2023 workforce dilemma: Staff augmentation or independent contractors for your company?

Jul 17, 2023 |
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As remote work continues to gain popularity, companies are exploring new ways to hire talent from around the world. The COVID-19 pandemic and the availability of remote collaboration tools have shown that employees and contractors can be productive from anywhere. This has led to a shift towards outsourcing jobs overseas, allowing companies to address labor shortages, access talented workers, and reduce costs. In this article, we will discuss two popular hiring models for remote work: staff augmentation and hiring independent contractors. We will compare their benefits and drawbacks, and guide finding international engineering talent or posting contract jobs.

What is staff augmentation:

Staff augmentation is a hiring model that involves employing full-time software engineers from outsourcing agencies. These engineers join the employer’s development team under the guidance of a project manager. Unlike handing over an entire project to an outsourcing agency, companies directly manage and communicate with the augmented staff. Staff augmentation is ideal for specific jobs, experiments, or projects with limited planning horizons. It offers flexibility, speed, and access to a global talent pool. Companies can quickly close skill gaps without the lengthy process of recruiting and integrating in-house employees. Moreover, the costs associated with benefits, health insurance, and office expenses are minimized as they only apply to full-time employees.

Benefits and features of staff augmentation

Staff augmentation is particularly effective for fast-growing startups aiming to launch products and secure investments within tight timelines. The availability of contractors and the ease of replacing them make this model well-suited for such scenarios. By hiring through staff augmentation, organizations can focus on defining technical requirements, researching suitable agencies, discussing rates, conducting interviews, and signing contracts. The service providers simplify payment processes, ensure local compliance, and offer secure intellectual property transfer. However, it’s important to consider that the sourcing and hiring process may take longer if the agency does not have readily available talent. Additionally, contractors hired through staff augmentation may be less connected to the company culture, necessitating clear expectations and communication.

Here are some key benefits of staff augmentation:

  • Accelerates the development process: Staff augmentation allows companies to quickly onboard experienced software engineers, speeding up the development timeline and reducing time-to-market.
  • Flexibility in project duration: Ideal for specific jobs, experiments, or projects with limited planning horizons, as companies can hire contractors without extensive recruitment and integration processes.
  • Access to a global talent pool: Staff augmentation provides a wider range of skilled professionals from around the world, enabling companies to find the right expertise for their specific project requirements.
  • Cost-effectiveness: By hiring contractors through staff augmentation, companies can avoid expenses such as retirement contributions, health insurance, office expenses, and paid time off that are typically associated with full-time employees.
  • Simplified payment process: Staff augmentation services often provide locally-compliant contracts and invoicing, making the payment process smoother and more secure for both parties involved.
  • Replacement and trial period options: If a contractor is not a good fit or decides to leave, staff augmentation offers the advantage of easier replacements, allowing companies to maintain productivity and project continuity.
  • IP protection: Staff augmentation services often include secure IP transfer measures to protect sensitive data and mitigate the risk of information leaks.

Disadvantages of staff augmentation:

  • Sourcing and hiring challenges: One potential drawback of staff augmentation is the time and effort required to source and hire suitable developers. If the outsourcing agency does not have readily available talent, it may take additional weeks or even longer to find the right candidates. This can lead to delays in project timelines and hinder immediate resource allocation.
  • Potential cultural disconnect: Contractors hired through staff augmentation may have less exposure to and connection with the company’s culture compared to in-house employees. They may not fully understand the company’s values, communication style, or long-term goals. To mitigate this, managers must set clear expectations and goals for contractors and ensure effective communication channels are established.
  • Limited knowledge sharing: Contractors brought in through staff augmentation may not actively engage with different teams within the company or participate in cross-functional collaboration. This can result in limited knowledge sharing and hinder the transfer of valuable insights and expertise across the organization. Companies need to proactively encourage knowledge exchange to bridge this gap.
  • Lack of commitment: As contractors are not permanent employees, there is a possibility that they may leave the project prematurely if they receive a better offer or if they encounter personal circumstances that require them to discontinue their involvement. While staff augmentation agencies or marketplaces may provide replacements, unexpected departures can still disrupt project continuity and require time and effort to onboard new contractors.
  • Reduced In-office Collaboration: Unlike in-house employees, remote contractors hired through staff augmentation do not work on-site, limiting face-to-face collaboration and impeding quick problem-solving. Some companies prefer having their workers physically present in the office as needed to enhance knowledge transfer, facilitate immediate solutions to urgent issues, and promote team cohesion.
  • Skills development within the team: When relying heavily on staff augmentation, there may be missed opportunities for upskilling the in-house team. Each new project presents a chance to enhance the capabilities of permanent employees, fostering their growth and adaptability. Relying solely on contractors may hinder the long-term development of the company’s internal talent pool.

