Setting up a nearshore team can be a sure-fire way to overcome the difficulty of hiring software engineers locally. Recently we’ve helped companies in Seattle, New York, London and Dublin, among others, build nearshore teams in Europe.


Here’s how we do it.


Step 1: Scoping your Project

The first thing we do is sit down with you to understand your needs: the scale of team you require; the type of software developers and engineers you’re looking to hire and your expectations about what the team will deliver. We want to make sure we can deliver on our promise to help you hire some of the best engineers available. The first thing we’ll do is establish the right location for your Nearshore Development team – if it’s Spain, Poland or elsewhere. Madrid, for example, is a great location for fin-tech and med-tech companies and to source for full stack, frontend, mobile app developers, as well as UX and UI designers.


Step 2: Getting to Know Our Client

It’s a candidate-driven market in Europe right now: candidates are spoilt for choice, and they all want to work for the best companies. So we want to know what makes your company one of the best; what’s great about your culture and the technology you’re building. Maybe it’s the fact that you build software that impacts people’s lives or you give your software engineers the time and space to work on special interest projects. Maybe the icing on the cake is beers on a Friday!


Step 3: Solution Design

Once we are both confident that we’re set up for success, we’ll work with you to map out what the process will look like. From the moment we get the green light, we’ll aim to have your Nearshore Development team set up and running in their own office in six to eight weeks. The key questions to be determined include what you’re offering the software engineers you are recruiting:
– what the technical testing part of the recruitment process will look like?
– whether there will be a final-round interview event?
– who makes the offer?
– what the salary levels for your engineers will be?
– when are we issuing contracts?


Step 4: Hiring the Best Developers

We contact an initial cohort of 3,000 to 4,000 software engineers and screen them for relevant skills, attitude and cultural fit. From that initial, top-of-funnel pool, we carry out a screening interview with 400 or 500 interested applicants. Of these, 150 are broadly very suitable, motivated, and have the right communication skills. They will progress to first round interviews.
Aside from the abundance of technical skills Madrid can offer, one of its main advantages is that candidates there tend to be a great cultural fit for companies in the US, UK, Ireland or other parts of Europe. When we develop a Nearshore Development team, we don’t view it as building an outsourcing team: we’re creating an extension of the client’s development team. This means finding the right cultural fit is just as important as the technical skill set.


Step 5: Technical Testing

We issue a technical test, agreed in advance with each client.


Step 6: Remote Interviews

Remote interviews take place with the hiring manager via a video call. By now, we’ve reduced the potential candidate pool to around 60 technically skilled candidates who are the right cultural fit.


Step 7: Final Interviews

Final round interviews take place in person in Madrid to determine which 10 or 12 candidates of the 30 remaining candidates are the best match. Our clients’ hiring managers normally fly in for these meetings. We manage all coordination and venues.


Step 8: Making an offer

Zartis issues offers and manages contracts of employment.


Step 9: Set up office facility

Our job is not done once contracts have been signed and the team is set up. We also look after the office facilities – everything from renting a space for the team; purchasing equipment; providing payroll services; making sure that local health and safety legislation is adhered to; even that the coffee machine is working.


Step 10: Ongoing Management

We want to make sure that all the headaches that usually arise from managing a remote office are taken care of. When you think about your team in Madrid, we want you to be able to focus on technical productivity, instead of how you have to pay a fine because there’s no fire extinguisher in the office. We believe there is great value in having a single monthly invoice to cover all of those costs and to take care of all of those headaches.


Navigating Challenges

You can have the peace of mind of knowing that we can help identify and navigate issues as they arise. The time difference is often looked on as a challenge, but we think of it as an advantage – it allows you to move towards a position where your software is being built 15 or 16 hours a day. It can take a little bit of time to get there, but there is a huge value to any company in increasing the productive hours in a day.

Our goal is to get to a place where your development team is an extension of your team at home, and we’re always looking for hacks to make the whole process more seamless. One of the great ideas a client in Spain came up with was to set up speed dating calls with their counterparts in the US so they could humanize one another.

From those small initiatives, you build trust and rapport around the common cause — which is to build a great software product.


Zartis has deep expertise in large-scale recruitment projects across different European locations, serving clients in the US, UK, Ireland, Germany, Denmark and Spain. One of our key competencies is helping companies hire entire new teams of engineers, ranging in size from 2 to 20+. Read more about the nearshore opportunity here

Email us at to find out how we can help you build a development team in Europe.