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Adrian

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#### Post-Pandemic Growth

In response to the dynamic growth of the IT market in the post-pandemic period, **our team experienced unprecedented expansion,** a phenomenon common throughout the industry. **Our existing manual methods for managing personnel and related data, while effective on a smaller scale, quickly proved insufficient in the face of growing operational complexity and employee numbers.** Scaling these manual processes generated risks of errors, reduced efficiency, and hindered strategic resource planning.

#### Recognizing the Gap: The Search for Scalable, Tailored HR Management

We identified **an urgent need to implement a centralized system to streamline key HR processes.** The core requirements included secure storage of employee personal data in compliance with applicable regulations, precise cataloging of their technical and soft skills, and professional experience. Equally important was the ability to instantly update this information and automate the generation of competency profiles, essential for effectively allocating resources to new projects and responding to client inquiries.

We conducted an in-depth analysis of solutions available on the market. **We found that the market was dominated by extensive HRIS (Human Resource Information System) platforms,** which, although feature-rich, were **disproportionately complex** and **costly** relative to the current needs and scale of our organization. Implementing such a complex platform would involve inefficient resource utilization, lengthy implementation times, and a lack of the desired flexibility.


#### Developing a Homegrown HRIS Application

Consequently, we made the strategic decision to develop our own dedicated solution, precisely tailored to meet 100% of our specific requirements. **This led to the creation of our internal application,** informally nicknamed **"HRIS"** by the team. Its development was an iterative process – we successively expanded it with new modules, **guided by ongoing operational needs.** To the core database, we added functionalities for managing software licenses and assigned IT equipment, an integrated leave request handling system, a central repository for employee evaluations and feedback, a digital archive for employee documentation, and a module for recording salary history and tracking changes.

This application reliably supported our operations for a long time, **proving its effectiveness, stability, and value to the organization.** This internal success inspired us to consider its commercialization and make it available to other companies facing similar challenges. **We began conceptual work on version 2.0,** intending to release it to a broader audience in a SaaS model.
 
![hris.png](https://bitnoise-cms.btn.fyi/uploads/hris_c956f5ec82.png)

#### Reimagining the Product: A Strategic Pivot to Serve Field Teams

However, a series of internal strategic sessions, combined with market trend analysis, **led us to reorient our plans.** We decided on a strategic pivot, transforming the original HRIS concept into a solution with a **much broader functional scope,** addressing the needs of a specific, underserved market segment.

Thus, the concept for the **TaskForce** platform was born. Building on the proven foundation of human resource management, we enriched the system with modules dedicated **to optimizing the work and management of field service teams** – such as technical service engineers, assembly crews, installers, gardeners, and other specialists whose work involves performing tasks directly at the client's site or a designated location.

![hris-1.png](https://bitnoise-cms.btn.fyi/uploads/hris_1_a78d3f4a09.png)

#### Key Functional Expansions

A key extension is **the advanced order (task) management and scheduling module.** It enables managers and dispatchers to efficiently plan tasks on an interactive calendar, dynamically considering critical parameters: **job geolocation, required completion deadlines, priorities, necessary qualifications, and the availability of appropriate employees.** This directly translates into optimizing travel routes, reducing operational costs, maximizing the utilization of working time, and enhancing the overall efficiency of daily field operations.

Furthermore, we have introduced a range of innovative functionalities aimed at streamlining and automating communication between end customers and service providers (e.g., technicians). Details of these solutions, which include **notifications** and **job status updates,** will be presented soon. Their purpose is not only to improve information flow and increase transparency but also to strengthen the client's relationship with the service provider company, building loyalty through convenience and proactive communication facilitated by the TaskForce system.

![taskforce blog.png](https://bitnoise-cms.btn.fyi/uploads/taskforce_blog_f7ba876bf0.png)

#### Next Steps

In the near future, we plan to conduct closed **beta tests** with a dozen carefully selected partner companies from various industries. **After gathering and implementing their valuable feedback, TaskForce will be officially released to the wider market.** Concurrently, we will continue to work on the further development of the system, implementing subsequent expansion phases according to the adopted roadmap and responding to user needs.


