1. Provide cost-effective IT talents
1.1. From trusted partner
1.1.1. Standard
1.1.1.1. Initial evaluation
1.1.1.1.1. Business nature
1.1.1.1.2. Delivery capabilities
1.1.1.1.3. Leader's background
1.1.1.2. Maturity evaluation
1.1.1.2.1. Project management
1.1.1.2.2. Technical capability
1.1.1.2.3. Quality management
1.1.1.2.4. Security management
1.1.1.3. Final evaluation & negotiation
1.1.1.3.1. C level discussion
1.1.1.3.2. Accurate information provided in initial evaluation and maturity evaluation
1.1.1.4. Ongoing evaluation (project-by-project)
1.1.1.4.1. Interaction
1.1.1.4.2. Talents' performance
1.1.1.4.3. Growing update
1.1.2. Process
1.1.2.1. SP vetting
1.1.2.1.1. Screening for potential SP
1.1.2.1.2. Conduct initial meeting
1.1.2.1.3. Follow-up activities
1.1.2.2. Promoting process
1.1.2.3. Sourcing activities
1.1.2.3.1. First project
1.1.2.3.2. Ongoing projects
1.1.3. Outcome
1.1.3.1. Understand potential partner, knowing their strengths and weaknesses, confident in submitting their candidates.
1.1.3.2. Updated reports
1.1.4. Documents
1.1.4.1. Email template
1.1.4.2. NDA template
1.1.4.3. Evaluation checklists
1.1.4.3.1. Initial evaluation
1.1.4.3.2. Capability evaluation
1.1.4.3.3. Final Evaluation
1.1.4.3.4. Ongoing evaluation
1.1.4.4. Required CV template
1.1.4.5. Project contract template
1.1.4.6. Process guideline
1.2. Clean background
1.3. Skillful
1.3.1. Tech lead
1.3.1.1. Years of experience
1.3.1.1.1. Years of experience in the required technology stack
1.3.1.1.2. Tech lead experience
1.3.1.2. Technical expert
1.3.1.2.1. General view of system architecture
1.3.1.2.2. Ability to code and code review
1.3.1.2.3. Technical direction and guidance for the team
1.3.1.2.4. Domain
1.3.1.3. Team management
1.3.1.3.1. Experience in leading a team of 3-5 developers: min 1-2 years
1.3.1.4. Problem solving
1.3.1.4.1. Particular situation
1.3.1.5. Communication
1.3.1.5.1. English level
1.3.1.5.2. Ability to express opinions clearly and thoroughly regarding technical issues
1.3.1.5.3. Ability to thouroughly understand technical issues
1.3.2. Developer
1.3.2.1. Senior
1.3.2.1.1. Years of expeirence
1.3.2.1.2. Past projects
1.3.2.1.3. Technical skills
1.3.2.1.4. Problem solving skill
1.3.2.1.5. Communication
1.3.2.2. Mid level
1.3.2.2.1. Years of experience
1.3.2.2.2. Technical skills
1.4. Attitude & appearance
1.4.1. Attend the interview on time
1.4.2. Seriousness
1.4.2.1. Good manner
1.4.2.1.1. Posture
1.4.2.1.2. Complete focus on the interview
1.4.2.2. Enthusiasm in giving answers
1.4.3. Presentability
1.4.3.1. Appearance
1.4.3.1.1. Outfit
1.4.3.1.2. Hair styles
1.4.3.2. Clear voice
1.4.3.3. Facial expressions
1.5. Suitable for projects
1.5.1. Relevant experience
1.5.1.1. Required technology
1.5.1.2. Relevant domain
1.5.2. Personality
1.5.2.1. Varying depend on customers' taste
1.5.2.1.1. Modest
1.5.2.1.2. Expressive
1.5.3. Regarding their rate
1.5.3.1. Their quality compared to the rate they are proposed with
1.6. Willingness
1.6.1. Constant support
1.6.1.1. Regarding the result and success of the project
1.6.2. Urgent client support
1.6.2.1. At any given time
1.6.3. Onboarding time
1.6.3.1. Meet client's expectation
1.6.4. Availability
1.6.4.1. Throughout the project
1.6.4.2. Willing to reply messages/have meetings with client at any time
2. Streamlined standard sourcing process
2.1. Requirements development process
2.1.1. Objective
2.1.1.1. Elicit clients' requirements
2.1.2. Description
2.1.2.1. Gather client's information and requirements
2.1.2.1.1. Client's general information
2.1.2.1.2. Project description
2.1.2.1.3. Requirements
2.1.2.2. Develop JD
2.1.2.2.1. Based on requirement
2.1.2.2.2. Based on Itop pool capability
