Last time, we discussed the skill necessary to work remotely with Jesús Magaña, one of our Project Managers here at Scio. But, as you might think, setting up a home office is another story entirely. How to manage it? We hope this second part of our chat sheds some light on it.
by Jesús Magaña
Working from home is a challenge.
I spend most of my time on calls and video conferences. When the pandemic started and we had to go home, it was somewhat uncomfortable. “Oh, they are going to see my house”, or my wife or children would pass behind me inadvertently, or you would probably hear someone ringing the door or yelling, and other considerations you never had before, but you learn to deal with them day by day.
But after almost two years of that, I like the way we are working now. I feel the team is more productive and accomplishes a lot more, and although I miss the old office dynamic of arriving and greeting everybody by hand, remote work opened a ton of connections and made a lot of changes to my personal life.
I can have lunch with my kids every day.
For example, do you want to know something cool about working from home? I can have lunch with my kids every day. Just like everyone else, I used to eat out of a Tupperware container at the office, but now that hour also works as a break where I can spend more time with them.
Also, it’s an interesting feeling to be aware of how your kids see you while you work, and how you express yourself with the people you work with, even if you have your door closed. I think that for a Project Manager, it helps to be working in an environment like that. If you were not a very good PM, screaming at people and whose attitude is less than ideal to collaborate, would you behave the same way in front of your family?
People learn a lot by imitation, and promoting a good culture of working, is easier if they directly see you. It can also help you to detect some vices you may have when you realize you are about to do things you don’t want them to see you doing.
You see, one of my main responsibilities is transmitting the culture of Scio to our apprentices and every new person that joins the team. Culture can have an effect at home too because it is a similar process to teaching your kids the kind of attitudes you want to see in them.
So, if your kids see you dealing with people in a professional, empathic, and understanding way, they are probably learning something valuable about collaboration and relationships.
The home office can humanize a collaborator.
They can take a peek into your inner life, the things you have at home, the people there with you, and you can learn more about their hobbies that you may never know otherwise.
All these kinds of things give you more context about others, and you can generate more personal connections because, when you turn your camera on, you let them enter your home, and that shows the human side of your coworkers.
As you can see right now [during the Zoom interview], I have a blurred background, because I moved out recently and I don’t want all those boxes to show up and that, but that’s a normal part of a home office.
Still, the challenges go beyond that. In the beginning, when I started to work full time from my home, the balance between my personal and professional life was non-existent, “I’m already here, I don’t have anywhere else to go”, and without a clear line during the day at which to stop working.
Of course, I noticed that wasn’t right, but I still reached a limit. There was a certain feeling of tiredness when you don’t have a clear dividing line between both sides of my life; it was easy for me to stay an extra hour to finish late stuff, but I got to the point where I was just going through the motions the day.
And that affects your work. I started to become more easily distracted, and without that urgency I had in the office to finish stuff and go back home, getting burned out was easy. After all, I was already in my house and any concern about returning late had disappeared.
So I started changing my attitude about it, first by trying to schedule things to do in the afternoon and to always have something to do, be it just riding my bike, going for a run in the park, or things like that.
I try to be consistent with it, and disconnecting completely at the end of the day makes it easier, even if I have to play up the change of context by walking around the block or something when I finish? or start my day. It works for me and lets me know when my day has finished and if I should stop.
If someone asks me these days for advice about being a Project Manager, first I would like them to consider why they want to do this kind of work, to see if their idea of a PM is realistic. You are in a very critical position of responsibility, and I recommend they develop some great social skills and know the entire development cycle well.
These days, my routine is very well defined, and that’s important for someone who wants to follow this career path from now on. I spend all my morning on calls, updates, and client meetings, probably around 40% of my time goes into that, leaving the afternoon to deal with the specific needs of my team, from getting a new mac for them, to define parameters and functions of everyone involved. And after doing it all from the comfort of my own home, I cannot imagine doing it any other way again.
Even if the software industry is open for everyone with talent and dedication, women historically had to overcome more challenges to carve their own spaces. So we had a chat with Gilda Villaseñor about her work with Technovation, and the motivation to bring more women into this profession.