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Strategic Pivot: Transforming an HR Tool into a Modern Field Service Platform

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Tech companies, including Bitnoise, thrive on the success of their clients. When starting a new project or enhancing existing ones, our focus should always be to deliver high-quality services within a reasonable time frame, especially in React.js-driven projects. 

At our company, we have a strong commitment to our clients and prefer to establish long-term relationships with them. Hence, setting a high standard for product quality and ensuring that we meet these standards by implementing our philosophy throughout the organization is a must. Communication, accountability, and timely delivery are all integral to customer experience. We believe that by following these standards, is a path of consistently delivering the best possible work to our clients. 

Here are the 8 pillars of quality in further detail.

#### **1. Excellence Over Quantity**
While growth is an crucial aspect of any tech endeavor, it is important to understand that business goals should never supersede our commitment to quality. This commitment allowed companies like Biitnoise to develop a sparkling reputation in the first place. As a result, there is a need to be extremely careful during the hiring process so that it ends with bringing in **the best talent**. We should not be blinded by our desire for growth and take on projects our team can’t handle. In Bitnoise, most candidates we interview do not meet the caliber we expect in our organization. Thus, we turn them away.

Furthermore, it is important that developers work with confidence knowing that they have support systems behind them. The assistance of CTO and head of technology during the development process ensure that they receive support or guidance where needed. Realistically, no developer is infallible.

In Bitnoise, collectively, our team has a deep pool of knowledge. Our developers are always welcome to consult with one another when they need advice on how to solve a problem.

#### **2. Responsibility**
When working with clients, the **full ownership** of the product in development is a highly desirable feature. This is not so common in our industry, but it goes to show you just how committed the tech company is to delivering quality work for clients.

In Bitnoise we want to be there both for the scaling and the building of the software to watch the company evolve. Several of our clients have worked with us for over a decade. We're in it for the long run.

The secret is, instead of outsourcing developers, we focus on developing an internal culture of accountability. As a result, we partner with companies worldwide to service their technology needs.

#### **3. Working Globally, Coding Locally**
Many prominent tech companies have clients sprinkled throughout some of the world’s top global innovation hubs, ranging from Berlin to London to Silicon Valley, but still they prefer to work as a team at home.

In Bitnoise, we are located entirely in Poland. Most of the time, we all work at our office in Poznan even though we have the option of working from home.

The main advantage of this kind of setup is that since **we’re located within the EU**, we can all benefit from their legal framework, and our clients can expect stability when they work with us.

#### **4. Stable Teams With Low Turnover**
The software industry can be extremely chaotic, and its job market is always competitive. To build a stable team, you must have an attractive offer and a positive work environment that incentivizes everyone to stay on board.

![ ](\uploads\blog-Quality2_28l1PL2QiWf1AAmOJrGjkO.jpg)
By managing our employees sensibly without being overbearing, we’re able to win their respect. A good idea is to foster a **culture of independence** in organization and endeavor to exercise common sense in all situations.

As a consequence, the team can develop a level of stability that might make some of the competition jealous. 

In Bitnoise few of our engineers have worked with us for 8 years or more, and it is all thanks to an internal culture of independence, knowledge development and trust.

#### **5. A Holistic Approach**
In pursuit of quality a specialization is a very important feature, but it can not overshadow other technologies. For example in Bitnoisie we are a **React.js-driven company**, and you might assume that we only build frontends. But it is not the whole picture. We’re extremely competent with back-end technologies including Node.js, Python, and PHP. A large portion of our engineers are specialists in specific areas of technology. However, we also employ full-stack developers who can work on a project from start to finish. 

Some of our core competencies include UX/UI, quality assurance, and project management. So you know we’re a team that can excel at any aspect of app development.

