Your Dev Team Needs Coaching Skills 

Your Dev Team Needs Coaching Skills 

Written by: Yamila Solari

Software development team collaborating during a team meeting in an Agile work environment.

Nowadays, it’s not enough for software development teams to be technically brilliant, they also need to know how to learn, adapt, and grow together. As Co-founder of Scio and a certified organizational coach, I’ve seen firsthand how the right coaching skills can elevate an Agile team from simply functioning to truly thriving.

Let’s unpack why coaching skills are essential for every dev team, not just managers or Scrum Masters, and how to bring them into your day-to-day practice.

Why Coaching Belongs in Agile Teams

At its core, coaching is a way to help others learn or change. Unlike mentoring or directing, coaching relies on powerful questions, deep listening, and trust to spark self-discovery and action. That’s exactly the kind of dynamic learning we want inside Agile teams.

Agile teams work in environments of constant change and iteration, where new technologies, tools, and requirements emerge faster than most formal training programs can keep up. In this setting, the ability to teach each other, problem-solve collaboratively, and reflect as a team becomes critical.

Here are a few characteristics that make coaching especially relevant in Agile teams:

  • Cross-functionality: Everyone has a different specialty, and often, different viewpoints.
  • Self-organization: Teams are expected to take ownership, not wait for top-down direction.
  • Frequent feedback loops: Scrum ceremonies demand reflection and adaptation.
  • Psychological safety: Learning can’t happen without trust.

When team members are equipped with coaching skills, they’re more effective at giving and receiving feedback, challenging each other constructively, and making sure that learning sticks—without turning every mistake into a crisis.

What Coaching Skills Bring to the Table

Training team members in coaching techniques builds essential competencies that go far beyond people management:

  • Active listening – really hearing what’s said (and unsaid)
  • Powerful questioning – opening up thinking without prescribing
  • Building trust – essential for psychological safety
  • Giving and receiving feedback – candid, kind, and constructive
  • Following through on action plans – turning insights into impact
  • Supportively challenging teammates – helping others grow, not stay comfortable

These skills not only improve collaboration but support the Agile principles of transparency, inspection, and adaptation.

Puzzle pieces forming a white arrow pointing right on a yellow background.

Team-Led, Not Top-Down

While having an organization-wide coaching culture is ideal, that kind of transformation can take years and requires deep buy-in from senior leadership.

I want to make the case for a more accessible approach: let every team create their own coaching culture, with the support of a coach when needed. Agile teams are already empowered to self-organize, why not self-develop too?

By starting at the team level, you keep it practical, grounded, and tailored. Over time, these micro-cultures create a ripple effect throughout the organization.

A Road Map for Bringing Coaching into Your Team

You don’t need a full-blown organizational transformation to start cultivating a coaching culture in your team. However, you may need the sponsorship of a manager to get access to a team coach for training and support. Here’s a practical rollout plan:

1. Start with your Team Lead(s) and senior devs

Train your team lead(s) and senior devs first. They’ll model the skills in one-on-ones, the agile ceremonies, code reviews, and standups.

2. Then train the whole team by focusing on the Basics

Start small with three core skills:

  • Active listening
  • Powerful questions
  • The GROW coaching model (Goal, Reality, Options, Will)

3. Build It into Agile Practices

Coaching works best when it becomes part of how the team communicates, reflects, and improves every day.
Start by making small but meaningful adjustments to your existing Agile ceremonies:

  • Daily Scrum

Add one coaching-style question, for example: “What’s the small experiment you’ll try today?” This encourages learning through action and supports a growth mindset.

  • Backlog Refinement

Invite developers to coach the Product Owner on how stories could be sliced thinner or clarified. This creates shared ownership and teaches developers to ask thoughtful, outcome-focused questions.

  • Sprint Review

Help stakeholders structure their feedback using a coaching-inspired format:
Appreciation → Question → Suggestion.
It frames feedback constructively and invites dialogue instead of judgment.

  • Retrospective

Rotate the facilitator role so each team member gets to guide the session.
Use the GROW model to turn insights into real action. Over time, this develops leadership and coaching confidence across the team.

Additionally:

    • Add “ask before telling,” “coach, don’t criticize,” and “we give timely, kind, candid feedback” to your team working agreements.
    • Set aside time during the sprint for informal peer-coaching conversations and practice.
    • Host a monthly “coaching development series” where more nuanced knowledge about coaching can be discussed.

    By weaving coaching into the fabric of Agile, you make it feel natural and not like another task, but simply how the team works and grows.

    Person holding glowing icons representing knowledge, collaboration, and innovation in a tech environment.