I was fortunate enough to never notice the idea that math was for men, and women should focus on areas like the Humanities. So when I was in middle school, I started playing chess, and I think that gave me a certain mindset that helped me identify or generate some complex scenarios in my head, and analyze them carefully.
I trained that part of my mind often, but without thinking of a specific professional area to apply it until my mom signed me up for a computer workshop. Both of my parents are doctors who worked at the IMSS (the Mexican healthcare system), and they had a coworker in the IT department that was always telling them about how computers were coming strong, and as they always had been curious about everything new, said: “Well, let’s get her into it to see what happens”.
I didn’t put any resistance to the idea, to be honest. Back then, my siblings had a very strong affinity for art, and they were always doing something related to it. It was something I wasn’t interested in at all, so I was the one that never had anything to do on weekends, and I joined that class.
Well, it turned out that I was good at the logic needed to write programs; they taught us how to write very simple procedural programs, but I realized that I understood those things quicker than all of my classmates and made things work faster when I was writing code. In the beginning, it was just a hobby, though, until I started high school and realized that I was better at the Computer class than the rest of my friends, so when I was finishing school, I decided I wanted to study something that could take me out of the city, and among my options were Computer Science, which was available at the Tecnológico de Morelia, but I wanted something different.
In the beginning, everything was fine, but during my last years of college and my first professional years, I started to notice very few women doing the same things as me, although I didn’t question it until I started hearing the stories of other women in the field. And it was when I reached a certain level when I noticed how my knowledge and experience were sometimes questioned without reason, and I wasn’t advancing as easily as my male colleagues, finding certain resistance to my authority when I started climbing up the hierarchy.
Also, having to decelerate my professional career when I chose to exercise my maternity, and the difficulty of having to juggle my job with taking care of my kids took a toll, as I couldn’t keep my rhythm the way some of my male coworkers could, which is part of the reason why I wanted to change things for myself and any woman working on this industry.
I started my volunteer work in an international program called Technovation. I was there between 2016 and 2019 until it had to stop because of the pandemic, and although I’m not active on that initiative right now, I am collaborating with others that try to bring more women to technology, business, and even writing, where we do women groups helping each other to break the stereotypes and current models, seeking to attain better conditions.
I have always had the impulse to seek a way to improve the conditions of everyone around us, from how we treat each other, to what happens during the professional growth of my colleagues. What started my dedication to this was a women-exclusive event I attended once, where all of these women talked about the challenges and problems they faced at work when they start to climb up in the ladder, and that’s how I started to realize many things I never questioned before, like how few female managers I’ve had, which I believed were just the way things were.
These testimonies, and seeing what other women were already doing in similar organizations and volunteer programs, as part of a greater initiative to support women, fired me up and made me want to get involved.
Some other female colleagues and I started seeing what was happening in other cities of Mexico, and started to investigate what we would do here in Morelia; we were a group of professionals seeking a way to start changing things, looking for a way to join initiatives directed at women in software.
So that next year I found the international initiative of Tehcnovation with Maria Makarovaand other women showing us what that program was about, what they did, and the things they were achieving with girls between 10 and 18 years old, and everything around that.
We brought this program to Morelia and started with some girls from residential care and private schools, and the year after that we worked with girls from an association that helps kids in underserved communities, helping them obtain an academic education from elementary school until they are ready for college.
We were surprised by the high level of engagement they showed and integrating them into these kinds of efforts is very satisfying for them, and us as mentors. You learn a lot from this labor and it’s gratifying to see kids and young women acquire new skills, especially when they see the possibilities of technology, and the communities we build for and by women.
The biggest challenge I saw was that, since this was an international program, most of the resources we used were in English, and although we do the effort to translate everything we could, some of the books and materials were still in another language, so we had to do some additional things for the girls that couldn’t understand it, or they learned to translate, using what they had at hand, like online translators and such, to learn.
Outside of that, everything else was a great collaboration, with some sponsorships from the local government, which lent us some spaces to do these workshops, and help from Universities and local companies, like Scio, BlueBox, IA Interactive, and Fundación Amamba A.C., in the form of facilities and coffee breaks for the events.