#### **6. Seniority And Maturity** 
It's impossible to run a software development company without employing and training junior developers but what makes a difference is seniority. For our part, we emphasize **seniority** as much as we can. The majority of our developers at Bitnoise have over 7 years of industry experience. In some cases, they have worked with multiple tech stacks. Moreover, our developers usually have an educational background in Computer Science or a STEM field. 

As a result of their experience and education, our clients reap the benefits in the form of Quality Audits, Consulting and Strategy services, and CTO as a service. This variety is unique among software development companies. 

#### **7. Transparency**
Clients in many cases place their faith in companies whose fee structure is clear and simple. In Bitnoise we charge hourly or daily fees and validate our work on the invoice with corresponding timesheets. We don’t charge any upfront fees, recruitment costs, or any other cost that might arise during our work. In the case of a fixed-price project, we agree on a maximum fee from the beginning of the project so there won't be any unpleasant surprises down the road. Rest assured that you will get what you pay for. 

Even though we involve project managers in our work, our clients still have **direct contact with our developers** and often collaborate with them. There won’t be any middleman mediating your communication. Moreover, our entire management team is approachable in case you have any inquiries. Feel free to reach out to us.

#### **8. Fostering A Community**
To encourage growth and education in our industry, we made it our mission to build a thriving community of software developers. In doing so, we’ve founded or participated in several software initiatives such as: 

[**Land On Moon**](https://www.landonmoon.co/)
 – a series of Berlin meetups for founders, CEOs, and product managers to discuss their experiences with one another and inspire startup leaders and other businesses that are attempting to scale. 

[**PozTechTalks**](https://www.youtube.com/watch?v=zZB5qCQg9go&list=PL7zHBa_5KmnLSaEp4qQLNPCmm1SuUpEsl&ab_channel=Bitnoise)
 – an educational initiative where leading software companies based in Poznan promote engineering and development quality. 

[**ITCorner**](https://itcorner.org.pl/)
 – Poland’s most prominent software development business association made up of like-minded IT companies. 

[**Bitnoise Meet**](https://www.youtube.com/watch?v=AfCA-2nzN4A&list=PL7zHBa_5KmnJxiilc9bvKt48J3wHxsNw3&ab_channel=Bitnoise)
 – in which our in-house developers meet together to train and enhance their programming skills.

**These are the 8 pillars of quality in software development:** 

1. Excellence Over Quantity 

2. Responsibility 

3. Working Globally, Coding Locally 

4. Stable Teams With Low Turnover 

5. A Holistic Approach 

6. Seniority And Maturity 

7. Transparency 

8. Fostering A Community 


Of course, there is more to this topic, and we eagerly look forward to discussing it with you if you have any questions or suggestions. Reach out to us at hi@bitnoise.pl, and let's have a talk.

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The 8 pillars of quality of a React.js project

There are many ways to avoid the trap of being "just another generic software development company." For me, it is specialization, the value proposition that comes with it, and organizational culture. 

Why is it important not to be "just another generic software development company," you may ask? For us, it is crucial because **we like working with interesting brands, and our developers love coding in tech-challenging and satisfying projects.** We don't want to compete only with time and money because that is a dead end for any tech company. But what exactly is specialization and organizational culture for a company that mostly works on JS-driven projects and has a team of 50 tech-savvy programmers? Let's break it down.

#### **Specialization and the value proposition**
The main problem with genericity comes from the fact that many of us don't think and plan ahead when starting a company. We tend to have a vague concept of what we want to achieve with our business in ten years, relying on the technology that our CTO or tech lead knows best and a handful of recommended clients. This approach lacks experience, vision, and a positive attitude, leading to daily struggles. It can even consume the best entrepreneurs and undermine their motivation to work on their own unique value proposition. 

