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Proposed Offshore Service: Example Approach

Organization inception

  • Upon completion of the legal contract, we will establish a new subsidiary of the Teknavo Group, purely for this venture.
  • We will dedicate to this venture some existing Teknavo staff as “seed” developers / team leads, experienced in both technology and the product areas in question. The client will of course vet these staff for suitability.
  • The Teknavo senior management team will be responsible for day-to-day delivery from Inception to Transition.

Site acquisition and fit-out

  • We will source and provision a building suitable for future employees and the brand / image of the client; we believe that the right mix between quality and price with regards to the working environment is crucial to successful recruiting and retention. We can offer, as a early staging area, interim space within our existing offices, to ensure a swift start, but we will quickly locate and secure the long-term solution thereafter
  • We will agree with the client in detail the physical and IT security and infrastructure needs, and deliver those to specification

Organisational design

  • We will, with the relevant client executives, define the business requirements and associated IT skills needed, the roles/profiles and team structure required, and set it up in a timely and clear manner. Doing so properly is key: it ensures that a coherent picture is presented to the candidates (key to hiring success), builds credible relationships with the onshore client teams (important for retention), and maximizes our hiring efficiency, ensuring we find the right people at the right price and on time.

Staffing and operations

  • Using our in-house recruitment team, formed from the best recruiters in Russia, U.S., and the U.K. who have been with us from inception, we will execute a targeted recruitment drive to attract appropriate staff to the project, leveraging both the Teknavo and client’s brands, as well as the reputations of the “seed” and leadership staff assigned to the project; we believe that we can attract not only the highest quality technical recruits who would normally steer clear of traditional body-shops, but also draw in recruits from other top-class investment banks in the region with that crucial capital markets product expertise that is all too often missing in the offshore market. Whilst we have some seed staff we can offer, we don’t operate a “bench” as we don’t believe the sort of talent required is available on a “just in time” basis.
  • Where appropriate, we can take over existing client staff with a view to transitioning the roles to St. Petersburg within 6 months of go-live, either by moving the current staff to, or replacing them in, St Petersburg.
  • Whilst we will treat all recruits into the facility as Teknavo employees in legal terms, we will present at all times the image and feel that they are part of the client’s organization in all but name, ensuring that the client’s culture is built from the very start. We will support this by ensuring that the staff follows the client’s policies, procedures, processes, and, wherever appropriate, undergo client-specific training. The delivery of these will be Teknavo’s responsibility but with the client clearly expected to provide support and input.
  • We will closely monitor the performance of the staff and their fit into the hybrid Teknavo: Client organization following the client’s performance management policies and procedures tailored to this hybrid model.

Transition

  • By taking the approach mentioned above, at the point of transition to the client’s payroll, the impact on the staff and their delivery of removing the Teknavo brand is seamless; similarly, should the client opt not to transition the staff onto their payroll, the engagement can be simply rolled forward “as is.” Should the client wish to disengage from the venture, we take responsibility for decommissioning the site and absorbing the people impact without impacting the client.