I saw a lot of collaboration and the desire to be part of a change for women, where talented people are always needed, and in most cases the resources exist to keep pushing forward these kinds of efforts, bringing lots of institutions to collaborate and be part of the change.
Back when I started, most of the interactions I had at work were with men; if the teams I collaborated with had 10 members, there would be a single woman in there at most, so I normally worked just with men. But in the last decade, I’ve been noticing a difference; I see more women in development teams, or the software industry in general, not only in departments that require soft skills but in high positions in a company that used to be solely men.
A lot of it has to do with the benefits that are starting to be offered in the industry, with spaces open for us. Now is very fortunate to have the option of working from home, and the women that are having kids now, have the chance to focus better on the very demanding task of raising children.
So, things like these had to do with necessities exclusive to women, but that has an impact in a whole context, and I see how they are starting to change. There’s a lot left to do, but benefits and offerings like that are becoming the norm in the industry.
Technovation is about inspiring and orienting young women to follow a technical career, showing them they can. That empowers them immensely, and through workshops about technology and business to create, launch and market products, essentially teaching them how to create a start-up, teaching them to be independent, and enjoy what they do.
More everyday situations are covered in talks and events targeted towards slightly older women. For example, when a woman decides to get married, for some it’s not easy to balance a marital and professional life, because this prejudice about women having to devote themselves to their homes still exists, and even more when motherhood and children are involved. These topics get touched more on the writing groups I mentioned, where the stories we write we reflect on ourselves, the world we navigate, and we confirm that most of the times we are positioned in a disadvantaged place, but we work intellectually, emotionally, and psychologically to overcome these situations, creating sorority ties between us.
We are starting to shift our places in the world. If you compare past and new generations, I think we are already changing our self-perception, how we see each other, and how we accept ourselves. What’s next is bringing these changes to our workplaces, fighting for places with more favorable conditions for women, taking into account our necessities, our specific contexts, opening spaces for us to communicate and collaborate.
In the tech industry, right now there are a lot of incentives and resources being invested, and for women, it’s a place to reach economic independence, with the option to move freely and choose for yourself, which is why I want to encourage more women to try this area.
The women from Mentoralia, the association that organizes the Technovation program in all of Mexico, are starting to develop other similar workshops, and it was with them that I started to bring these efforts to Morelia. I always had their support, and that opened plenty of doors for me to meet incredible women from all over Mexico, which is incredible and it’s a good incentive for anyone looking to join as a volunteer, as it is something we are passionate about, and we build networks of female friends and colleagues that have a good time together while changing the prejudice and stereotypes linked with software, trying to bring a future where women never have to question if they have the space to join in an important professional area such as technology.
Working with a team is always a challenge, and doing it from another country is a craft. So we sat down with Jesús Magaña, one of our experienced Project Managers to talk about remote work, teaming-up, and the best parts of doing home office. Enjoy!
What does “collaboration” mean for me? Well, since school, teamwork gets a bad rep, as it mostly means dividing homework between several people. A student writes an introduction, another one does the illustrations, another puts everything together and someone prints it at the end, right?
Okay, what does a Project Manager do? I coordinate teams of people every day, so we can reach the agreed milestones of any project at every step of development until we complete it.
There are lots of issues that need to be solved during a successful development cycle, that go from personal problems to more technical issues, like faulty connections, server troubles, to limitations I try to mitigate. You know, the usual “Ah, I can’t get this thing right”, or “We are missing this thing to move on”.
It’s said that a PM manages time, budget, and scope. In reality, I manage people, which requires the usual soft skills. How do you tell a client that something has to be delayed without harming the relationship? How do you bring an issue to the team and correct it? What words do you use to give feedback?
This already has lots of nuance in a normal job environment, where certain situations are more easily approachable when you have a team physically there with you, like going to someone’s desk to check a task’s progress, knowing who is present by looking at their seats, or being available for the team when a problem arises. “Hey, I want to show you this real quick”, or “Can I get your opinion on this”.