    Final Thought

    We often talk about upskilling in tech—new frameworks, new languages, new stacks. But what if the biggest unlock for your team isn’t technical at all?

    Teaching coaching skills may be the smartest, most scalable way to build adaptability, trust, and sustainable high performance into your development teams.

    Start small. Start where you are.

    Further Reading

    The Leader as Coach – Harvard Business Review
    A compelling argument for why coaching is becoming the most effective form of leadership in fast-paced, knowledge-driven workplaces.

    The GROW Model
    A breakdown of one of the most popular coaching models used in organizations, perfect for Agile retrospectives, one-on-ones, and learning conversations.

    Psychological Safety – Amy Edmondson
    The foundational research article that introduced the concept of psychological safety—crucial for any team trying to implement a coaching mindset.

    Coaching Agile Teams – Lyssa Adkins
    A must-read book for Agile coaches and leaders, exploring how to blend Agile principles with coaching stances to help teams mature.

    Yamila Solari

    Yamila Solari

    General Manager

    From Global to Regional: How De-Globalization is Reshaping Software Development 

    From Global to Regional: How De-Globalization is Reshaping Software Development 

    Written by Luis Aburto- 

    Hands interacting with a digital world map representing the shift from global to regional software development.

    For decades, global software development followed a simple logic: find the best talent at the lowest cost, no matter where in the world it lives. Time zones were managed, cultural gaps were bridged, and the software kept shipping. But as the global order shifts, that formula is being challenged, and so is the assumption that software delivery is immune to geopolitics.

    In 2022, many companies with teams in Ukraine saw their operations halted overnight. U.S. export controls are increasingly restricting access to critical cloud and AI infrastructure in China. Attacks on undersea cables have exposed vulnerabilities in global internet connectivity. And more countries are tightening control over data, digital talent, and software supply chains.

    In 2025, the conversation around globalization has intensified. Recent point to a growing consensus among economists and business leaders: the era of hyper-globalized trade and supply chains is being restructured. Rising tariffs, geopolitical realignment, and regional trade blocs are accelerating a shift toward localization and strategic decoupling.

    What do these events have in common? They signal the arrival of a new era, one where global integration is no longer a given, and where resilience in software development must be earned, not assumed.

    The Shift: From Globalization to Fragmentation 

    We are not witnessing the end of globalization, but rather its transformation. The model of deep, frictionless global integration that defined much of the past three decades is giving way to a more fragmented, controlled, and regional system. Instead of chasing the lowest cost globally, many companies are prioritizing stability, alignment, and resilience within trusted regions. 

    This shift is reflected in the rhetoric and actions of governments and business leaders alike. As international institutions weaken and trade tensions rise, companies are being pushed to reevaluate the vulnerabilities built into their global operations. Strategic decoupling, whether intentional or reactive, is now part of mainstream decision-making for many organizations. 

    Key drivers of this shift include:

    • Geopolitical tensions and the formation of new regional blocs, as countries seek to reduce dependence on politically unstable or adversarial trading partners
      Economic nationalism and policies favoring domestic or allied suppliers, including tariffs, reshoring incentives, and export restrictions.
    • Cybersecurity risks heightened by nation-state actors, infrastructure sabotage, and the weaponization of digital supply chains
      Regulatory pressure around data localization, intellectual property protections, and labor compliance, which can vary widely across jurisdictions 

    In this environment, global operations are being restructured not simply for efficiency or cost savings, but for strategic resilience, a foundational requirement for long-term continuity and competitiveness.

    Scio focuses on secure, resilient software development in response to global fragmentation and cybersecurity challenges.

    Why Software Development Is Affected 

    While physical supply chains have received much of the attention in discussions about de-globalization, distributed software development is also highly susceptible to geopolitical disruptions, often in ways that are less visible but equally consequential.

    • A conflict, regulatory crackdown, or even targeted sabotage, such as damage to undersea fiber optic cables or critical digital infrastructure, can cut off access to talent or tooling, particularly if a development hub becomes inaccessible or politically unstable overnight. These infrastructure vulnerabilities add an additional layer of risk, as companies often depend on a handful of chokepoints for their global communications and cloud-based tools.
    • Sanctions can interrupt payment channels or cloud service agreements, stranding teams mid-project or forcing abrupt transitions to alternative infrastructure.
    • Engineering teams working across conflicting legal frameworks may face compliance or IP protection risks, as differing data residency laws or intellectual property rights create exposure.
    • Developers may lose access to global platforms like GitHub, Docker Hub, or AWS services, or be forced to rely on unstable VPNs or workarounds that slow productivity and introduce security risks.
    • Political unrest or changes in labor law may create sudden hiring or retention challenges, undermining team continuity and morale.
      Increased scrutiny from investors and enterprise clients means companies must now prove the operational resilience of their distributed teams as part of vendor risk evaluations. 

