As organizations increasingly rely on technology to drive their operations and growth, the demand for skilled IT professionals has never been higher. However, one persistent challenge for many organizations is retaining senior-level IT employees. A significant percentage of these senior-level IT employees tend to leave enterprise organizations for a variety of reasons; the two most common are:
A senior-level skillset allows them a rather low-risk exit to entrepreneurship by pursuing the potential to make more money as an independent contractor. Besides that, as a contractor, they have the freedom to take on multiple projects and choose the projects that align best with their interests and skills. This allows them to command higher rates for their services than they would as a salaried employee. Additionally, many senior-level IT professionals are looking for more autonomy and flexibility in their work, which is often difficult to find in a large enterprise.
Another reason senior-level IT employees leave large enterprises is the opportunity to work with like-minded individuals in smaller organizations. Small to medium-sized businesses (SMBs) often have a more specialized focus, which allows employees to work with others who share their passion for specific technologies. This can be more fulfilling and motivating than working in a large enterprise where employees may feel like a small cog in a large machine.
A common approach that organizations take to finding IT talent abroad is to outsource their development and IT needs to large foreign outsourcing organizations. However, this approach is not without its challenges. Firstly, many of these large outsourcing organizations have a business model of providing low-cost labor, which can lead to a lack of quality in the work produced. When dealing with large offshoring powerhouses, organizations may get disappointed with the level of experience that they receive. Often, juniors are sold as mediors and mediors as seniors. Expertise and experience may turn out less than expected, and ultimately lead to disappointment and wasted time and money. Additionally, these organizations often have high turnover rates, as many of their employees leave once they reach senior-level, either to become independent contractors or to work for smaller, more specialized companies. Remember, this phenomenon is not unique to a specific region or country, it happens worldwide!
The reality is that the vast majority of senior-level IT employees are part of a global community of independent contractors and SMBs, who have unlimited senior talent. These professionals are not tied to large corporate businesses and are not limited by geographic location. They are highly skilled and experienced individuals who are passionate about their work and are always looking for new and challenging projects. So when looking to hire senior-level foreign expertise, organizations should be aware that the same issues with retaining senior-level employees exist in foreign countries as well. Large offshoring powerhouses may not be the best option as they focus on providing low-cost labor and often have high turnover rates. It’s better to focus on the global community of independent contractors and SMBs, who have unlimited senior talent and can provide the expertise and experience that organizations are looking for.