For a Nearshore development company like Scio, with collaborators all over Latin America, these situations are different. Bonding and communication have to be considered differently, traded for some advantages that not every company has.
After all, it opens a ton of possibilities in terms of the kind of talent you can work with, be it from your city or an entirely different country. I would have second thoughts about moving elsewhere to work, and the option to join remotely allows us to meet talented people with affinities to everything relating to software, which is great for the overall talent we have at Scio.
Also, more and more clients are trusting the capabilities of Nearshore development, as this industry is particularly capable of incorporating remote models of work, and needing everyone in the same office is increasingly unnecessary.
Now, as you can imagine, I spend most of my time on calls and videoconferences. When the pandemic started and we had to move to our homes, it was somewhat uncomfortable. “Oh, they are going to see my house”, or my wife or children would pass behind me inadvertently, but you learn to deal with that.
I know being on camera can be awkward. Maybe it’s just me, but seeing myself on the screen is distracting, as I wonder how everyone else looks at me. I turn that off and try to avoid it, although watching everybody during a meeting forges a sense of teamwork.
Using these tools well is important. In the apprenticeships here at Scio, for example, new developers get training and experience, and doing it online can be difficult. They see someone explaining something on a screen, just like online classes, and there is no sense of a difference between a school setting and a professional one.
The challenge, then, is communicating Scio’s culture to everyone joining us. Is necessary to develop a sense of camaraderie, even remotely, and something that worked for us is having leisure sessions where everyone, even project leaders, can mingle and play something together. We don’t talk about work during these sessions, the point is forming a relationship beyond that, creating the bonds we need to work well together.
Collaborating is understanding that, even if we have different roles, our goals are shared, with an attitude of “Well, I finished my tasks, and it’s only Wednesday. The sprint finishes on Friday, let me see if someone needs help”.
In soccer terms, if a striker scores three goals, he has achieved something great individually. But if the team gets scored against four times and loses, that was pointless.
Collaboration is seeing yourself as part of something bigger you help to accomplish, regardless of your personal objectives.
And you have to keep in mind collaboration with clients directly, the other side of the coin in Nearshore development. Every client has a different approach to every project; sometimes they join during every scrum each week, and sometimes they have more of a “Nice job, see ya’ll in a month for the demo!” attitude.
I prefer a close client; I can create certain transparency where they can see how your team functions with an inside look into the kitchen, so to speak, to see what we are putting on the pizza they want, asking questions, and requesting some changes.
At Scio, transparency is key. Scrum helps, giving the current status of the project to everyone involved, not only the leads. “I’m working in so and so, that’s going well, but this other thing has these issues”, and that helps us to not see each other as individual pieces, but as a unit building something together.
I like the way we are working together now. The team is more productive, and although I miss the old office dynamics, remote work opens tons of connections and made a lot of changes in my personal life.
Do you want to know something cool about working from home? I have lunch with my kids every day. I used to eat out of Tupperware at the office, but now it’s a break when I can spend more time with them.
You see, when your job is transmitting the culture of Scio to everyone collaborating here, dealing with people in a professional, empathic, and understanding way from home, your kids can see it too, and are probably learning something very valuable in the process.
Developing soft skills in other people is part of my job. For example, the responsibility of the developer is to give estimates of the time a task is going to take, and for a junior dev, these estimates are more of a personal wish than realistic plans. So, as PM, I might have a better understanding of the work involved, and I need to communicate that in a respectful and empathic way.
In other words, being a Project Manager today is different. You need to create an effective working environment, make a team self-directed without someone checking every step, while forging a strong relationship with a client with enough transparency they can see results every week.
Taking my soccer analogy back, to be an effective Technical Director you have to know the game, playing matches in every position possible. I’ve been a Developer, QA, analyst, and more, and having those perspectives are crucial to understanding everyone on the team.
In-office or remotely, the point is motivating the team to give their best, solving anything that gets in the way of achieving a successful project. Is transforming teamwork from a chore into the best possible way to work.
