Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum.

Sed ut perspiciatis unde omnis iste natus error sit voluptatem accusantium doloremque laudantium, totam rem aperiam, eaque ipsa quae ab illo inventore veritatis et quasi architecto beatae vitae dicta sunt explicabo. Nemo enim ipsam voluptatem quia voluptas sit aspernatur aut odit aut fugit, sed quia consequuntur magni

With our partners, our clients and our communities, we are scaling these innovations and improving millions of lives around the world, now and for the future.

Each situation is different and we accommodate each client as needed. In general, however, we generally follow this outline:

• As soon as the contract is signed (and sometimes, sooner), we assign a Transition Team. This team is made up of one to three senior people with the appropriate skills and technology experience. More importantly, these are people who we’ve identified over time as being most adept at quickly understanding new situations and requirements.
• The Transition Team engages with the client, while, in parallel, we bring in permanent staff. As new staff comes in, they gradually take over.
• One of the functions of the Transition Team is to figure out any gaps in tools and processes (i.e., what we use versus what the client uses) and figuring out what to keep and what to complement.
• The Transition Team will also get started with requirements and architecture. When there’s existing software, the Transition Team will review it to identify weak areas and make suggestions for improvements.
• Once the first couple of members of the team are in place, we take advantage of our proximity and usually have an initial on-site visit for training, knowledge transfer and socializing with the client team.

We use several techniques/tools to stay in contact and keep track of things. Each team uses its own combination of tools.

• Daily meetings are a key practice. Maybe as part of a full Scrum process, but not necessarily. These short, 10-15 minute meetings are irreplaceable to keep the team in sync and make course corrections in a timely manner, as needed.
• Everybody in the team communicates online using Skype, Google, Adobe Connect, etc., throughout the day.
• Meetings Minutes.
• Collaboration portals, wikis, document sharing, etc.

We work very hard to find people who fit our culture, and have very good experience.  This is not just a “motherhood and apple pie” statement.  We’ve had the fortune of working with really high caliber people in the market and our expectations are pretty high.

Although the company is fairly young, as individuals we have a lot of experience hiring world-class technical staff.  We’ve gotten very good at recognizing and attracting the “good ones.”

Breadth and depth of experience is important and we look for that first, but sometimes we run into young talent with “superstar” written all over and those go to the top of the list as well.

First and foremost, candidates have a to have very good, fluent English, both spoken and written.

They have to fit and work well with the current staff.  Although people are assigned to specific clients, we all have to work well together as a team.

We can make the first few hires for a new team within eight weeks after the Kickoff.  For an out-of-the-beaten-path skill, it may take longer.

We maintain a pretty deep pipeline of pre-qualified candidates for various skills. Our recruiting staff is constantly sourcing candidates.

The other side of hiring is attracting the top skilled people.  This is made that much easier by our staff, who are very good in their fields and are very enthusiastic about working at Veebrij and communicate the excitement to new recruits.

It is our stated goal and company mission to become one of the top 10 best companies to work in the world.  And every year since 2008, we’ve had confirmation that we are right up there with the best of them!

No, we don’t just grab warm bodies.  In fact, we work hard (and smart) to find people who “think right,” have very good experience and are good team players.

We can do this, and do it quickly, only because we are always looking for talent and keep a long, up-to- date pipeline of candidates.

We follow a 10-step recruiting process and the first eight of those are completed as soon as a candidate is identified.  This is a significant, but strategic investment for the company.

1. Identify resume with appropriate skills and experience.
2. Initial, one-on-one phone interview to spot-check claims made in the resume
   • Ask candidates to be specific about what they did in their resumes.  Not what the company did, or their team did, but about their individual contribution.
   • Ask candidates to speak some English up front to determine if they are going to be capable of handling the Logic Test.
3. Most likely, we will also ask the candidate to transpose his resume to our format.  This is important for various reasons,
   • to make sure we have complete information on the candidate,
   • to make it easier to identify “holes” or weak spots in the candidate’s background,
   • to normalize our database of resumes, so they can be compared among each other.
4. The candidate is asked to take our Logic Test that checks out how self-disciplined the candidate is, not what the candidate knows (that comes later).  This has turned out to be an excellent tool to identify candidates who “think right.”
5. Initial, one-on-one phone interview to check level of spoken English.
6. The candidate is interviewed over the phone by one of our engineers to determine if we should do an in-person technical interview.
7. The candidate is interviewed by the folks in Hermosillo, in Spanish.  We’ve already checked English fluency earlier, so at this stage we want to figure out the candidate’s depth of knowledge in technical areas.
8. Next, the Task Interview is either a Pair Programming test for developers (including QA Automation developers) or a Manual Testing tasks.  This is as close as possible to the typical working environment.  The candidate can search the web for information, ask questions, discuss an approach, etc., much like it would happen throughout a working day.  During this interview we observe how the candidate works in teams, how they evolve their ideas, how fluent they are using their favorite tools, etc.
9. An up-or-down decision is made by the interviewing team in what we call the Thumbs meeting.
10. If the candidate gets a Thumbs Up, then he/she has a final interview with one or more client representatives.  At this point we are pretty confident that the candidate would make a great member of the team.
11. Reference checks happen.
12. Terms are negotiated with the candidate and an offer is made.