2.1.2.3. Get customer's confirmation on JD
2.1.3. Outcome
2.1.3.1. Mutual agreement with the client on the JD
2.2. Screening for candidates
2.2.1. Objective
2.2.1.1. Finding and prequalifying prospective candidates
2.2.2. Description
2.2.2.1. Search in our talent pool
2.2.2.1.1. Characteristics: Already qualified by us
2.2.2.1.2. Filter developers on our app
2.2.2.1.3. Contact vendors for already qualified talents' availability
2.2.2.2. Search for new talents from existing SPs in our pool (*)
2.2.2.2.1. Tender build-up
2.2.2.2.2. Send mass messages to existing partners in our pool
2.2.2.2.3. Receive partners' CVs and rate card
2.2.2.2.4. CVs screening
2.2.2.2.5. Prequalification
2.2.2.2.6. Rate negotiation
2.2.2.3. Start new sourcing campaign to find new partners
2.2.2.3.1. SP vetting
2.2.2.3.2. Continue the process as mentioned in (*)
2.2.3. Outcome
2.2.3.1. A list of potential candidates ready for proposal submission
2.3. Submitting Proposal
2.3.1. Objective
2.3.1.1. Provide clients with a list of potential candidates with rate cards and our assessment from prequalification process
2.3.2. Description
2.3.2.1. Send a list of potential developers with CVs and rate card to clients
2.3.3. Outcome: A confirmation from client to proceed further with submitted CVs
2.4. Support for qualification process
2.4.1. Objective
2.4.1.1. Ensure the qualification process is conducted successfully
2.4.1.2. Understand client's expectation on IT talents
2.4.2. Description
2.4.2.1. Arrange interview schedule between clients and developers
2.4.2.2. Discuss and consult interview strategies to developers before the interview with clients
2.4.2.3. Train interview code of conduct for developers
2.4.2.4. Monitor and support the qualification process between the client and the candidate
2.4.2.4.1. Performance of developers
2.4.2.4.2. What questions do clients ask
2.4.2.4.3. Ourr feedback to SP and developers after interview session
2.4.2.5. Ask for an expected timeline for client feedback
2.4.3. Outcome
2.4.3.1. The client successfully choose suitable candidates for the project
2.5. Onboarding support
2.5.1. Objective
2.5.1.1. Ensure projects are kicked off successfully
2.5.2. Description
2.5.2.1. Preparation
2.5.2.1.1. Sign contract
2.5.2.1.2. Tools and accounts set up
2.5.2.1.3. Other logistic tasks
2.5.2.2. Schedule and support kickoff meeting
2.5.3. Outcome
2.5.3.1. The project kicks off successfully
2.6. Project Ongoing support
2.6.1. Objective
2.6.1.1. Effectively monitor project's progress and team performance
2.6.1.2. Proactively solve any issue
2.6.2. Description
2.6.2.1. Team performance report
2.6.2.1.1. Weekly report to customers
2.6.2.1.2. Collect feedback from customers to resolve arising problems immediately
2.6.2.2. Required logistic tasks
2.6.2.3. Problem resolving
2.6.2.4. Team structure change
2.6.2.4.1. Increase team size
2.6.2.4.2. Reduce team size
2.6.2.4.3. Replace developers
2.6.3. Outcome
2.6.3.1. The project successfully go through with minimal issues
2.7. Project closure
2.7.1. Objective
2.7.1.1. Ensure the project concludes successfully
2.7.2. Description
2.7.2.1. Pretermination notice
2.7.2.1.1. At least 1 month
2.7.2.1.2. At least 2 months
2.7.2.2. Offboarding process
2.7.2.2.1. Complete contracts
2.7.2.2.2. Transfer all deliverables
2.7.2.2.3. Archiving assets
2.7.2.2.4. Handover notes
2.7.3. Outcome
2.7.3.1. The project concludes without any issue
2.8. Post project support
2.8.1. Objective
2.8.1.1. Mediate post project support requests in order to satisfy the client
2.8.2. Description
2.8.2.1. Fix bugs of developers' coding
2.8.2.1.1. Optional
2.8.2.2. Answers questions regarding developers' coding