Frequently Asked Questions (FAQ)
Staff Augmentation
We have capabilities to provide you service in your country and remotely from India and East Europe. Depending on your requirements and budgets, we source the candidates onshore, offshore, or from a 3rd country
Yes, this is one of the unique offerings of Bridgentech. not one size fits all, and therefore the client is free to choose and switch between various staff augmentation options.
Sometimes you are not looking for a solution. You have a clear-cut answer or defined path and, unfortunately, not enough resources which can fulfill those requirements and complete those tasks on time; staff augmentation helps you in scaling up or now fast and at the same time gives you enough time to decide on your recruitment strategy for long term.
Unlike generic recruitment and IT services firms, we act as a hybrid avatar of both given our technical experience and capabilities in the IT services industry
We have a 5-stage waiting process. We do not just rely on resumes. Instead, we pre-filter do thorough background checks, assess them through client interviews and assignments and evaluate their experience as well as their cultural fit before fitting the candidates into your requirement bracket.
The ideal strategy in our experience has been two initially recruit as a contractor from offshore judge vet and train the candidate for up to 6month to 1 year before taking a call about hiring onshore or continuing the status quo.
We provide onshore nearshore and offshore staff augmentation with options of training contract to hire infrastructure support and migration for the candidates jointly selected by you and us.
If the candidate does not get finalized, we ask our companies to make zero commitments and binding decisions. Even after shortlisting once the candidate starts as a contractor during that phase, we share the risk of delivery with the client once it has decided to hire the candidate permanently offshore or onshore that is the moment when we ask for the client to make a dedicated commitment to safeguarding the career prospects of the future employee working with the client and going through international migration.
If the candidates are not performing during the shortlisting stage, they will not get selected.If the candidates are not performing during the contractual phase, the client can decide to terminate the contract with a simple two to four weeks’ notice and immediately if it is about the dereliction of duties of the candidate. If the candidate is not performing during the migration or permanent hiring stage, the client is free to decide the next course of action for the candidate without any involvement of Bridgentech.
Yes, they can discontinue the services or replace the candidate without interrupting service without facing any financial implications or losses; this is applicable from shortlisting till the migration stage.
At no point in time, the companies are going to incur a charge of halting a service, except at times when they have decided to discontinue the service because of a business decision, they may have to serve up to 4-8 weeks of notice to Bridgentech, which would be pre-agreed
Our recruiters are mostly ex-IT engineers with a minimum of 5 years of experience in its recruitment for European, US, and Indian markets. On top of that, we also leverage the expertise of our delivery managers to simplify the job descriptions in terms of what fundamental task of the job instead of industry jargon. On top of that, there is our 5-stage filtration process which we have described before to read more about it please click.
Because it can minimize the risk organizations face when they are making a hiring decision for the long term, you have enough time to decide if a candidate would be a good fit for your organization or not. During the entire process of making that decision, your work will not stop, and your bond with the contractor will only improve, which makes it a win-win situation for the client, the consultant, and Bridgentech.
Contract to Hire is not a new concept except for the European markets where labor laws are very stringent, but with the economies easing up, it is becoming the more prevalent form of hiring.
We do this by ensuring that the consultants are doing a great job on exciting projects, getting enough mentorship, guidance from the client-side and Bridgentech managers. There is no way to legally bind an employee from joining or leaving except the notice period that must be served. So, while we ensure that the consultants are getting the best environment to work in, that is a joint responsibility we must share with the client to make sure the consultants are regularly challenged with exciting opportunities and engaged with good work to do.
Unfortunately, if the consultant must leave in the middle of the project, they would be serving us notice. Ranging between 2 to 4 weeks in the interim, we would be replacing the candidate with another one with similar skills on the project providing enough time for a technical handover and bearing the entire cost of their transition till the new resource can deliver the same quality if not more like the previous consultant.
Talent Delivery
Talent delivery is quite a simple option as it involves mostly getting the candidates matching the right skill sets and motivation where most of the companies fail in looking beyond the resume, understanding the social network the candidate belongs to and understanding the bases of the candidate as well as his skill gaps. We look for all of that. Our blend of technical recruiters and delivery managers who are shortlisting and guiding the candidates during their contract employment ensures the quality the generic recruitment agencies cannot match.
We have many flexible options to choose between fixed price percentages or success-based pricing for recruitment solutions. Contact us today! We would love to provide you a free one-on-one consultation on what pricing would suit you best.
Training Model
Occasionally, as the technology landscape changes, the candidate must go through Upskilling on various technologies matching the client’s demand for their existing or future projects. During the contractor phase, we share the price of such training and coordinate to arrange training for these candidates to make them technically stronger and sharper.
Additionally, if a candidate gets selected for moving onshore from a 3rd world economy, he will face many Intel cultural challenges on top of the language barriers. We bring in the right set of intercultural Industry veterans to train them to overcome these challenges.
It is a unique offering because we understand the value of merging inside the culture for the long term with the organization and its nationality.
Additionally, if a candidate gets selected for moving onshore from a 3rd world economy, he will face many Intel cultural challenges on top of the language barriers. We bring in the right set of intercultural Industry veterans to train them to overcome these challenges.
It is a unique offering because we understand the value of merging inside the culture for the long term with the organization and its nationality.
Pricing Structure
Depending on the candidate, we Pre-agree on a rate card for the hourly, daily, or monthly billing.
There are zero costs of shortlisted candidates for the client and a one-time fee if you decide to hire the consultant permanently after the pre-agreed duration
We stand by what we say. If you are not satisfied, we will keep presenting you with the proper resume that matches your business needs. During the contract stage, you also do not have to pay for the infrastructure support and the project manager who will guide the project as it is a cost borne by us to ensure the high quality of delivery.
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