Healthcare Integration Projects Delivered Right On Time
The health-care industry is known for its rapid pace. When you are running a busy clinic or a hospital, it's often just not possible to slow down for a technology project. We are proud of our record of more than 95% on-time project delivery. We've delivered high-quality solutions spanning virtually every sub-field of the health-care industry, including EMR, clinical medicine, revenue cycle management, medical transcription, health insurance, HIPAA, claims processing, and medical management. (HL7, HIPPA, Claims, Provider and Medical management)
Mantra's global teams have strong domain understanding, security (HIPAA) understanding and most importantly understanding of needs of Health-care providers. Over the years, Mantra has successfully delivered many applications. Here is a partial list of Manta delivered applications and related Â domain experience.
Health-care Support Services On Your Schedule
The business of health care doesn't stop when the sun goes down. We recognize your commitment. The Mantra team provides 24x7 support services to our clients in industries with non-traditional business hours. Our support model takes care of all the intricacies of migrating and transitioning a process, program, or system from on-site to offshore. Our expertise in back-office activities includes data management, processing, and IT management for international organizations.
Working on too many job orders at once? Not sure how to focus on HOT job orders only? Struggling to get best ROI?
If you are working in a staffing company, these are the questions you face everyday. How do you keep balance and accept that "THAT" job is not HOT anymore.. and may be you should start working on other job orders..
AAPS is a simple guide that lets you stay focused on HOT job orders and filter out what is not important. Below are the steps for AAPS
Active / HOT Job Orders -
These are the priority 1 job orders
Focus 100% recruiting efforts for 2 weeks
You should make at-least 3 to 5 submissions per open slot
Spend about 2 weeks of time on this
Passive / MILD Job Orders
These are the priority 2 job orders
Focus < 50% recruiting efforts for 2 weeks
Keep the posting active on job portal and other social sites.
Spend about 2 weeks of time on this
Partnerships / COLD Job Orders
These are the priority 3 job orders
Focus < 20% recruiting efforts for 2 weeks
Keep the posting active on job portal and other social sites, unless you are paying for that. But there is no need to spend valuable resources on these job orders.
It is very much possible, if you still have these open, then some other client has already received some resumes and probably have few in 2nd round of interviews.
As you are not actively working on this requirement, you can spend about 2-3 weeks of tiem on these requirements.
Sourcing / STALE /job Orders
These are the priority 4 job orders
No company and recruiter wants to work on these. They will not even admit that they have few of these on their list.
These orders are best used for getting some fresh resumes.
These orders, can also be used for company branding.
It will be very unlikes that you will get a placement or even an interview with these types of job orders.
These days, it is very common to have a diverse global team working on a single software development project. It is not uncommon to have developers from India, architects and business analysts from US, testing engineers from China and UI experts from Europe. Alternatively, all of your resources could be in USA but telecommuting. Having all these resources on the same page becomes the crucial for the success of the project. Apart from cultural differences, there can be other communication gaps that could put the project, deliverable in jeopardy.
We at Mantra Technologies come across this situation quite often. We are hiring all the time. Here are six techs that anyone can follow to interview offshore resources before they join your team
We have noticed that the quality of reason means coming from option resources is not very good minute compared to the similar resources in US. Particularly resources in India do not take efforts to document their notes, duties and technical contribution to the project. Typically when we submit any resumes to the clients we have to go thru many iterations to come up with the resume of acceptable quality. So ahead of the interview you can forward you a template with any required details to the accounts manager or a vendor project manager you are interacting. You can insist on receiving the resume me in the same format, which will make it easier for you to understand the feature team member better for the interview. Also insist on listening social networks provide such as LinkedIn, Facebook and twitter. We have found that many resources, particularly from India; do not have a detailed LinkedIn profile. Would you work with someone with a credible LinkedIn profile or the one without it? Same goes with Facebook as well as twitter.
2. Ask for a small write-up on a proposed role and responsibilities
This is critical in understanding the legal contribution of team member. Many times there is a small paragraph about the project but not much about the contribution. Here are some of the points that you should be looking off for the projects they were in the past 2 to 4 years –
How much development or actual technical contribution has been made by a team member?
What problems did he/she encountered – with an example
How those problems where resolved - with an example
What new tools, technologies, methodologies, frameworks were used by a team member first time - How was the experience?
How big was the team?