When it comes to working remotely and managing a hybrid working model, nothing is better than hearing it from someone doing it since 2003. So we sat down with Luis Aburto, CEO and Founder of Scio to find out what worked, what didn’t, what is Nearshore development, and the long road from emails to agile methodologies. Enjoy!
By Scio Team
As a potential client, if I wanted to work with Nearshore developers, I would like to know how they can maintain cohesion in the team. Anyone can say “I’ll find you a developer” and then open LinkedIn, but that doesn’t make you a recruiter.
It’s not about just finding resources, it’s about building high-performing teams of people who integrate well, and I’d like to see how they achieve that and motivate their collaborators to strive for a well-done job. That’s what I would look for in a Nearshore company.
Scio started all the way back in 2003, and in the years since, it refined a unique perspective on software development, remote hybrid work, and what’s next for a programmer interested in joining an industry at the forefront of innovation and adaptability. But how did it all begin?
Nearshore: A new way to develop software
Well, at the end of the 90s, very few organizations in the US realized that software development could be done in Mexico. Clients had the idea that “IT outsourcing” was something you did in India, and nowhere else you could get these kinds of services.
One of the first companies to talk about “Nearshore development” was Softtek, which started to promote this model around 1998 or so. At the time, the attitude was something like “Seriously? They have programmers in Mexico?”, and certain friction existed towards the idea of outsourcing development here.
Now, since Scio began, our focus has been working with North American clients so, by definition, we have been doing remote work since day one. Sure, we occasionally visited clients to discuss the stages of a project, collect requirements, and present advances, but collaboration has mainly been remote, through conference calls and the like.
Technology wasn’t what it is now. Skype was the most advanced thing then, but Internet speeds gave us barely enough quality to do videoconferences, so we used phone landlines and conference speakers to make calls. It sounds quaint nowadays, I think, but it helped us start developing efficient ways to collaborate remotely.
It all happened exclusively at the office, too. Today it is very common to have a good broadband connection with optical fiber at home, but in ’03, dedicated Internet connections for businesses were barely enough, so if you worked from home, sending your code to a remote server somewhere and trying to integrate it with the code written by the office team was a very slow process, and not efficient at all.
Also, we didn’t have stuff like GitHub or Azure DevOps, where everybody can send their code to the Cloud and run tests from there, so even if your clients were remote, you needed to be at the office to access your Source Code Repository with reasonable speed.
Internet speeds eventually started to get better and the possibility of working from home became more feasible. Around 2012 we started by implementing a policy where you could choose one day to work remotely per week, so by the time this pandemic got here, everyone already had a computer and good Internet plans, so it wasn’t a very radical change for us. We just leaped from doing it a single day of the week to doing it daily.
And yes, I do mean “this” pandemic because it isn’t the first one Scio has gone through. Back in 2009, we had the Swine Flu (AH1N1) in Mexico, and we had to completely shut down because going home and working from there couldn’t be done by everyone. The infrastructure necessary wasn’t there yet, so you couldn’t ask the team to work remotely overnight, even for a short while.
Other things changed once we could implement this “Home Office Day” policy, mainly realizing this was not a “lost” day of work. The response to it was great, as you could keep in contact with the team without getting lost in a “black hole” of not knowing what was going on, and do other stuff if your tasks allowed it.
Eventually, we had a couple of team members that, for personal reasons, left the office to work remotely full-time. The spouse of one of them got a job in Guadalajara and he didn’t want to leave us, so asked if we would be okay with this arrangement. After some time seeing how well this worked out, we fully opened to the idea of hiring more people remotely, to the point we had four full-time collaborators in Guadalajara on a co-working space we rented so they wouldn’t feel alone.
A technology leap
For our clients, things worked a little differently too. Back in the early 2000’s, collaboration happened a lot through email, where you had these long chains of messages that contained whole project proposals and development plans.
You can still do that of course, but it’s more common nowadays to just say “hey, let’s have a quick call, I’ll explain this and you can give me your feedback” to arrive at a decision, than having to compose an email, read it, discuss it with every relevant person, take note of all the stuff that wasn’t clear, and respond back and forth during the whole dev cycle.
