Category: Buy Hours

cost-your-software-development-project

How Do I Quote Costs For Software Development Projects?

Recently, while conversing with one of my clients, I realised how costing their dream project has become challenging altogether. Costing your software development project means you have to take care of all the nitty-gritty. Costing depends upon the following factors: Size of the project The complexity of the project Design of the project Team composition Platform used Size of the project To understand the cost behind the software development project, you have to understand the project’s size. Size also represents the scope of the project. The requirements that reveal the added features on the pre-existing ones. This will further make you understand the software requirements. Thus, the cost depends upon all. Yes, sizing the project means you cannot leave a minute detail out of it. Or else it is going to show the disparity in cost amount. For sizing the project accurately, follow this checklist. The complexity of the project Complexity plays another important role in costing. Complexity comprises of features required for the development project and thus how you want the features to e designed and put together. Thus the navigation and UI/UX also comes with it. The third element that comprises complexity is the technology required to make those features work. Therefore to cost-effectively, you need to have a clear understanding of these elements. Design of the project The design comes after deciding on the complexity. You understand the market trends and customer behaviour and then decide on the designing part. For example, in the food ordering mobile application, which one will you prefer while ordering the quantity of the same product? Do you want to increase the quantity one y one with the ‘+’ sign, or do you want to type manually or choose the number from the drop-down box? Thus all these matters when designing an app, and the costing depends upon it. A checklist to follow for deciding on the creative design. Team Composition  All these require a team, and for composing your team, you need to choose the right talent. Fortunately, today software development companies have different engagement models or hiring models to hire the resources as per your business objective. You can also opt for a pay-as-you-go model. Platforms Lastly, it is important to decide which platform your application will run and what technology stack should be used to achieve the same. There will be an introductory rate for developing a project, but creating something that will cater to the niche segment requires advanced technology and unique design, which adds to the project’s cost. There are three popular platforms for software development projects – Android, iOS and web applications offered to the client by software development partners. Today users are using various platforms, and thus to stay future-ready, founders need to build different versions of applications for different platforms. Software development cost depends upon various matters apart from the five key factors mentioned above. It also relies on the region of the world from where you hire your developers. In North America, hiring a junior developer takes $90 to $100 per hour, whereas, in Asia, the hourly rate for senior developers varies from $25 to $35.  So when you find costing complicated, always start from the basics and then go up to the complexity. An MVP features also give you a costing idea. After that, find out the design and creatives required to enhance customer experience. Often in low budgeting, developers overlook the market trends and user experience. Thus along with costing, taking care of the quality of the project is important. Remember, you are paying for the brains, too, along with the hands.

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Talent as a Service: Accelerating the Trend towards a Flexible Workforce

What happens when a project requires a particular skill or talent which you don’t have? Or want on your current payroll? What are your options as a Project Manager then? TaaS is the answer to such situations. After Software as a Service (SaaS) and Platform as a Service (PaaS), Talent as a Service is the latest disruption in the human resources sector that will soon replace the workplace as we know it. TaaS has brought a whole new dimension to crowdsourcing, bringing about an uberisation of the workforce. TaaS sources labour from the crowds by opening the workplace for grabs people best suited for a particular project. In other words, this gig economy will help propel talent across projects and organisations based on the former’s interest areas and the latter’s demands. It heralds a new generation of workers with highly specialized and directly relevant skills towards a better allocation of peripheral work. How TaaS can Transform your Business Liran Kotzer writing for The Huffington Post candidly states, “…with the economy in an uncertain state the pressure on these [small and micro] businesses to keep other costs in check is high.” That would explain why companies are now rushing to embrace the TaaS model. It not only enables them to enjoy flexible access to the right talent at the right time for the right price but also lowers the cost of retaining skills by a considerable margin. The scalability offered by TaaS, to roll out projects based solely on demand, is creating ripples in the world of recruitment as we speak. Given the steady invasion of the demand hiring culture into the modern workplace, blending the traditional Full-Time Employee (FTE) business model with a regular rotation of contractual workers don’t need to be as daunting as it sounds. TaaS is here to simplify the workspace, to deliver your timely needs and it inarguably costs less than hiring a new employee. According to The Economic Times, a lot of Indian IT companies including Infosys and Wipro are exploring the idea of an uberised workforce, with their own flexi-staffing models. The article speculates the possible reason that is catalysing this trend today : “What is driving this trend is the changing preference of the young workforce more than the market uncertainty and political situation in their largest market, the US.” Here are the three tenets of TaaS explained with hypothetical use cases : Flexibility and Expertise A fashion logistical company wants to rebuild their business plan and pitch an attractive deck to their prospective investors. None of the existing employees have ever drawn up a business plan before. At the same time, they will have better insights into what needs change and what stays, more than any consultant or new employees. At this point, the firm can recruit a designer with a background in fashion, retail, logistics, and design, to curate the deck for the company. Minimising the cost of FTE A firm has an AI and IT engineer on board but he has very little knowledge of UX design. It makes little sense to recruit a developer at this time for a short-term project. So the firm can hire a UX designer at this point to develop their website design. Increased Efficiency with Time Consumption A company is redesigning its brochures but their in-house team has very little knowledge of graphic design. An intern from the marketing team is willing to give it a try but it will take her a couple of days at least to learn the basics of Photoshop and even then it won’t be the same quality of an expert. There is no justification for hiring a full-time designer at this juncture; instead, it would be best in the company’s interests if they reach out to the designer designed their visiting cards once before. Things to keep in mind while adopting a TaaS model Incorporating Talent as a Service will sound as good in your company’s portfolio as it does on paper. To adopt it in your daily operations and for a seamless merger between the traditional and modern workplace, here are a few key points you must bear in mind. According to Rob Biederman, co-founder, and CEO of HourlyNerd, the model is especially suited for marketing, operations, and finance: these departments would be your best bet if you want to test the waters. While trying TaaS out for the first time, start with a small pilot project to gain experience in hiring and managing talent before investing in a large project with a lot at stake. While working with a flexible talent pool, allot and carve out distinct chunks of work and establish clear deliverables and deadlines with strong communication. Before and during talent acquisition, do your research and only recruit from a reputable source/agency/recommendation and follow it up with a strong vetting process. It trends set to improve Taas According to a report by Intuit, the number of on-demand workers in the US is expected to double in the next four years to almost 9.2 million. It won’t be long before the brick and mortar office is a thing of the past as where and how people work will change due to emerging Internet of Things (IoT), Cloud phenomenon and mobile technologies. Working in the cloud will increasingly shift work lives away from corporate office altogether and toward an in-my-own-place, on-my-own-time work regimen. “Gen Y will continue focusing less on physically spending time at a job site and more on getting the job done. Connecting through the cloud will allow Gen Y to success on the move and approach the work/life balance they desire.” As cloud computing keeps extending to every job sector, businesses are increasingly recognising that Cloud technology can be taken further to tap a virtual, global labour pool. This will in turn increase productivity, maximise the elasticity of their existing workforce and reduce labour costs.  To effectively minimise fixed labour costs and maximise productivity, enterprises of the future must be ready to work with

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