You’ve run the pilot. It’s been 90 days. Now what?
This is the most important phase of the entire experiment, and too many companies breeze through it. The post-pilot phase isn’t just about deciding to keep someone on or not. It’s about translating learning into action.
Here’s how to do it well.
1. Revisit Your Success Criteria
Go back to the original goals you set.
- Were the deliverables met?
- Did communication flow smoothly?
- Was there a sense of ownership and accountability?
This alignment check prevents decisions based on vague vibes.
2. Gather Stakeholder Feedback
Talk to:
- The internal sponsor or team lead
- Direct collaborators (engineers, designers, PMs)
- The contributor or nearshore team themselves
Ask the hard questions:
- What worked better than expected?
- What friction kept showing up?
- Would you do it again?
3. Review the Data
If you tracked KPIs (like time-to-first-value, output quality, and responsiveness), now is the time to use them.
Try rating the pilot in 3 buckets:
✅ Technical Fit
✅ Communication Fit
✅ Process Fit
If you’re two out of three, you might just need process tweaks. If it’s zero? Time to rethink.
4. Decide: Scale, Pause, or Stop
You’ve got the insights. Now make the call:
- Scale → Move from pilot to long-term collaboration
- Pause → Adjust scope, tools, or team setup before committing
- Stop → Acknowledge it wasn’t the right fit, and move on with clarity
Any of these are valid. The win is that you now know.
5. Document the Takeaways
Even if you don’t continue, the pilot generated valuable insight:
- What made onboarding smooth or rocky?
- What workflows need refining?
- What role clarity or team norms were missing?
Capture these lessons to improve the next pilot or hire.
Final Thought
A nearshore pilot is only as valuable as the decisions it enables.
Use the final week to slow down, reflect, and align as a team. Your next step will be more confident, and more effective, because of it.
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