This was our very early collaboration flow until agile methodologies became the norm. Soon our teams had daily scrum meetings with clients, with the key difference that, instead of a call of 10 or 15 participants joining from home, you had a meeting between two boardrooms: on one side of the call was the team at Scio, and on the other, our counterparts at the client’s office.
Everyone gave their status and comments, and once we finished, further exchanges were done by email or phone calls. We canceled several phone lines last year, by the way, when we realized they hadn’t been used in years. In the beginning, we needed lots of lines for every team to keep in touch with their respective clients, but now Zoom, Hangouts, Microsoft Teams, and Slack offer plenty of more convenient options to do so. Shortly before the COVID-19 pandemic, this was still our collaboration dynamic, with two meeting rooms giving their respective status, and anyone working from home for the day joining the call.
But now that everyone is working remotely, barriers have started to diminish, both in culture and in attitude. In the US you are probably already working with people in California, Texas, or New York, so working with someone in Mexico doesn’t feel different, as long as the language skills of the person are good.
The newer generations of developers and engineers have a better level of English now than just a few years ago. Maybe because there are more opportunities to get acquainted with the language; earlier you had to go to very specific stores to get books and other materials in English, which wasn’t cheap, and without stuff like YouTube and Netflix, the type of content you could get to practice was very limited.
This evolution of the software developers, when you are not limited to local options as long as you have the necessary skills to collaborate with a remote team, is very notable. The people we used to hire outside of Morelia were the ones willing to move here, and the process of seeking out people to explicitly be remote collaborators was gradual until we developed a whole process to assess which ones fit Scio’s culture the best.
Soft skills: The key to a good team
In that sense, I think soft skills will have more weight in the long run than purely technical skills. Someone with an average technical level, but who is proactive, knows how to communicate, and can identify priorities is someone who brings more value to a team than a technology wizard that doesn’t play along and keeps themself isolated, or assumes stuff instead of validating it.
You would think social skills are irrelevant for someone working remotely when they are actually critical to collaborate effectively. Some people prefer to not interact with others and would rather just get instructions on what to do, but this only works for well-defined tasks in which it is very clear what you are trying to accomplish.
I know this is the optimal way to collaborate for those developers who are less interested in social aspects, but it doesn’t work for projects that require innovation, creativity, and problem solving, with complex workflows involving tons of people whose input is important at every step.
This is why, I think the “introvert programmer” stereotype is something of a myth, at least nowadays. This profession is moving towards a place where the most valuable persons are the ones with a well-rounded profile, capable of communicating with the business sponsors, his or her coworkers, and final users, and not only those who are super-gifted in their programming skills.
People in software, as a whole, are becoming more versatile, and the ones capable of connecting are going to be more visible and be considered more valuable, getting more opportunities in their careers. This is what I can say about the path that the people at Scio have followed so far. From now on, collaboration is a priority because remote work makes it more important than ever, and motivating and stimulating this collaboration, indeed this cohesion, is what will differentiate good Nearshore companies from the best ones.
Here at Scio, we want to dedicate this month to celebrate all the great things that make us who we are, especially the incredible talent that chose to join us this year.
So we sat and had a chat with Bryan Breit, a Test Automation Engineer from Buenos Aires, in Argentina, and asked him his story, how he jumped from Chemical Engineering to Software, how he arrived at Scio, and what insights he has about Mexico and the puzzles of process automatization. Enjoy!
“Look, I’ll start with something cultural, because I notice a significant difference in the variety of dishes Mexico has, in comparison with Argentina. There was this event where we played a game of “guess the dish”, where little squares get revealed until you can see the whole picture, and I didn’t have the slightest clue about it.
I have heard of tacos and quesadillas, of course, but it left me thinking of how could an Argentinian version work but not much occurred to me. Most of the stuff we have is more international: pizzas, barbecues, veal Milanese…
Anyway, about being a Test Automation Engineer. I initially wanted to study IT but my family persuaded me to try at least a year of Chemical Engineering. I liked and finished it, but after a couple of years without much luck in the way of a good job, I gave IT another shot.