    These risks may not be visible on a Jira board or in a sprint retrospective, but they are real, and they can derail product timelines, introduce hidden costs, compromise data integrity, or weaken overall software quality if not proactively identified and managed.

    Rethinking Sourcing Strategy: Risk-Aware Engineering 

    To adapt, technology leaders are shifting their sourcing mindset from cost-driven to risk-aware. That doesn’t mean abandoning global talent, but it does mean being far more intentional about where, how, and with whom your engineering work is delivered. 

    This shift involves a more holistic view of software talent sourcing, one that accounts for not just operational capabilities, but geopolitical alignment, digital infrastructure stability, and long-term viability. It also recognizes that sourcing strategies are no longer static. In a volatile world, resilience demands agility and the ability to reconfigure delivery models when needed.

    Here’s what that shift looks like:

    • Evaluating not just the capabilities of a vendor and their people, but their geographic and geopolitical profile, including political stability, trade relations, and cybersecurity maturity.
      Avoiding overconcentration of critical functions in one region or firm by building geographic diversity into your engineering footprint.
    • Prioritizing alignment with stable, accessible, and politically compatible locations that reduce legal, regulatory, and operational friction.
    • Building optionality into team structures, with flexible paths to rebalance, scale, or transition work depending on emerging risks or strategic shifts.
    • Partnering with vendors that demonstrate transparency, robust identity verification practices, and ethical hiring standards to avoid risks such as misrepresentation or fraud.
    • Incorporating resilience metrics into vendor evaluations, ensuring your outsourcing partners have contingency plans and recovery protocols in place.

    The goal is not to eliminate risk altogether, an impossible task, but to anticipate, distribute, and manage risk in a way that protects both continuity and innovation.

    Scio evaluates strategic software sourcing through a geopolitical lens, emphasizing risk-aware engineering decisions.

    Nearshoring: A Strategic Middle Path

    In this context of economic and geopolitical uncertainty, nearshore outsourcing becomes even more strategic. Nearshoring offers a hedge against geopolitical disruption by keeping operations closer to home and within more stable economic zones. At the same time, it enables companies to achieve cost efficiencies and tap into scalable talent pools, without incurring the long-term liabilities and rigidity of direct, in-house hiring. This combination is particularly valuable in uncertain times, offering companies the ability to stay agile, control labor costs, and accelerate execution while minimizing exposure. 

    For U.S.-based companies, nearshoring, particularly to Mexico and Latin America, is a compelling alternative. In addition to cost and productivity efficiencies, it offers a blend of: 

    • Political Stability and Predictability: Mexico and key Latin American countries offer relatively stable political environments, reducing the risk of disruptive events compared to more volatile outsourcing regions.
      Robust Regulatory and Legal
    • Frameworks: The USMCA agreement ensures clear and consistent regulatory frameworks between the US and Mexico, offering predictable rules for data protection, intellectual property rights, labor laws, and cross-border commerce.
    • Aligned Economic Interests and Strong Diplomatic Relations: Mexico and the United States share tightly integrated economies. These economic ties minimize the risks of disruptive trade sanctions, tariffs, or restrictive economic policies that have impacted other regions.
    • Robust Bilateral Security Cooperation: Mexico coordinates closely with the U.S. on security, intelligence, and regional stability, helping reduce geopolitical risks in the region.
    • Reduced Infrastructure Vulnerabilities: Proximity reduces reliance on vulnerable undersea cables. Mexico has robust, direct connections to U.S. networks, lowering the risk of major connectivity disruptions.
    • Lower Cybersecurity Threat Exposure: Politically aligned countries tend to pose fewer cybersecurity risks. Nearshoring within North America under USMCA offers greater transparency and lowers the chance of state-backed cyber threats.
    • Talent Integrity and Verification: Mexico and most major countries in Latin America have mature educational systems, established professional standards, and extensive verification infrastructures. This helps minimize risks related to talent fraud, misrepresentation, and credential falsification common in less regulated outsourcing markets.
    • Ease of Geographical Diversification and Redundancy: Many nearshore vendors maintain multiple operational centers across Mexico and other countries in Latin America. This geographical diversity enables seamless continuity and rapid failover in case of localized disruptions, further enhancing resilience.
    • Ease of travel and face-to-face collaboration, enabling in-person visits with minimal logistical risk compared to long-haul or politically sensitive destinations, especially valuable for relationship building, onboarding, and team alignment.
    • Closer proximity to key stakeholders and decision-makers, which enables more responsive collaboration and deeper alignment between technical execution and business priorities. 