Once the offer is accepted,

13. Arrangements are made for the new employee, including the move, temporary housing, desk, computer, telephone, email, etc.
14. Our orientation program trains them in our tools and processes so he/she can become well integrated with the existing Veebrij team.

Our staff has a wide range of experience with many languages and platforms.  However, by design, they are assigned to specific client teams.  Because of that, when we sign up a new client we invariably have to staff a new team from scratch.  This gives us the flexibility to accommodate new technologies relatively easily.

So it really becomes a question of whether we can find people with specific experience in a reasonable timeframe.  The answer to that we can make the first hire for a new team within 3-4 weeks on average, six weeks max.

Besides recruiting the right people quickly, we have also demonstrated that we can integrate them into effective working teams just as quickly.

From previous companies, we’ve had the experience of hiring many people, very quickly only to end up with a number of competing approaches to designing and creating software.  Over time, these “camps” found it hard to work with one another, to the detriment of the business.  This time around we’ve made sure that we would not go through that experience again.

Because of the nature of our business, everybody is assigned to a long- term team and so when engage with a new client we invariably have to staff a new team with new people.  This gives us the flexibility to accommodate new technologies relatively easily because we can staff the team with people with specific experience.

The overall SDLC and development methodology does not change because of the technology in use.

Also, having expertise in multiple software technologies gives us the breadth to recommend alternatives that may increase your chances of success.

Yes, that’s true.  And that’s why we hire people with experience in the specific technology and eventually form “centers of excellence” (CoE) around the more popular ones.  We don’t always manage to do this, but our strategy is to hire very senior people first to create Centers of Excellence around them.

Currently, we can claim CoE around Java, .NET, J2ME, LAMP (including Python) and Lotus.  That means that for each of these technologies, we have a number people with a mix of experience that can leverage each other.

Having said that, we work very hard at hiring people with a demonstrated ability to learn new technologies quickly and can just as quickly spot the strength and weaknesses in new technologies.  Technology changes all the time and critical thinking is the skill for the long run.

It often makes sense to look for a vendor who has some experience in the overall market your product fits into (e.g., healthcare).  While the technologies in use may change, the functional demands of these fields do not, or do so only slowly, so you can leverage a vendor&rsquos experience to your benefit.

Veebrij’s turnover rate is very low, less than 3% as of this writing.

Turnover for technology companies is pretty low in general.  Ours is even lower because of the care we take in hiring, the company culture, our office environment, and the way the company is run.  The company has been ranked among the TOP 20 Great Place to Work in all over UK since 2010, we placed #6 in 2012.  We have also had the honor of being selected as one of WorldBlu’s Most Democratic Workplaces, since 2009.  All of this makes easier for us to attract and retain top talent.

This is the result of a number of things, not least of which is that in Veebrij people don’t jump around from job to job, even in the technology area.  It is generally frown upon (by friends and family as well as employers).  Once you’ve made a commitment is pretty hard to walk away form it.

In particular, it is very, very difficult to get anybody to move while they are working on specific deliverables or projects.  You have to catch them during transition periods.  Even then, leaving a company is a big deal and an agonizing decision.

The one thing that will get somebody to quit is when their employer is not living up to its commitments (explicit or implied).  A broken commitment is a license to walk.

At Veebrij we work very hard at creating an attractive place for creative people.  We take great care in hiring, the company has a very dynamic culture, our office environment is comfortable, fun, and technology rich, and the company is run very democratically.

Veebrij has been ranked among the TOP 20 Great Place to Work in all over UK since 2010, we placed #6 in 2012.  We have also had the honor of being selected as one of WorldBlu’s Most Democratic Workplaces, since 2009.  All of this makes easier for us to attract and retain top talent.

Our turnover rate has always been very low. In the last twelve months it has been between 2-3 percent.

The “magic” is that we treat each other as responsible adults. People are in control of their work lives. They are also responsible and held accountable for their actions, but not by some “higher” power but by their team.

• We are very careful in selecting the people we hire.
• We try our best to make clear commitments and then live up to them religiously.
• Veebrij is also a fun place to work at.  People like working with each other and it shows.
• We encourage people to take charge and lead. And they do.
• We work with very innovative clients that keep us at the bleeding edge of technology.
• We have a very nice, comfortable, fun office (OK, the parking lot is too small).

Veebrij has been ranked among the TOP 20 Great Place to Work in all over UK since 2010, we placed #6 in 2012.  We have also had the honor of being selected as one of WorldBlu’s Most Democratic Workplaces, since 2009.  All of this makes it easier for us to attract and retain top talent.