It was at a job analyzing oil pipelines inspection data where I tried to implement macros and other automatizations for the first time, trying to make the workload a little less tedious, because it was a very repetitive task, but required certain criteria not easy at all to automate.
But after a while, I got tired of that and was already studying Programming, when a friend in IT asked me why I didn’t try Quality Assurance, where I could start right away.
I applied to some postings and got a call from a large, global consulting company, where I learned some automatization stuff that I found interesting, even if it lacked the programming side I was looking for. In any case, I decided to dedicate myself to that, a sort of hybrid between both fields.
Now, at the beginning of the pandemic, I had been trying to freelance and started to get some job offers that could help me with that.
The first couple of interviews I had were exhausting because they required some long, in-person live tests, and in the end, I couldn’t even get the job. But I kept trying, and the third or fourth time was at Scio, which wasn’t as exhausting as the others because their tests weren’t live.
A live test gets you nervous, and you have to know everything by memory alone. I generally don’t work that way: you remember the things you use every day, sure, but there’s stuff you hardly ever use. So if I get stuck, I like to check Google and find an answer that will, at least, point me in the right direction.
Then, when I find how someone else solved the issue, I adapt it (because no Internet answer is going to work as is) and test it. In the end, it is more about the creativity you use to solve any problem than memorization, I think.
The Scio test was about a framework I hadn’t used before, so I had the time to research and implement it for the first time.
These days, I’m adapting to a new schedule [the end of Daylights Saving Time] in Mexico and I can’t say I do the same things every day. Some of my tickets are about designing an automatization test and submitting it for approval, checking other engineers’ code to make sure everything is clean, or sending my own to review before I merge it with other already completed stuff.
If errors happen (because maintenance is needed or something failed in the app), I have to report and research them, and that can get interesting.
It’s rewarding when I find a way to make the automatization work, helping the Devs find the source of the issue, or when I can improve the stability of the application by removing bugs and errors.
Keep in mind, this is the first time I’ve been able to do what I want. At past jobs, it was more about manual QA and maybe, if there was time left, some automatization.
Here at Scio is the first time I’ve been doing automatization 100% of the time, and I feel that I was well received here, cultural differences aside. I don’t have a lot of interaction with my Mexican coworkers, but when I do need to chat with my team at Scio it’s good I can do it in Spanish most of the time.
By the way, I’m also practicing my English a lot more, because, at my previous company, I was more involved with the Colombian sub-team than the American one. There, the work was more divided by groups, but here I feel more involved with the team at Mexico and Scio as a whole.
For 2022 though, I would like to find more balance in my life. I just can’t adapt to the pandemic; I go out being careful to wear my mask properly, keep distances and everything, but I would like a better balance to travel more, even work from somewhere else, although I know I’ll need a good Internet connection for that.
As a final comment, to anyone interested in Test Automation, I’d say “always look for something to improve in the process”. In QA, there’s always something that you can make better, but let’s go a little further: think how you can cover the entire process and make it more coherent, encompassing as many cases as possible without repeating them because there’s always something you can make faster, more stable and more trustworthy.
It’s always interesting to think about continuous improvement. You probably are not going to be able to make every Sprint better, but every few months something good should come along.
Then you can say with all confidence: “I made this better”.
These last few months, I’ve been thinking a lot about something happening in the car industry of the United States. Many of the bigger automotive companies are considering a reimagining, becoming more of a service industry than a manufacturing one.
Following similar models like Uber, these companies want to go from selling cars to offering an urban transportation model where you can use an app to request a, let’s say Ford, and a few minutes later a car will appear to take you to wherever you need to be.
This is a really interesting change of paradigms, where the new goal is to offer a service that solves the traffic issues in cities like Los Angeles, where you have a 6 or 7-lane superhighway that at certain hours is completely overrun, because you have one person per car and everyone wants to go to the same place.
This resonated with me, and I think it’s some sort of inertia that’s catching up to us, and we are rethinking a lot of systems we took for granted. For example, our jobs. We first had a factory floor with a production line, then an office full of cubicles, and now we question if the concept of someone checking we clocked in at 8:00 am is obsolete.
