How We Get Work Done
By definition, Agile is the ability to move quickly, adapt easily, and think critically.
In the context of management, Agile is most commonly associated with technology projects, particularly in Software Development, where it has become the dominant methodology. However, many other industries are now adopting agile practices to enhance project success, improve deliverable quality, and drive acceptance of new initiatives.
Agile is a group of methodologies based on iterative and incremental development, where requirements and solutions evolve through collaboration among self-organizing, cross-functional teams.
It promotes adaptive planning, evolutionary development, and time-boxed iterative delivery, enabling organizations to respond rapidly and flexibly to change.
The Agile Manifesto, introduced in 2001, defines the core values that guide agile methodologies, emphasizing:
- Individuals and interactions over processes and tools
- Customer collaboration over contract negotiation
- Responding to change over following a plan
- Open communication and collaboration between teams
- Alignment with program/domain delivery objectives
- Transparency across teams
- Fast feedback cycles to drive continuous improvement
Over the past two decades, Near Coding has successfully introduced Scrum to organizations of various sizes and industries.
Some projects were complex, involving distributed teams, while others were more straightforward, with small, co-located teams. However, even the simplest projects often spanned multiple departments or functional areas. Failure to gain buy-in for the Agile transformation from any one area can negatively impact the project’s success.
Through continuous training, experimentation, and refinement, we have developed proven techniques, principles, and strategies for successfully implementing Agile within organizations.
Key Steps to a Successful Agile Adoption:
- Determine if Agile is the Right Fit for Your Organization
- Build Stakeholder Confidence in Scrum and Agile Practices
- Create an Excited and Motivated Team
- Empower Teams to Become Self-Organizing
- Instill Discipline from Day One
- Promote Agile Across the Organization to Maintain Engagement
Agile Team Development, Recruitment and Hiring Process
Hiring software development talent requires a multi-disciplinary approach, combining social networking, technical expertise, product and project management, program and process management, and even a degree of intuition.
The hiring process involves several key stages, including reviewing applications, selecting candidates for interviews, assessing technical skills, making hiring decisions, and conducting pre-employment tests and background checks.
At Near Coding, we have developed a flowchart that outlines the major steps in our hiring process, ensuring efficiency, transparency, and alignment with our Agile principles.
Finding and Hiring Top Software Professionals
Building an Agile team and hiring the best software professionals begins long before the interview process itself. A systematic approach to identifying qualified candidates can significantly improve the efficiency of the entire recruiting process.
One of the most effective ways to find top talent is personal networking. High-quality professionals tend to associate with other skilled individuals, making personal referrals one of Near Coding’s key strengths in recruiting.
Other Valuable Sources of Top Technical Talent
- Blogs and Online Technical Posts – Developer blogs can provide insight into a candidate’s technical knowledge, problem-solving approach, and communication skills, helping identify top-tier talent.
- Open Source Contributions – Platforms like GitHub and Stack Overflow showcase real-world coding abilities.
- Technical Conferences – Speakers and attendees at industry events often include highly skilled professionals who are excellent potential hires.
The Interview Process
Each step in the interview process serves a specific purpose, ensuring that we select the best possible candidates. Here’s an overview of each stage and how we handle it:
Step 1: Screening Interview
A screening interview helps determine if an applicant meets the basic qualifications for the role. This is typically the first step, unless the company starts with open interviews where multiple candidates are assessed at once.
Step 2: Phone Interview
A phone interview helps narrow down the applicant pool. Every potential candidate receives a preliminary assessment before moving forward.
Step 3: First Interview
This is typically a one-on-one interview between the candidate and the hiring manager. The focus is on experience, skills, work history, availability, and whether the applicant aligns with the company’s needs.
Step 4: Second Interview / Technical Interview
Candidates who demonstrate strong technical aptitude move on to this stage. The technical assessment is tailored to the specific role.
Step 5: Third Interview
The final interview often involves management, executives, and key stakeholders, including client representatives who want to meet the selected candidates.
Step 6: Background Check
A comprehensive background check ensures that the candidate meets all company and client requirements.
Step 7: Job Offer
Once a candidate successfully completes the process, we extend a formal job offer.
Hiring is a Journey, Not a Destination
The techniques outlined here serve as a valuable framework for hiring the best software professionals. However, effective hiring is an ongoing process—not a fixed endpoint.
Organizations must continually evaluate, refine, and adapt their approach to stay ahead.
Every company’s journey is unique, shaped by its culture and priorities. Finding the right path and executing it with continuous improvement is the key to long-term success.
For more information, contact us at info@nearcoding.com or call us at +1 321 222 5626.
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Near Coding
Nearshore Software Services Partner
Service oriented, cost-effective, reliable and well-timed specialized in Software Development and located in Costa Rica