We want you to succeed – period!
We believe in Empowering our Clients and Positioning them for increased Success after Project completion.
We help Teams overcome the following challenges with best in class solutions:
- System Performance
- Outsource Implementation
- Test Automation
- Mission Critical Systems
- Engineering Talent Sourcing
System Performance
Issues
- Unacceptable user experience
- Unreliable long term ‘up time’
- Missing or corrupted data
- Browser interface painfully slow
- Reports take forever to load and display
- Search feature / Print requests – take forever or time out
- Multiple users cause serious degradation, freeze or system crash
- System Navigation is so slow; you forget what you were doing
Solution – Quantifiable Performance
System Analysis & Remediation
- We will identify all the bottlenecks and system design shortcomings
- Review findings with your team
- Provide recommendations for remediation
- Collaboratively determine the best action plan
- Work with your team to implement corrective steps
- Fully test the system against updated behavioral expectations
- Ensure speed, capacity, data integrity and reliability exceed customer demands
- Improve customer satisfaction with your products
Outsource Implementation and Execution
Issues
- Capacity versus Ability to Hire
- What you don’t know will bite you
- Change management for in-house teams
- Cultural differences
- Selecting the Right Service Provider
- Unrealistic expectations
- If it looks too good to be real, it probably is
Solution – Quantifiable Performance
Team is Converted
- Corporate analysis to determine what should/shouldn’t be outsourced
- Corporate sponsorship with team buy-in
- All expected challenges aired out, identified and fully explained
- Entire Program is designed for client success
- Outsource team fully integrated into existing processes
- Repeatable processes fully documented and templated
- Outsource program in place and successfully executed
Test Automation
Issues
- Attempting to Automate “everything”
- Just because you have a hammer – doesn’t make everything a nail
- Test engineer attrition (boring, repetitive work)
- Using old tools – skill sets not current with new technology/capabilities
- Not matching the tool to the project (not all tools are alike)
- Generating too much overhead – reduced ROI
- Little or no code coverage metrics
- Do you know where you’re saving time – how much
- How much has code coverage increased
- How many more cycles are running
- What are your tangible benefits
- Lack of a Test Automation Plan – need to establish an initial program
Solution – Quantifiable Coverage
- Create a Test Automation Program
- Work with cross functional team to determine all automation needs – now and future
- Regression test beds
- Infrequently changing features/functionality
- Support dev team build transitions (unit, smoke, entry/exit, etc)
- Set measurable goals for your Test Automation Program
- Get your design of test automation frameworks right
- Review code being automated – match to appropriate automation tool
- Select qualified automation engineers and train them
- Ensure high quality of test data
- Put together a complete Test Automation Plan
- Compile list of Test Automation Goals
- What should/can be automated
- What not to automate
- Test design prior to automating
- Risk ID
- Scenarios
- Peer reviews
- Remove uncertainty from automated tests
- Avoid attempts to automate unstable functionality
- Spot check (always passing) automated tests with ad hoc tests to verify results
- Don’t automate chaos – if the QA process is chaotic, automating only creates faster chaos
- Maintain scripts in a proper repository
- Insist on thorough documentation covering all aspects of the program
- Ensure project needs are met via automation
- Identify and annotate all aspects of ROI prior to launch
- Continually measure ongoing ROI – verify it maps to plan
- Determine & list test automation plan success factors
- Know when you are done with a project (start/end activities)
- Work with cross functional team to determine all automation needs – now and future
Mission Critical Systems
Issues
- Inability to identify the High Risk areas of the code and system
- Negatively impacts ability to properly scope test plan
- Critical defects and system failures – escape into production
- Project timelines: lack of understanding, what “not” to test
- Impact schedules – constant delays and missed delivery dates
- Incorrectly tracing test cases (requirements versus specs)
- Critical coverage gaps
- Minimal or nonexistent impact analysis articulation
- Regulated MedTech Environments
- Lack of preparation for an FDA Inspection
- Too many recalls/stop ship occurrences
- Unexpected system performance issues
Solution – Predictable Release Schedules and Increased Confidence with Product Quality
- Identification of High Risk areas
- Improve product quality
- Reduce test cycle times
- Cut costly rework
- Implement repeatable processes
- Predictable schedules
- Improve system reliability
- Regulated MedTech Environment Consulting
Engineering Talent Sourcing
Issues
- Technical Recruiters are not Engineers
- They are “wow’d” by resume buzzwords and super confident candidates
- They map resume buzzwords to job requirements – to match candidates to open positions
- They are usually in a hurry to fill the role, in order to beat their competitors
- Leaves minimal time to vet the candidate, and verify qualifications for the role
- Mostly phone interviews asking typical questions – don’t know if candidate answers are close or lucky
- It’s almost impossible for a Recruiter to determine a good culture fit – they’ve never worked together
- Candidates rarely take a written test to prove their resume skills or specialties
- Mud against the wall
- Technical staffing companies typically bury the Hiring Manager in resumes until something sticks
- Major waste of Hiring Manager’s time
- Interview majority of candidates sent by Recruiter
- Call references and/or do background checks
- Have the team interview every candidate – multiple times
Solution – Right Engineer for the Right Role
- We work in the Industry
- Advantu is comprised almost entirely of Engineers – so we know a good fit, from a bad one
- We know how to match the right engineer, to the right role
- Written tests
- Oral interviews
- Best fit work counseling – find out about their Dream Role
- Match them to the best position and environment
- 6 Degrees of Separation
- If we don’t know a candidate directly – within 3 phone calls, we can speak with a colleague who has worked with them
- We identify workplace behaviors and determine the best culture fit for them – everyone wins
- We can tell if a candidate is simply desperate for a job, and will temporarily take a reduced pay rate – until a better job comes along
- We know the kind of work they’ve done, and know how to steer them clear of contracts where the work isn’t commensurate with their experience
- We keep our Engineers focused by putting them on desirable, challenging projects – this is also how we take care of our Clients
- If we don’t know a candidate directly – within 3 phone calls, we can speak with a colleague who has worked with them
- We take the Time
- We invest the proper amount of time with our clients, and their teams whenever possible
- We want to know how your team works, and what kind of people they prefer to work with
- It’s important to us, to spend time with our Clients – so we truly understand their culture and work environments – to guarantee a solid fit
- Our Promise
- We’ll Save you Time
- After thoroughly understanding your needs – we do our investigation in order to identify the perfect match
- We will only send 2-3 resumes to your Hiring Manager for each Role
- We Make it a Simple Choice
- We believe your only decision should be personality fit: you and your team will choose the candidate you like the most
- That’s because every candidate has already been vetted and proven 100% technically qualified – you only need to pick your favorite
- We’ll Save you Time