    This model doesn’t just mitigate risk, it often accelerates productivity and integration, thanks to smoother communication, greater cultural fit, improved responsiveness, and a more resilient and adaptable operational setup.

    Scio team collaborating over a digital world map, representing strategic nearshoring opportunities in Mexico and Latin America

    The Bottom Line: Global Isn’t Dead, It’s Evolving 

    Global software development isn’t going away, but the rules are changing. The companies that thrive in this new era will be those that treat resilience as a priority, not an afterthought. In this environment, companies must evolve from reactive adaptation to proactive strategy, embedding resilience into their sourcing, operations, and partnerships. 

    That means regularly auditing your current engineering footprint not just for efficiency, but for exposure and fragility. It means rethinking where your teams are located, how easily they can collaborate, and what contingencies exist for business continuity if disruption occurs. 

    And perhaps most importantly, it means partnering with organizations that understand how to build reliable, distributed capabilities in an increasingly unpredictable world, partners who offer not only talent, but infrastructure, cultural alignment, transparency, and adaptability. 

    In this next chapter of global software development, success will go to those who treat resilience as a strategic asset, not an operational afterthought.

    Luis Aburto_ CEO_Scio

    Luis Aburto

    CEO
    Why Planning Still Matters (Even If Plans Don’t) 

    Why Planning Still Matters (Even If Plans Don’t) 

    By: Adolfo Cruz

    Why Planning Still Matters (Even If Plans Don’t)

    Plans are worthless, but planning is everything.” – Dwight D. Eisenhower

     

    Introduction: Plans Change. Planning Prepares You for It.

    In software projects, unpredictability isn’t the exception — it’s the rule. Features change, team members shift, and priorities evolve. In the face of so much flux, the act of planning becomes essential.

    While the plan itself might not survive contact with reality, the process of planning equips teams to navigate that reality with clarity and confidence. Let’s explore the modern approaches to estimating and planning that embrace uncertainty while helping teams move forward with purpose.

    Planning Is Not a One-Time Event

    Gone are the days of creating a project plan once and hoping for the best. Today’s planning is continuous. Teams revisit their plans frequently, adjusting based on progress, blockers, and new information.

    Think of it like updating your route during a road trip. The destination may stay the same, but road closures, traffic, or weather might send you on a better path.

    Approaches like rolling wave planning and frequent reforecasting let teams adapt with agility while keeping everyone aligned.

    Estimation Techniques That Work Today

    Modern estimation balances experience with data. Here are some techniques teams are using effectively:

    • Three-point estimation: Consider best-case, worst-case, and most likely scenarios.
    • Parametric estimation: Use historical data and formulas (e.g., ‘5 hours per user story’).
    • Analogous estimation: Reference similar past projects to gauge effort.
    • Monte Carlo simulation: Model delivery outcomes based on variability.
    • No-estimates forecasting: Skip the guesswork and rely on actual throughput trends.

    Whether you’re sizing new work or forecasting a release, the goal is to use estimation to set realistic expectations, not false certainty. 

    Estimation Techniques That Work Today

    Hybrid Models Are the New Normal

    Most teams aren’t strictly Agile or strictly traditional anymore. They mix methods to fit their environment. You might sprint through development while following a Waterfall-style approval process. Or plan quarterly outcomes with room for Agile experimentation.

    These hybrid models provide the best of both worlds: flexibility for the team and structure for the stakeholders. It’s not about following a playbook—it’s about picking the right tools for the job.

    Better Metrics Mean Smarter Planning

    Story points and velocity still exist, but modern teams are expanding their toolkit. Metrics like cycle time, throughput, lead time, and flow efficiency offer deeper insights into how work really moves.

    With these measures, you can spot bottlenecks, manage expectations, and forecast more accurately. Planning becomes less about guesswork and more about understanding your system.

    The Real Value of Planning

    So, why plan at all? Because planning brings clarity. It aligns teams, surfaces risks, and sparks conversations that might not happen otherwise.

    Planning isn’t a rigid document — it’s a shared moment of focus. It helps everyone step back, look ahead, and move forward together.

    Whether it’s in a sprint planning session, a roadmap review, or a collaborative estimation meeting, good planning invites better decisions and stronger teamwork.

