FAQ
FREQUENTLY ASKED QUESTIONS
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Why work with GW Expansion?
GW Expansion allows clients to build high-performing software development teams in their own time zones for much less than it would cost to hire locally.
What positions does GW Expansion provide?
GW Expansion provides professionals for positions related to software development including frontend web developers, backend engineers, mobile developers, UX/UI designers, QA testers, QA automation engineers, and more.
Are there any up-front costs?
No, there are no up-front costs. To get started clients sign a staffing agreement that lays out the details of the engagement. Clients are billed when their first team member starts.
Does GW Expansion provide freelancers or engage on a project or hourly basis?
No, GW Expansion provides clients with talented, dependable software developers for full-time, ongoing/permanent positions.
Why does GW Expansion provide software developers exclusively from Latin America?
Recruiting from Latin America allows us to provide clients with talented tech professionals in their own time zone at an attractive price point.
How long does it take to get a new software developer on board?
GW Expansion aims to provide 2-3 qualified candidates for a given position within 5-10 business days. Total time from initiation of search to start date depends on client’s selection process and other factors but our goal is 3-5 weeks.
How much can clients save working with GW Expansion versus hiring locally?
Clients can expect to save 40-60% working with GW Expansion developers vs hiring locally in the US.
Who owns the legal rights to work done by GW Expansion developers?
All GW Expansion developers sign a Confidentiality and Assignment of IP Agreement upon assignment to a client and all works created are property of the client.
Where do GW Expansion developers work?
All GW Expansion developers sign a Confidentiality and Assignment of Agreement, upon a client and all works created are property of the client.
How does GW Expansion’s screening process ensure candidates match the role?
We screen for English and communication skills, job history, technical/domain-specific knowledge, and cultural fit. Only a small percentage of applicants pass our screening process. Clients are also encouraged to put candidates through their own selection process.
What criteria do you use to determine experience level?
We look at years of experience, the amount of time a candidate has worked with a specific technology, projects that are currently in production and administer a code assessment.
