine. I put “offshore manager” here in quotes since it’s my friend’s role, not the title. Anyway, in his case ODC is wholly owned by his company, and he has a full time job of overseeing development and QA activities performed by the offshore team.

Interestingly enough, Alexey is not an engineer, but for all intents and purposes is a project manager, very good one. His team in Ukraine is over 60 people and is responsible for product that generates at least 50% of his company revenue. Alexey’s offshore team is doing exceptionally well and is considered one of the key ingredients of the company’s success.

I think in a large degree offshore team success is due to Alexey’s work, leadership and unyielding dedication to quality. And now without further ado let me present slightly edited Alexey’s daily routine –

  • 15 min Categorize (not read) emails received
  • 90 min Participate in up to 3 daily SCRUMs (high risk projects)
  • 30 min After SCRUMs I usually have 1 or 2 one-on-one meetings with my team members scheduled at this time. My goal is to follow up with each tech / QA lead at least once a week, with every other member of the team – every other month. Most often via Skype. Meetings are scheduled in advance as recurring appointments.

Continue reading

Offshore Manager Daily Routine

Last night I met with Chris, an old friend of mine who manages relationships with a large group of software developers and QA engineers located in Campinas, Brazil. He’s been working with this team for over a year after being brought in for a short term contract – an offshore “rescue” operation. The relationship between his client and offshore provider was going nowhere quick. Milestones missed, quality of deliverables deteriorating, blame shifting and finger pointing proliferated. The relationship was clearly falling apart and management frustration reached a point where they no longer were prepared to deal with the vendor.

Apparently the history of the offshore relationship for Chris’s client was rather consistent – find a new vendor, go through 3-6 honeymoon period, then things start braking here and there, the company attempts to improve situation by assigning one of the employees, s/he attempts to salvage the situation, but after a some period of temporary improvements things go from bad to worse and the search for a replacement vendor is initiated… and the cycle repeats. By the time Chris came on board his client was on fourth vendor, this time a small company from Brazil.

The problem was “100% with the vendor” – “lack of understanding of the company’s objectives, poor English and overall communication skills, high turnover, mañana attitude, etc., etc.” – at least that what was what the client told Chris.

Continue reading