    Planning in the Age of AI

    AI isn’t replacing planning — it’s making it smarter. Today’s tools can forecast delivery timelines, identify risks, and adjust plans based on real-time data.

    From Jira Advanced Roadmaps to tools like ClickUp AI and Microsoft Copilot, teams can now plan faster and with more confidence. The human touch is still essential — but it’s now supported by powerful insights.

    Why Planning Still Matters (Even If Plans Don’t)

    Final Thoughts

    Plans may go off course. That’s not a failure — that’s reality. But planning equips you to respond with purpose and clarity.

    Modern estimating and planning aren’t about rigid control. They’re about creating shared understanding, enabling flexibility, and building momentum — even in uncertain times.

    And in a world that rarely goes according to plan, that might be the most valuable tool of all.

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    Adolfo Cruz - PMO Director

    Adolfo Cruz

    PMO Director
    Why Nearshore Software Development Makes More Sense Than Ever in 2025

    Why Nearshore Software Development Makes More Sense Than Ever in 2025

    By Denisse Morelos

    Why Nearshore Software Development Makes More Sense Than Ever in 2025

    For tech companies looking to scale efficiently, nearshore software development is no longer a hidden gem—it’s a strategic move. With growing pressure to deliver software faster, more cost-effectively, and with fewer communication hiccups, businesses across the U.S. are turning to nearshore development teams that combine technical skill, cultural compatibility, and time zone alignment. In this guide, we’ll explore everything you need to know about nearshore application development in 2025.

    What is Nearshore Software Development?

    Nearshore software development refers to outsourcing engineering tasks to countries that are geographically and culturally close to your home base. For U.S. companies, this often means partnering with teams in Latin America. Unlike offshore development—such as working with providers in Eastern Europe or Asia—nearshore solutions reduce the time zone gap. Compared to onshore development, it offers a more cost-effective path without compromising quality. In this context, nearshore outsourcing brings a balanced mix of technical capability and cultural fit.

    Key Differences: Offshore vs. Nearshore vs. Onshore

    The biggest differentiators between these models are time zones, communication flow, and cost. Nearshore teams can collaborate in real-time with U.S. businesses, helping avoid delays and asynchronous workflows. Communication tends to be smoother, thanks to higher English proficiency and stronger cultural alignment. And while onshore development remains the most expensive, nearshore services strike a balance between affordability and effectiveness. Many teams also bring strong quality assurance practices and a focus on scalable delivery models.

    The Real Benefits of Nearshore Application Development

    The Real Benefits of Nearshore Application Development

    One of the standout advantages is the ability to collaborate in real-time. Similar time zones between the U.S. and Latin American countries mean fewer delays and quicker feedback loops. Cultural alignment further eases the collaboration process, with shared holidays, business norms, and communication styles reducing friction. Nearshore teams also allow businesses to stretch their development budgets while still achieving high-quality results. Access to a strong regional talent pool makes it easier to scale teams up or down depending on project needs. Many nearshore partners are also well-versed in Agile methodology, bringing a shared approach to planning, sprint cycles, and delivery cadence. This helps boost team performance and ensures better sprint outcomes. For companies relying on remote teams to deliver consistent results, this model offers a high degree of project management control, transparency, and accountability.

    Where Companies Are Going Nearshore

    Countries like Mexico, Colombia, Argentina, and Costa Rica are becoming hubs for nearshore services. They offer a solid mix of engineering talent, technical education, and strong tech ecosystems. For U.S. companies, these destinations offer the sweet spot of proximity, cultural fit, and cost-effectiveness. What’s more, their time zone compatibility enhances day-to-day collaboration across distributed remote teams.
    Who Are the Key Players in Nearshore Software Development?

    Who Are the Key Players in Nearshore Software Development?

    There are several companies making waves in this space. BairesDev and Devoteam are known names in the industry, with large-scale capabilities. Hirewithnear and Grid Dynamics offer a combination of staff augmentation and strategic services. 10Pearls and Cleveroad provide development services across several industries. Hatchworks focuses on building cross-functional teams, and Scio stands out for its cultural alignment, agility, and long-term partnership mindset. With a reputation for being easy to work with and focused on outcomes, Scio delivers high-performing nearshore teams that support both scalability and long-term value.

    Choosing the Right Nearshore Partner

    Finding the right fit starts with understanding your own priorities. Proximity matters—choosing a partner within one to three time zones of your headquarters can make day-to-day coordination smoother. Clear communication is essential, so look for language proficiency and the ability to understand the nuances of your business context. Cultural fit often plays an underrated role, yet it can be the difference between seamless collaboration and frequent misalignment.