Exploring hiring independent contractors:

Hiring independent contractors involves engaging self-employed individuals to provide services for a company on a non-employee basis. Independent contractors are responsible for tracking their income and paying taxes through estimated quarterly payments. Companies can hire them for projects with limited planning horizons or short-term tasks through freelance platforms. Payment methods like digital wallets or money transfer platforms simplify international transactions. To ensure compliance with local regulations, a contract should include details about the services provided, project terms and duration, payment arrangements, and clauses related to non-disclosure and dispute resolution.
Benefits and Features of Hiring Independent Contractors:

Hiring independent contractors offers flexibility and access to a vast talent pool. Companies can pay them directly from their business accounts using various payment methods. However, it is crucial to ensure compliance with local regulations and taxation requirements. Independent contractors lack job security and often seek projects through multiple freelance platforms to maintain a steady income. Providing a detailed project description is essential to obtain quality results. While independent contractors do not receive employee benefits, they have the freedom to manage their own health insurance, vacation, and retirement plans. However, their income can be unpredictable, as it depends on the availability of work in the market.

Key benefits and unique features of hiring independent contractors:

  1. Flexibility and specific task focus: Hiring independent contractors provides flexibility in project duration and allows companies to engage specialists for specific tasks or projects. This agility enables businesses to scale resources based on their current needs without the long-term commitment of hiring full-time employees.
  2. Access to a diverse talent pool: Hiring independent contractors opens doors to a wide talent pool that spans across geographical boundaries. Companies can tap into global expertise and find professionals with unique skill sets, experiences, and perspectives to meet their project requirements.
  3. Cost-effectiveness and reduced overhead: Independent contractors are responsible for their taxes, benefits, and overhead expenses, relieving companies from additional financial burdens. This cost-effective approach allows businesses to allocate resources more efficiently, paying for services rendered without the need for long-term financial commitments.
  4. Streamlined payment processes: Companies can utilize digital payment platforms or global employment service providers to simplify the payment process for independent contractors. This ensures timely and secure transactions, regardless of the contractor’s location.
  5. Increased agility and adaptability: Independent contractors are often accustomed to working on different projects with varying requirements. Their experience in adapting to new environments and collaborating with different teams brings agility to the development process, allowing for quick onboarding and seamless integration into existing workflows
  6. Wide talent pool on freelance platforms: Platforms like Upwork provide access to a vast network of freelance professionals, making it easier for companies to find independent contractors with the desired skills and expertise. These platforms offer convenience in connecting with contractors and managing payments within a trusted environment.

While hiring independent contractors offers various benefits, it’s essential to consider potential drawbacks, such as the need for detailed project descriptions to ensure quality outcomes and the potential lack of job security for contractors. Proper communication and clear project requirements are key to maximizing the benefits of hiring independent contractors while addressing any challenges that may arise.

Disadvantages of hiring independent contractors:

  • Lack of job security: Independent contractors do not have the same level of job security as full-time employees. Their income is often unpredictable, as it depends on the availability of projects in the market. They may need to rely on multiple freelance platforms to maintain a steady flow of work.
  • Potential quality and engagement challenges: Independent contractors may not be as invested in the company’s culture and long-term goals compared to in-house employees. Ensuring clear project descriptions and expectations becomes crucial to obtain desired outcomes. Building a pool of experienced contractors can help mitigate these challenges.
  • Self-managed benefits and expenses: Independent contractors are responsible for managing their own health insurance, vacation time, and retirement plans. They do not receive regular salaries and their income can fluctuate depending on the workload available. Companies must be aware of these factors and consider the potential impact on contractor motivation and commitment.

Comparing staff augmentation and hiring independent contractors:

Both staff augmentation and hiring independent contractors offer similar benefits, such as access to a diverse talent pool and direct control over the development process. Replacing a contractor is easier compared to in-house developers, and costs associated with employee benefits are reduced. However, remote contractors may be less connected to the company culture. Working on-site can enhance knowledge transfer and facilitate quick problem-solving. It is important to upskill the in-house team with each new project.