Now, maybe my opinion is very particular and it doesn’t necessarily reflect the rest of my team, but I think that, for the software industry, the pandemic didn’t mean some radical change in the way we produce things; after all, we didn’t have to close the curtains and turn off the machines like in the manufacturing industry.
We had cloud systems that didn’t depend on a physical server in an office, which was already becoming an industry standard by the time the pandemic hit. What did bring us was uncertainty about what it really meant for us, and how long it would last.
There’s opportunity in every crisis, I think; the chance to reinvent yourself and try new stuff you never considered before. Lots of collaboration apps and software, for example, started growing and adding features and tools that they didn’t have before.
This crushed a lot of restrictions that we used to have, where we looked strictly to our local surroundings in search of talent, and everything outside of it was uncertain or needed some precaution to approach.
However, since the pandemic started, I consider that both for past clients and new ones we had since the lockdowns began, doubts about working with remote teams are fewer and fewer.
And on top of all that, the so-called “Great Resignation”, in which a huge swath of the workforce started leaving their jobs, trying to find better opportunities, a total career change, or just to question the current status quo that picked up speed in 2021, ushered the need to look for solutions elsewhere.
Now, many cities in the United States are living through a mass exodus because today we don’t need to be concentrated on expensive places, where few transport options and high living costs were the prices to be part of the software industry.
In fact, some of our clients are located in such places, and they realized that their workers not only can be in Wisconsin, Wyoming or Missouri; they are finding out the enormous amount of talent available in Mexico and other Latin American countries, who have no problem at all connecting remotely to collaborate together.
We can see that in our more recent applicants, who value these opportunities and are more than ready to join from anywhere in the world. Our focus in certain time zones that are not too far apart from our clients, but Latin America as a whole has opened as a software development possibility like never before.
So, what Nearshore comes to offer us is some transparency, in which a Development Lead can chat in real-time with a collaborator in Mexico, Chile, Argentina, Honduras, or some other countries, as a full member of their team.
This wasn’t strictly something the pandemic changed, but it did broaden the horizons of many of our North American clients, and this new way to look at collaboration will not stop at this point.
Of course, this wasn’t the only reinvention born out of this crisis; we can see it in industries like Hospitality or Show Business. Things like offering concerts online, or trying to bring the full restaurant dining experience to home are part of the efforts to survive and move forward during the pandemic.
I think this is the new way to do things; many entrepreneurs are normalizing the notion that, if a solution doesn’t exist already, they can create it, automatizing and digitalizing many processes and interactions that weren’t like that before.
Solutions as simple as WhatsApp came to be adopted more widely and consistently, in which a person has to take advantage of what already exists, and possibly help to develop what it doesn’t.
Having all this in mind, what Scio offers to clients in the United States is the opportunity to release some of the pressure of finding good software developers, whose costs and demand have skyrocketed in the last few years, and we want to be an ally that brings the level of talent they want.
Because, before the pandemic, the big question about working with remote teams for many American entrepreneurs used to be “is it possible to find a reliable level of technical skill outside the United States?”
And the answer is yes, of course. A big part of the promise of Scio is doing our part and preparing the people getting into the industry so they are ready to work on real projects with real clients, in an amount of time we have been able to reduce more and more. In the beginning, it took us six months of training, and now in just three, our new developers are ready to enter projects in full and be as productive as possible.
This situation will undoubtedly continue and now, with remote work and home office being a normal part of life, we can do so with talent coming not only from our city, but from all of Mexico and Latin America by leaving old concerns about working remotely behind, which can only change our industry for the better.
Of course, this doesn’t mean we, as a company, weren’t concerned with this shift in perspective; we invested a lot of effort into promoting interactions that would let our developers feel part of a group, where not a single member of Scio is isolated, and everyone is working towards a shared goal, from wherever they might be.
So yes, I think the biggest change the pandemic brought to us was the ability to say, “let’s work with a team in Latin America” with total confidence that every person at home is a complete professional able to give his 100% without the need of somebody managing his tasks or schedules.
