One of the winners to come out of the pandemic has been staff augmentation.
The staff augmentation model is used by businesses that need to expand their existing workforce to meet its targets and goals by using additional, expert personnel for a specific amount of time.
The staff augmentation model has been around since the ‘80s and is known to be a model for its cost effectiveness.
Staffing augmentation has gained prominence thanks to its connection with software companies mostly located in the developed world who are outsourcing projects to skilled workers in the developing world.
But where does the model stand today?
Its limitations
One argument that has sprouted up recently is that the staff augmentation model may not be the right one for growth for businesses focusing on maintaining the highest standards.
While this line of argument is not completely true, some point to the fact that large organizations are able to lure the very best professionals around the world, leaving small and medium-sized businesses to select tech pros with less expertise and experience. 
However, as the tech industry develops further, with more and more people going into education to learn about software development, the broader the talent pool is becoming.
How relevant?
While it’s true that most models become obsolete, those that continually are finetuned to adapt to the latest needs of business.
In today’s business landscape, it’s almost impossible to ignore the benefits and strengths of staff augmentation. This is particularly true since the worldwide shift to remote work during the pandemic.
In response to the changing nature of the business landscape, a newer version of staff augmentation can embrace the change and remodel itself as the solution for remote working.
If there were to be a staff augmentation 2.0, software development teams would be able to onboard performance-orientated tech pros from neglected job markets or job markets that fly under the radar around the world.
There are many factors that would go towards the contribution of rethinking staff augmentation.
These include:
The rise in English-speaking developers. Better internet access, advanced cloud computing, broader online learning, and advanced tech have all contributed to a larger software development community that speaks English. Sharing language skills makes it easier for devs to fit in with the work culture at the client’s business.
Advanced HR platforms. With the advancement of HR platforms for hiring practices, it has given HR teams the power and insight to make hiring more accurate than ever, pairing the right pro with the right business.
Longer term engagements. Today, there is a greater expectation from both the client and the independent staff aug contractor when it comes to the length of engagements. Both of these parties now expect long-term and full-time teamwork. 
Greater guidance. The staff augmentation model can handle multiple tools, people, and processes and leverage them to better prepare software developers before they make contact with a client. This decreases the management burden and increases value for a client.
Moving towards, the staff augmentation market is set to be worth $482 billion by 2025, with growth happening around the world.
With all these advancements, perhaps we are witnessing the birth of staff augmentation 2.0.
