Developer-sourcing vendor Jobsity reported robust revenue growth boosted by the booming post-pandemic shift to online work, highlighting the ability for companies to aid in building the growing landscape. 

Jobsity nearshores developer talent from South America to help U.S.-based companies fill developer openings. Founder and CEO Andres Garzon told SDxCentral that the firm targets "the top 10% of South America.”

“The software development talent shortage is global and is not showing any signs of slowing down," Garzon noted in a press release touting the firm's 67% year-over-year surge in revenues. "The great resignation and burnout for U.S. developers have exacerbated an already tight labor pool."

Garzon, who is from Ecuador, added that, “remote work and global talent is here to stay,” explaining that there isn’t enough talent within the U.S. alone to keep up with demand. “People realized that it really doesn't matter where the person is located as long as they are smart and they can do the job. That affected a boom in 2020 on the demand [for] developers abroad.”

While Jobsity has been championing the online model since 2012, Garzon explained that companies prior to the pandemic were hesitant to outsource talent abroad when developers would be working from home. They “didn't know how to deal with developers in this way,” he said. 

With some companies quick to embrace the shift and “some companies adopting by force” from sheer need, he noted others will still need to be convinced of the movement’s effectiveness. 

Garzon described the company’s “secret sauce” as the time and attention put into vetting and hiring top-tier candidates. This way he says they can properly advocate for the talent in a trusted way while also getting a company to invest in developing the software engineers.

“That conversation – it has to come from both sides,” he explained. While employees must shift into understanding time management without a supervisor a few paces away, Garzon believes this also means companies must shift into clear transparent expectations, limits, and trust into getting the best talent. 

“Because they see abroad, they say, well, if we're going to hire remote, we better get senior people. Otherwise, it's a waste of time,” he explained. “It is an approach, but what happens is that if you start only asking for senior people, you're not balancing the team.”

Employees brought into a space without an investment in actually developing the developers' talents and careers will result in money-motivated workers who quickly leave for higher paying positions. Part of creating a more successful and long-term hire means investing in highly-skilled, younger developers to see them grow into senior roles, “so the structure of a job comes from both sides.”

Paola Martinez, VP of people operations at Jobsity, remarked with pride the full-circle career development structure of Jobsity to foster and evolve junior developer careers into leadership positions with different companies. “It is tremendously rewarding,” she stated.