    Make sure to understand their pricing model and verify that it offers transparency and genuine value. Look into their track record. Ask about client retention and request case studies. And don’t forget about security—especially if your industry requires strict compliance. Reputable partners should be familiar with standards like ISO 27001, SOC 2, or GDPR. A strong emphasis on project management and quality assurance is a good indicator of operational maturity.

    Questions That Usually Come Up

    A common question is how nearshore compares to hiring in-house. The answer often lies in flexibility and speed. Nearshore teams can be onboarded faster, are easier to scale, and provide predictable costs.
    Companies also wonder about the return on investment. Reports indicate that many businesses see up to 40% cost savings when switching from onshore to nearshore development, alongside improved delivery timelines. Managing a remote nearshore team can be easier than expected when both sides share working hours and communication expectations. Security concerns are also top of mind, but most established nearshore providers operate under robust compliance frameworks.
    On the tech side, nearshore teams typically work with the same stacks you’re already using—Java, .NET, Python, React, Node.js, AWS, and more—so integration is rarely an issue. Teams are also equipped to handle scalability requirements and maintain high standards of quality assurance from day one.

    What the Data Says

    What the Data Says

    According to Deloitte’s 2023 Global Outsourcing Survey, 72% of U.S. mid-size tech companies are currently outsourcing at least part of their software development. Latin America is leading the growth of the nearshore market, with Mexico at the forefront thanks to its stable economy, strong education system, and proximity to the U.S.

    Companies that have embraced nearshore strategies report higher satisfaction with communication, fewer delays, and improved product quality compared to offshore models. A 2024 study from Statista also shows that Latin America’s IT services market is expected to grow 8.6% annually through 2027, driven largely by U.S. demand for nearshore partnerships. Scalability and agile methodology alignment are often cited as top reasons for this trend.

    Wrapping It Up

    Nearshore application development is changing the way U.S. tech companies build software. It offers real-time collaboration, high-quality results, and the kind of cultural alignment that improves every sprint. Whether you’re launching a new product, scaling with remote teams, or optimizing legacy systems, working with a nearshore partner can give you the edge.

    When the goal is high performance without the headaches, nearshore is no longer just an option—it’s the strategy.

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    The Importance of Employee Well-being in Remote Teams: What you need to know 

    The Importance of Employee Well-being in Remote Teams: What you need to know 

    By Helena Matamoros

    The Importance of Employee Well-being in Remote Teams: What you need to know
    As remote work becomes the norm, the well-being of employees has never been more critical. With its flexibility and convenience, remote work also brings challenges that can deeply impact both mental and emotional health of teams. That’s why companies need to prioritize employee well-being to ensure their people feel supported, connected, and engaged.

    The Rise of Remote Work

    Remote work is no longer just a trend, it’s a major shift in how we work. In the first quarter of 2024, 22.9% of workers in the U.S. were teleworking, up from 19.6% the previous year (U.S. Bureau of Labor Statistics). In Mexico, 42.1% of tech professionals prefer remote work, while 26.6% prefer a hybrid model, totaling 68.7% who favor some form of remote work (Institute for Economic Policy Research, Stanford University).

    While remote work offers the flexibility that employees crave, it can also lead to feelings of isolation and disconnection if not handled properly. This is why I’m passionate about ensuring we actively look after a culture where well-being is prioritized and employees feel truly supported.

    How We Support Well-being at Scio

    As someone deeply invested in our team’s growth, I’ve seen firsthand how prioritizing well-being leads to a thriving, connected, high-performing team. Here’s what we do at Scio to make sure our people feel empowered and cared for:

    1. Regular Check-ins:

    One of the key initiatives I’m most proud of at Scio is our monthly check-in meetings. These are not just any meetings, they are safe spaces where team members can share how they feel about their work, projects, and challenges. It’s through these conversations that potential issues are addressed early, and trust is built between peers and managers.

    I’ll never forget when Nallely, one of our employees, shared how these one-on-one meetings made her feel heard and part of the team, even though she works remotely 100% of the time. Hearing that was truly gratifying, it reinforced the idea that creating spaces where employees feel valued and included is non-negotiable.

    2. Promoting Work-Life Balance:

    Work-life balance is something I’m incredibly passionate about. At Scio, we encourage employees to set boundaries between work and personal life. This includes offering flexible working hours and respecting off-hours communication. I’m always so happy to hear stories from our team about how much they appreciate having the time and space to recharge. It’s amazing seeing how well-rested happy employees are more productive and engaged.