What follows the quality and level of documentation?
What value was added to the end client?
3. Prefer in person, face-to-face Skype (or on-line video) interview
We always encourage our clients to have a face-to-face, in person interview with our global resources that they will be working with on the project. It is one thing to talk someone on the phone. Moreover, it is an entirely different thing to be able to see the same person in person. Typically face-to-face interview is about two to 3 times more effective than a phone interview. Here are some points to consider for face-to-face interview-
Be aware of the time zone and time of the day (night).
Be aware of cultural difference
If the interviewee is in the office setting then encourage him to introduce you to the project manager if available.
Move your camera around to show the candidate your office setting if possible. This will provide him a clearer picture off your office environment and will reflect positively in the communication later on
4. Discuss and walk thru the resume
Another critical point to remember. Often resume will not be elaborated enough to disclose all the information, contribution the candidate has made the project. So discussing all the projects and walking through the resume together helps understand the candidate better. Some of the questions to ask during this step –
How do you think this past project will help you the one that we are interviewing you about?
How do you get along with your project manager, team lead and client manager?
What, if any, you would change and why?
Which role you liked most and who do you think made the most contribution to the project?
Why did he choose to work on this project?
How do you think this project helped you, will help you in your career?
What is the single most important take away from this project?
5. Ask lots of technical and tactical questions
This point reminds me of a story that has happened in a team couple of years back. We were interviewing at Microsoft.net candidate for on-site engagement. The candidate was in India. One of the tech leads, an interviewer, from our team Googled ‘interview questions for Microsoft.net .' He started asking the questions and surprise! - Candidate answered all of those questions 100% correct, because she was also referring to the same site at the same time.
We always encourage our clients to prepare a list of questions ahead of the interview. These questions should not be shared with anyone but only with team lead. Another better way for the technical screening it is to have online test.
6. Say NO often!
Finally, the most important point is to say no often. Do not feel pressured to accept the candidate. You can take your time and interview more than one person to make sure that you get the right fit. Because you are going to work with this person. Your team is going to work together with this person. Also, success of your project, team spirit and work experience for everyone in your team will be affected, good or bad way, by your choice of the candidate.
Mantra Technologies last week announced a partnership with a Florida based IT consulting company for delivering the next generation mobile applications to its end clients. Under this partnership, Mantra will offer its processes, global resources and expertise to develop mobile applications for iOS and Android. Both the teams will work together as a client team and this partnership will be seamless to the end clients.
"We are very excited about this partnership. This allows us to offer quicker, better and very cost effective mobile Apps to our clients." said a Client CTO. "We are especially happy with Mantra's 24/7 response, agile processes and flexibility to accommodate changes. We were looking for a US based technology partner with global teams. Mantra is the perfect match. Mantra being a local company provides IP protection and easy communication which is important. And Mantra's global teams give us bandwidth, scalability and cost-effectiveness that we don't have here locally."
"Over the years Mantra has been developing hundreds of applications for Financial, healthcare and many other US based clients." says Christine Summers, Mantra's VP Projects. "These clients range from Fortune 100 companies to mobile start-ups. The Processes and common-code developed by Mantra allows faster deployment, flexibility needed by our clients. We get first version out in days compared to weeks by our competition."
Mantra has a dedicated Mobile Center of Excellence (CoE) and an expert developer team working on mobile computing solutions and mobile applications. Mantra has experience in various development tools used for developing applications for iPhone, Blackberry and Android phones.
The smart phone market is among the fastest growing sectors currently with all major players vying with each other in bringing patents to the market. The pace of research in the area has ensured that the end-users get to see increasingly sophisticated models, with each new feature taking the phone a step closer to a computer's capabilities.
UI Rich Custom Applications at affordable prices
Story boards and white boards screens.
Functional Online proof of concept
Mantra common Code Library - Saving time and money
Global delivery center with Local project management
Input from all the stakeholders
No ideas and input are lost.
Mantra Technologies is Outsourced Product Development (OPD) Company based in Alpharetta GA. Its primary focus is enabling businesses generate value by leveraging Mantra's expertise product development and Global Delivery Model. Through the strong strategic business partnerships, we provide best value to our clients. Mantra's approach to Strategic Outsourcing is relationship based, technology oriented, delivery focused and knowledge centered. For additional information please contact Christine@mantrasys.com