Скачать или смотреть Hybrid GTM & CRM Development: US Strategy + India Execution - Jason Linkswiler, Founder, coResolute

The hybrid development model combines US-based strategic leadership with vetted offshore talent—offering the best of both worlds when done right.
In this video, we explore how hybrid shops structure their teams and why long-term talent relationships produce better results than project-based contractors.

HYBRID MODEL STRUCTURE:
✓ US-based architects, strategists, and project managers
✓ Vetted India-based development resources
✓ Direct accountability and talent management
✓ Long-term team relationships (years, not hours)

KEY ADVANTAGES:
1. KNOWN TALENT POOL
Leadership personally knows each developer's:

Specialization areas
Project fit and strengths
Communication style and reliability
Track record on similar work

2. STRATEGIC FILTERING
US team matches specific talent to appropriate projects rather than generic resource allocation
3. HIGHER QUALITY TALENT
Long-term engagements attract developers seeking:

Stable work-life balance
Ongoing professional relationships
Meaningful project involvement
Career development opportunities

WHY IT MATTERS:
Hiring developers for 20-30 hours rarely gets you top talent. The best engineers want stability and context—exactly what year-long relationships provide.
THE HYBRID ADVANTAGE:
When you hire a hybrid firm, you're not just getting cheaper labor—you're accessing:

Strategic US-based oversight with accountability
Vetted talent with proven track records
Established team dynamics and communication patterns
Cost efficiency without sacrificing quality

BOTTOM LINE:
If you need strategic direction with cost-effective execution, and you want someone accountable for both—the hybrid model bridges the gap between expensive US boutiques and risky pure-offshore arrangements.

** TRANSCRIPT **

0:02 The next type of, uh, uh, company would be a hybrid, right? Where you would have US architects, US strategists, US project managers that work with their own India resources that have been vetted, etc.
0:32 You know, somebody that's accountable for the talent, somebody managing the talent, somebody vetting the talent. And they're gonna have a team that is, that works for them.
0:45 So, you know, the players, they know the talent, they know the specializations, and they're gonna filter for what that team is really good at and understand what each talent's special skills are and where they can, what types of projects they can be put on and not put on.
1:01 Now, because there's more long-term relationships with a folks in India, you're not hiring people for three hours or even a hundred hours, you're hiring them for years, then you get tend to find a better tranche of talent that wants stability in their work-life balance, right?
1:22 If you just go and try to find somebody for 20, 30 hours, you're not always going to get the best talent.