    3. Building Social Connections:

    Even though we work remotely, we know that human connection is key. That’s why we host in-person events fully funded by Scio, which are not work events but opportunities for our team to bond, share experiences, and create memories. The sense of belonging these events promote is priceless, and they remind us all of the importance of connecting outside the office.

    4. Encouraging Professional Development:

    We are firm believers in continuous learning, and having a growth mindset is one of our core values. We support professional growth by offering access to online training programs, hybrid workshops, and a transparent performance review process that fosters both personal and professional development. Watching our employees grow in their careers is one of the most fulfilling aspects of my job.

    The Real Impact of Well-being Initiatives

    The Real Impact of Well-being Initiatives

    These well-being initiatives aren’t just “nice-to-haves.” They’re fundamental to creating an environment where employees succeed. When I see the positive impact that these efforts have on our team, I’m reminded of why we do what we do. Our employees are more connected, engaged, and productive and this translates into a more vibrant, successful company culture.

    At Scio, our mission is simple: create an environment where our team feels supported, connected, valued, and heard. By prioritizing well-being through regular check-ins, social events, and promoting work-life balance, we’re addressing the unique challenges of remote work and ensuring that our team not only survives but succeeds.

    I truly believe that prioritizing well-being is not just good for employees, it is crucial for the long-term success and sustainability of any organization.

    Helena Matamoros

    Helena Matamoros

    Human Capital Manager

    What Software Development Managers Really Worry About When Outsourcing to Latin America (And How I’ve Helped Solve It) 

    What Software Development Managers Really Worry About When Outsourcing to Latin America (And How I’ve Helped Solve It) 

    By Rod Aburto — Nearshore Staffing Expert at Scio Consulting
    What Software Development Managers Really Worry About When Outsourcing to Latin America (And How I’ve Helped Solve It)

    I’ve Been in Your Shoes (And I’ve Walked the Terrain)

    Over the last 15 years, I’ve worked with dozens of U.S.-based Software Development Managers, VPs of Engineering, and CTOs. Most of them come to me for the same reason: they need to scale fast, keep their budgets in check, and find developers they can trust.

    But here’s the thing: outsourcing is never just about filling roles. It’s about protecting your team’s momentum—and your peace of mind.

    When outsourcing to partners in Latin America, the concerns are valid and very real:

    • Will this team really integrate with mine?
    • Are they just sending me random resumes?
    • How do I keep communication clear across borders?
    • Can I trust them with my code and product knowledge?
    • What happens if the dev I onboarded disappears in three months?

    I’ve spent my career helping companies navigate these exact questions. And through my work at Scio Consulting, I’ve seen firsthand how the right approach can completely shift the outsourcing experience—from a high-risk gamble to a high-trust collaboration.

    Let’s unpack the most common concerns I hear from Software Development Managers—and how I’ve helped solve them.

    Why Latin America? (And Why It’s Not the Problem)

    Before we dive into the concerns, let’s address the obvious: why are so many U.S. companies looking to staff augmentation in LatAm in the first place?

    Simple. The talent is there. The timezone works. And the engineers are hungry for meaningful work.

    Places like Mexico, Argentina, and Dominican Republic are full of highly skilled devs who are:

    • In your timezone (or close enough for daily stand-ups)
    • Familiar with U.S. business culture
    • Competitively priced (without undercutting quality)
    • Eager to contribute—not just clock in and out

    But even with these advantages, I know that outsourcing is rarely smooth unless you approach it intentionally. That starts with understanding the difference between body shopping and outsourcing—a distinction that matters more than most people realize.

    Concern #1: Is This Just Body Shopping?

    Concern #1: Is This Just Body Shopping?

    This is usually the first red flag. A vendor promises a senior developer, sends a few resumes, and disappears once the hire is made. No support. No oversight. No commitment. That’s body shopping.

    It’s a short-term transaction—and it puts all the risk on you.

    What I’ve Learned to Do Differently

    At Scio, we’ve built a model that rejects body shopping completely. Here’s how I make sure of that:

    • Every developer we place is embedded in a community, not flying solo. They get technical mentorship and cultural coaching.
    • I look for devs who fit your culture and communication style, not just a tech stack.
    • I stay involved. You’re not alone after onboarding—my team and I are in the loop and ready to jump in if anything feels off.

    Outsourcing should feel like adding strength to your team—not like rolling the dice.

    Concern #2: Communication Breakdown

    “We lost two sprints because the offshore team didn’t understand the user story.”

    I’ve heard this line way too often. Communication is everything—especially when you’re working across time zones and cultures. And English proficiency is only part of the equation.

