The 5 Real Problems with Staff Augmentation (And How to Fix Them)

Staff augmentation can help you grow your team. You get the specific skills you need, right when you need them. And your projects can move faster.

But let’s be honest. If you’re a manager, you know adding people from outside your company isn’t that simple. It’s smart to be careful.

Success means knowing what the common problems are. If you’re already thinking about the risks, you’re on the right track.

This guide covers the five biggest problems we see with staff augmentation. We’ll also show you how to fix them.

1. Poor Communication and a Bad Team Fit

The problem: Your team has its own way of working. People are in the same office, same time zone. They get each other. When you add remote people, that can get messy. Time zones cause delays. Small misunderstandings happen. And soon, it feels like “us versus them.” That slows everything down.

The Solution: You have to intentionally build one team. 

It’s more than just adding them to Slack.

• Set Clear Communication Rules: Everyone should know when and how to communicate. Daily stand-ups with video on are a good start. Also, plan for weekly meetings and regular demos so they can show their work.
• Use the Same Tools: Put everything in one place. All tasks, messages, and docs should be in a shared system like Jira or Slack. That way, nobody is left out.
• Include Them in the Culture: It’s not just about the work. Invite them to the virtual happy hour. Make a chat channel for non-work stuff. Give them an in-house “buddy” to help them figure things out.

2. Keeping Code Quality High

The problem: Your code is important. You have standards for a reason. But how do you make sure a remote developer follows them? Bad code creates bugs, security risks, and problems for you later.

The Solution: You have to plan for quality from the start.

• Vet Your Partner Carefully: This is the most important part. A good partner will have a tough screening process. They should do more than just read a resume. Ask if they do tech tests, coding challenges, and design interviews. They should be able to prove a developer’s skills.
• Require Code Reviews: This is a simple rule: no code gets merged until one of your senior developers reviews it. This keeps standards high and helps everyone learn.
• Write Down Your Standards: Don’t make them guess. Give new developers a simple document on day one. It should explain how you write code, what tools you use, and how you build things.

3. Security and IP Risks

One of major staff augmentation problems: You have to give outside developers access to your code, systems, and maybe even customer data. That’s a big risk. Without the right protections, you could face IP theft or a data breach. 

The Solution: You need a mix of good legal paperwork and a smart tech setup.

• Get the Contracts Right: Make sure your agreement includes a solid NDA. It should be very clear that you own all the work (the IP). And these rules should still apply even after the contract ends.
• Limit Their Access: Don’t give them the keys to everything. This is called “least privilege.” They should only have access to the specific things they need to do their job. Always use a VPN and require multi-factor authentication (MFA).
• Pick a Partner You Trust: Work with a company that takes security seriously. Ask them how they handle security. Ask if they do background checks.

4. Losing Knowledge When They Leave

The problem: An outside developer might become the only expert on a part of your system. When their contract ends, that knowledge walks out the door with them. Then your team is stuck. 

The Solution: Make knowledge sharing a regular part of the job. 

Don’t wait until their last day:

• Write Things Down: Make it a rule that developers document their work as they go. This creates a guide that anyone on the team can use later.
• Work in Pairs: For tricky tasks, have the new developer work with one of your full-time people. It’s the best way to share knowledge as it happens.
• Have a Handover Plan: The last couple of weeks of a contract should be for a handover. They should review their documentation with the team, do walkthroughs, and check off a list of everything that needs to be shared.

5. Hidden Costs and Surprise Fees

The problem: The hourly rate looked good. But the final bill is a lot higher. Hidden costs for things like admin fees or equipment can pop up. This can ruin your budget and the relationship with your partner.

The Solution: Ask for total clarity on pricing before you sign.

• Ask for a Single Price: Your partner should give you a clear, all-in price. The rate you see should be the rate you pay. Ask them straight up: “Are there any other fees at all?”
• Read the Contract: Make sure the contract spells out the payment terms and schedule. This helps avoid surprises.
• Think About Value, Not Just Cost: The hourly rate isn’t everything. It’s more about the quality of the developer and how easy they are to work with. Paying a bit more for a good, honest partner is usually worth it.

Your Partner Makes the Difference

So, staff augmentation problems are real. But you can solve them.

If you look at all the solutions, they really come down to two things: having a good process and picking the right partner.

And picking the right partner is the most important part. Success isn’t about luck. It’s about working with a company that already knows how to handle these issues.

Worried about these problems? We can schedule a call and show you how we handle them.