When comparing contractors who work for software agencies with independent contractors, there are distinct differences in their employment status and benefits. Independent contractors are self-employed, which means they are not eligible for employee benefits such as health insurance, vacation time, and retirement plans. They are responsible for arranging and providing their coverage in these areas. Additionally, independent contractors do not earn regular salaries. Their income is dependent on the availability of work, making it unpredictable and more susceptible to fluctuations in the market.

In terms of guarantees and commitment, there are nuanced considerations. With independent contractors, there is no guarantee that they won’t find better offers and leave a project midway. On the other hand, contractors hired through staff augmentation may also leave, but in such cases, the agency or marketplace can provide replacements as a last resort. Moreover, staff augmentation offers additional benefits such as trial periods, developer onboarding, and customer success services to ensure successful project execution.

While staff augmentation and hiring independent contractors offer similar benefits, they also share a common drawback: a potential disconnect from the company culture. Remote contractors, whether in staff augmentation or as independent contractors, have a different level of connection and interaction with the company’s office culture. Some companies prefer their workers to be physically present in the office as needed to facilitate knowledge transfer and prompt problem-solving. Furthermore, each new project presents an opportunity to enhance the skills of the in-house team, promoting their growth and development.

In summary, although there are distinctions between contractors from software agencies and independent contractors, both hiring models offer access to a broad talent pool and provide full control over the development process. The advantage of easier replacement in case of mismatches or departures applies to both models, compared to replacing in-house developers and incurring compensation costs. However, it is crucial to recognize the potential disconnect from the company culture in remote arrangements. Companies can leverage each new project as a chance to upskill their in-house team and foster their growth and expertise.

Where to find remote talent:

To find independent contractors, companies can contact staffing agencies, post job openings on employment websites, or utilize professional networking platforms. Freelance platforms like Upwork and TopTal provide opportunities to connect with independent contractors. For staff augmentation, companies can hire outsourcing agencies that offer these services or explore talent marketplaces with a broader selection of contractors from different countries. Platforms like Astha.IT facilitates the process by connecting clients with suitable contractors.

When seeking independent contractors, organizations often employ similar strategies as they do for hiring full-time employees. They have several options to find these contractors or post-contract job opportunities. Some approaches include:

  1. Engaging headhunters or recruiting agencies: Companies can enlist the services of headhunters or recruiting agencies specialized in screening and sourcing independent contractor talent. These agencies typically earn a percentage of the contractor’s compensation for the first year.
  2. Utilizing professional networking websites: Platforms like LinkedIn offer a vast network of professionals, including independent contractors. Companies can leverage these platforms to connect with contractors who align with their project requirements.
  3. Leveraging talent acquisition platforms: Platforms such as Hired and Dice are designed specifically for talent acquisition. They provide access to a pool of skilled professionals, including independent contractors, making it easier for companies to find suitable candidates.
  4. Exploring global employment websites: Popular employment websites like Indeed cater to a global audience, offering the ability to post contract job openings and connect with independent contractors worldwide.
  5. Utilizing local job boards: Companies can tap into local job boards that are popular among job seekers in specific countries or regions. Examples include Work.ua in Ukraine and Pracuj.pl in Poland, which can help target independent contractors in those locations.
  6. Engaging freelance platforms: Freelance platforms like Upwork and TopTal are widely used to connect companies with independent contractors. These platforms offer a wide range of freelancers across various industries and allow for seamless management of contracts and payments.

Additionally, companies can promote contract job opportunities on their websites and utilize social media platforms or contextual targeting to reach potential independent contractors.

Here are some examples of where you can find independent contractors or post a contract job:

  • Headhunters or recruiting agencies
  • Professional networking websites like LinkedIn
  • Talent acquisition platforms such as Hired and Dice
  • Global employment websites like Indeed
  • Local job boards popular in specific countries
  • Freelance platforms like Upwork and Toptal
  • By leveraging these avenues, companies can effectively connect with independent contractors and explore a diverse talent pool for their project needs.


As remote work becomes more prevalent, companies are exploring different hiring models to leverage global talent. Staff augmentation and hiring independent contractors offer flexibility, access to skilled professionals, and cost-effective solutions. By understanding the benefits and drawbacks of each model, companies can make informed decisions and find the right talent for their projects. Balancing remote work options with in-house collaboration can help foster knowledge transfer and team cohesion, while continuous upskilling ensures growth and adaptability within the organization.
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