At Bitnoise, we have adopted a "**doing things a little different**" approach, **with a strong vision and values, and specialization**. It may be easy to say, but the real challenge begins when you start implementing specialization in your company. For us, it took some time, but we eventually discovered that our holy grail is JavaScript - specifically **React**, **React Native**, and **NodeJS**. This does not mean that we have no knowledge of other technologies, but we consciously focus on JS and direct our messages to customers who require such services. 

It took years of work and deep experience to be able to say that we are specialists in this area, not only in our marketing communication but also in practice. To prove it, we have taken part in hundreds of large and small projects, run internal workshops, and participated in industry events over our 14 years of existence, and it has paid off. 

#### **Culture - take it seriously and you will see the difference**
In our case, it means always cooperating with people with matching characters, temperaments, and values. This does not mean "the same" people, **but if the teams work on the same page technologically and socially, you have a win.** For us, the most important thing that makes our team well-connected and cooperation easier is acceptance of differences to a reasonable extent. We have people on the teams with extremely opposite worldviews, but we have never had conflicts at this level. Why? 

One of our ideas is to create a space for casual discussion, an internal platform like Hyde Park, and we actually call it Hate Park (the rest is confidential). From my point of view, another important thing is to be "**a present manager**," not "the owner of a high castle." We have a custom of open doors. Any of the company's leaders, as well as a person who has just joined the organization, can at any time have a talk with me and the company CTO. The same thing applies to business partners; devoting time to them makes it much easier to deliver the value proposition we've promised. 

![ ](\uploads\blog-post_adrian_bitnoise_post_02_5mG9Sq5Y3QB3ptliYbzKgq.jpg)
#### **Specialization out of expertise and experience**
Face it, running away from generality into specialization is a challenge and takes a lot of work, not only in the marketing of your company but also on the level of your teams. Basically, **you need the best people, and they need to constantly develop their skills**. It is time and money-consuming, but in the end, it pays off. At Bitnoise, we have come up with [Bitnoise_meet](https://www.bitnoise.pl/blog/tags/meetup)
, where more experienced Bitnoise members can share their experiences with those with less skill in a given field. 

We provide training not only on technical topics - we have mastermind workshops, public speaking, or event storming workshops behind us, and mini-conferences **-** [Land on Moon](https://www.landonmoon.co/)
 **- organized in Berlin**, **where we encourage local communities of scale-ups and start-ups to share their knowledge** and acquire new skills. What impact does this have on our clients' business? It's simple: it translates into a committed team that not only completes tasks and builds high-quality products but also looks after each other and works effectively as a unit. 

#### **Summary**
Both tech socialization and culture are not a silver bullet, but they work well for me and Bitnoise. There is more to add, among others, a niche industry, extraordinary partnership, and many others. For us, what works is to have a mature, independent, and high level of seniority teams and a strong **React.js** core on the side of competency and in the clients' portfolio. It allows us to go outside the simple software development process, and if we see areas around the business in which we can support the client - whether in technical terms or in terms of processes - we help to make the right decisions or refer to one of our many partners who, in a given area, can help (being part of the community is something I'll discuss in the future).

Finally, what I think is worth mentioning - as owners and managers of Bitnoise, **we are always available to developers and customers to help dispel any doubts or problems that may arise.** On time and as efficiently as possible, because when our clients' business works well, it means that we do our job well. It is an important consequence of being a "present manager," which I mentioned previously. My final take on the whole genericity problem, if you want to overcome it: 

- Make an in-depth analysis of what is the strongest value of your company;

- Research how and what problems of your clients it answers;

- Specialize in technology; 

- And last but not least, build strong, independent, and experienced teams (and support them). 


Of course, it takes time and resources, but it is worth it. Do you agree? Or maybe I should talk more on some specific point? Give me a heads up, and let's talk.

Strategic Pivot: Transforming an HR Tool into a Modern Field Service Platform

Adrian

The 8 pillars of quality of a React.js project

Adrian

Why we are not just another generic software development company

Adrian

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