Software Developer for Mission Critical Projects

software developer

Many businesses are updating their internal software or planning to develop some software application. Many business leaders wonder if they should employ an expert firm or someone inside to build their solution. Hiring someone internally may first seem to be less expensive than the project cost estimated by a software development firm. It may cost three to four times as much to recruit that individual in the long run as it would have to hire a software development business initially due to the obligations, dangers, and time required.

Let’s start by discussing the duties associated with employing a software developer. It would help if you first thought about the salary you want to provide the developer. Software engineers earn between $40,000 and $140,000 a year, depending on their industry and expertise. Since this person would be entirely accountable for the growth inside the firm, employing the less costly option makes no sense in this situation, unlike in specific other sectors. 

Hire a Developer

A decent developer with the skill set required in this situation should cost at least $80,000.00 per year, or $40.00 per hour, based on experience. At $40.00 per hour, employing the developer for three months would cost you almost $20,000. Since most developers want at least a six-month contract, you would need to invest $40.000 on the job. If you hire a developer full-time, you must consider perks like insurance and retirement, which might dramatically raise this sum.

Putting pay aside, the employment process has its difficulties. The management must possess the expertise to determine if the developer is competent for the position and deserving of the compensation requested. Given that the applicant would be entirely accountable for the current development project, the manager must take the time to effectively and thoroughly examine possible candidates in all facets of architecture and programming. 

As many developers cannot be hired based only on their personalities and many are introverted, it might be difficult for them to convey their skills vocally. As a result, nature plays a minimal role in this business. Instead, you should concentrate on their skill set; nevertheless, if the manager or business evaluating the developer has the necessary IT expertise, there is a high possibility that the recruit won’t live up to the company’s expectations. The business will need to build up a management plan for the developer when the recruiting process is over.

According to what I’ve learned from experience, every developer needs structure, discipline, and—most importantly—a manager with the skills and expertise necessary to oversee the project the developer is working on. In light of this, a project manager must take the time to develop a project life cycle that includes a thorough functional definition of the project and a basic understanding of the programming environment being used to construct the software. Without spending the effort to design an available specification and having the expertise to guide the developer through the development life cycle, it is quite possible that the software won’t be developed by the company’s needs and specifications or be finished on time. The significance of a manager having the functional and technical competence to manage the developer cannot be overstated. 

Programming Knowledge

The manager does not need to be a programmer; they are not even required to have any programming knowledge. However, they need a working knowledge of the software development life cycle, requirement documents, and schedules for the programming environment and the software application itself. The manager should be able to oversee all areas of the project, including testing, using this expertise. The time a business must invest in employing a developer may be considerable. There are significant hazards if the project and the hired developer are not given the proper supervision and resources.

There are risks associated with employing a developer outside of management and the risks associated with leadership, or lack thereof. The most evident risk is that an employee or contractor may resign or leave the business for whatever reason. Imagine you have a 3-month project that must be finished in 3 months with no schedule flexibility, and the developer goes or becomes ill after just one month of work. At that point, the business must restart the recruiting process for a new developer and devote new resources to reviewing the software environment and application architecture with the new employee. In my experience, a fresh developer cannot just continue where an experienced developer left off. 

Why? It is so?

When a developer leaves, their replacement must first learn the application and become familiar with the previous developer’s code before being able to work with it. This process could take weeks depending on the complexity of the application, the caliber of the associated documentation, and the developer’s knowledge of the application. The company’s performance expectations for the developer add another risk to the recruiting process. Regardless of how exact your recruiting procedure is, you often won’t know whether a developer is excellent until they complete a project or assignment. If a recruiting error is found after the developer has finished working on a project for you, this might mean that the software has to be redone and the hiring procedure, which could cost a firm a lot more than simply money.

Software Development Firm with Development Solutions 

A reputable software development firm might take on the obligations above and dangers related to software development on behalf of the business. A software development business will have a management team with the training and expertise necessary to supervise the developers and the production of the software application and will have already taken on the recruiting risks. The knowledge of both the project at hand and the business process itself can be distributed to a team of developers and managers rather than a single person, thanks to the ability of a software development firm; as a result, the process is no longer affected by the loss of a recruit.

Development of Technical Solution 

Developing a technological solution might be a great option if a software development business has a thorough grasp of the organization’s demands. Without a complete comprehension of the organization’s fundamental business procedures and practices, it is possible that the final application will not serve the company’s objectives. Giving the software development firm understanding of their business procedures and demands is sometimes the most significant time investment the customer must take on. 

Yes, employing an internal employee may significantly shorten the time required for knowledge transfer as the employee will get familiar with the business via regular face-to-face interactions. However, the best software development business for the project will already have industry experience, meaning they already have a lot of the necessary information. In addition to reducing the time needed to acclimate the development firm to the business, this will also allow the software company to actively participate in the software development process and offer suggestions based on their prior expertise in the sector.


Overall, employing someone could seem like a good idea initially, but if your business is unprepared, the dangers and effort required in doing so may exceed the advantages. It may initially be more expensive to hire a developer than a knowledgeable, experienced software development company with experience in the company’s industry. However, over time, businesses that have made a long-term investment in IT will discover that working with a software development company rather than hiring an employee will be the better course of action.


About Author

Greetings, I am Pankaj Pandey, a dedicated professional with eight years of experience in the dynamic field of digital marketing. My journey in this ever-evolving landscape began with a genuine passion for exploring the vast potential that digital platforms offer for brand promotion and customer engagement. Specializing in SEO, social media marketing, content strategy, and online advertising, I have cultivated a strategic mindset and innovative approach that sets me apart. My campaigns have consistently increased brand visibility and delivered measurable results, showcasing my adaptability to industry trends and technological advancements. As the site owner and author of, I combine my digital marketing expertise with insightful content creation. This platform reflects my commitment to sharing knowledge, providing valuable insights, and guiding businesses towards success in the digital era. My journey is a testament to my unwavering commitment to excellence and innovation in the digital marketing realm. I look forward to continuing to push the boundaries of what is possible in the ever-evolving world of online promotion.

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