    My Approach to Bridging the Gap

    I make sure the developers I work with aren’t just technically fluent—they’re communicators. We screen heavily for soft skills, but we also train them to:

    • Be proactive in updates
    • Ask the right questions
    • Use async tools and written communication like pros

    Plus, working from the same time zone as your U.S. team makes all the difference. When I say “nearshore,” I mean sync-hours-on-Slack nearshore.

    Concern #3: Will They Integrate With My Product and Team?

    Some companies treat outsourcing like a code factory. But you and I both know that building great software takes context. It takes understanding, collaboration, and care.

    What Integration Looks Like for Me

    I don’t just drop people into your JIRA board and wish you luck. When I help you bring someone in, we:

    • Match them to your agile process
    • Ensure they participate in ceremonies, stand-ups, and retros
    • Encourage them to take initiative, not just wait for tickets

    I’ve seen developers from our side go from “junior dev” to “trusted lead” on U.S. product teams because they were invited to the table—and they earned their place.

    Concern #4: How Do I Know They’ll Maintain Quality?

    Concern #4: How Do I Know They’ll Maintain Quality?

    Another huge fear: you start strong, but things start to slide. Code reviews get sloppy. QA gets skipped. Suddenly, the team’s velocity looks great—but your tech debt is piling up.

    What I Do to Keep Standards High

    Here’s what I bring to the table:

    • Developers get technical mentorship throughout the engagement.
    • I encourage peer reviews, testing discipline, and documentation habits from day one.
    • We’ve started integrating the SPACE framework (Satisfaction, Performance, Activity, Communication, Efficiency) into how we assess success.

    Quality isn’t optional—it’s a baseline.

    Concern #5: Will They Care About My Goals?

    One thing I’ve learned over the years: your best external partners think like insiders. They don’t just want to check the task off—they want the product to win.

    Why I Care About Your Outcomes

    I care because I’ve been on the inside too. I’ve managed teams, juggled roadmaps, and sat in executive reviews. I know the pressure you’re under.

    That’s why, when we partner, I:

    • Take time to understand your business context, not just your backlog
    • Look for ways to add value beyond code—process improvements, documentation, UX tweaks
    • Celebrate your product milestones like they’re my own

    As we say in Mexico: “El que es buen gallo, en cualquier gallinero canta.” A good dev will prove themselves no matter where they’re from—but the right support helps them sing even louder.

    Concern #6: What If They Leave?

    This one’s a killer. You invest weeks onboarding a dev, and just when they hit their stride—they vanish. Or worse, they burn out. I get it. Attrition can be brutal.

    How I Build for Continuity

    I try to think ahead:

    • I make sure every dev is part of a team, not just a contractor.
    • I encourage documentation, cross-training, and shared code ownership.
    • We keep a warm bench of talent ready to step in during transitions.

    And if something does go sideways? I’m here. Not with excuses, but with options.

    Concern #7: Is My IP Safe?

    Legal and IP concerns are real—especially if you’re in fintech, healthcare, or any compliance-heavy industry. 

    How I Approach Risk and Compliance
    • We work with U.S.-compliant contracts, MSAs, and NDAs.
    • Devs sign confidentiality agreements and operate in secure environments.
    • I make sure you’re protected by more than just goodwill—we’ve got the paperwork to back it up.
    The Big Picture: Why I Believe in This Model

    The Big Picture: Why I Believe in This Model 

    I didn’t get into nearshoring to sling resumes or chase billable hours. I’m here because I believe in what happens when great developers meet great teams—no matter where they’re based. 

    Here’s what I’ve seen work: 

    Concern

    My Response

    Body Shopping  Nope. I deliver teammates, not temps. 
    Communication  Fluent, trained, timezone-aligned devs. 
    Integration  They join your team fully—not just technically. 
    Quality  Mentorship, process, and SPACE-based performance. 
    Engagement  We care about your roadmap, not just the next sprint. 
    Stability  I build in backup plans and retention support. 
    Compliance  U.S.-friendly contracts, secure dev environments. 

    Final Thoughts: Let’s Build Something That Works

    If you’re considering staff augmentation in LatAm, I get why you might be skeptical. Maybe you’ve been burned before. Maybe you’re not sure if it’s worth the risk.

    All I can say is: when you work with someone who treats your goals like their own, it’s a whole different game.

    If that sounds like the kind of partnership you’re looking for, let’s talk.

    📩 I’d love to hear about your team and see how I can help.

    Let’s build something that works—and feels good doing it.

    Rod Aburto

    Rod Aburto

    Nearshore Staffing Expert