We speak engineering
Diego Caplan brings twenty years of software experience: developer, tech lead, project lead, pre-sales and teaching. He knows how what your team delivers gets built, and how a diagnosis gets run.
Digital team consulting for software factories · 50–200 employees
Your digital team grew. Its way of working didn’t
In three weeks we show you where your team loses time, talent and deliveries, and give you a concrete plan to recover it. Not an audit of numbers: a map of how your digital team really works, with people, process and technology together.
No pitch deck. We’ll ask about your company and tell you honestly whether a diagnostic makes sense.
- We speak engineering
- People + process + technology
- Spanish & English
Operating map · sample
- Work flows
- Comes back
- Waits on someone
A-1Self-check · 2 minutes
Signs your team is outgrowing its processes
Tick the ones you’ve said out loud this year. You’ll see right away whether the problem starts with people, process or technology, and you can send us the result as a starting point.
0 of 6 sound familiar
People
Process
Technology
Tick what sounds familiar, and we’ll show you whether it starts with people, process or technology.
A quick read of your answers, not a diagnosis.
A-2The idea
A digital team isn’t a remote team.
Remote describes where people sit. A digital team describes how they work: people with clear roles and leadership, processes everyone can see, and technology the team actually uses. When those three work together, working remotely stops being a risk. It becomes a consequence.
Most digital teams attack their problems one lever at a time: hire, buy another tool, run a leadership course. Each one helps a little and none of them sticks, because the work breaks where people, process and technology meet.
Digital teams
A digital team is where the three meet. It’s also where time gets lost.
A tech lead who is the only one who knows, pre-sales without sales engineers, a manager holding too many teams, a new hire nobody has time to onboard. The diagnostic finds these points and ranks them by how much time, talent and delivery they give back.
B-1The Digital Team Diagnostic
A three-week diagnostic that maps how your team really works
No 90-page report. You get what you can use at your next leadership meeting: a report with findings and priorities, a 90-day plan and a closing session with leadership to decide the next step. If you want it, we add an interactive dashboard.
Illustrative sample from a fictional company
What we look at
It isn’t an audit of numbers: it’s a map of how your organization works. Four areas, looked at together.
Areas & information flows
- Who hands what to whom
- Where information gets cut
- Handoffs between areas
Processes & dependencies
- Work that depends on one person
- Planning & estimation
- Code review & QA
Talent & leadership
- Role clarity
- Tech lead role & training
- Onboarding & retention
Technology
- Tools in use and underused
- AI in the team’s daily work
- Where it makes sense to implement
We work with what you already use (Jira, GitHub, GitLab, Azure DevOps, ClickUp, Slack, Teams, HubSpot, Harvest or Clockify and the spreadsheets in between) and we don’t resell any tool.
Fixed fee from USD 2,000 to 5,000 depending on company size. Implementation is quoted separately, and the diagnostic fee is credited toward it.
B-2How it works
Three weeks, without slowing delivery
The first call is free and comes before the diagnostic: the work you hire lasts three weeks. In those weeks there are two or three meetings a week between leadership and the operating teams, light on your leaders’ time and booked around each team’s sprints and deliveries.
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Before we start · free
A 30-minute call
Free, with no commitment and before the diagnostic: it isn’t part of the three weeks. You tell us what’s slowing the team down. We tell you honestly whether a diagnostic is the right next step, or whether something simpler will do.
ResultA straight answer on fit
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Week 1
Map the organization
Interviews with leadership and team leads, kept anonymous and never reported for groups smaller than three. We map areas and information flows.
ProgressInitial map of the organization
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Week 2
Work with the operating teams
Sessions with the operating teams. We analyze processes and dependencies by following a few real projects end to end, without looking at code or client data.
ProgressList of bottlenecks and opportunities
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Week 3
A decision, not a report
We prioritize and design the action plan, then walk leadership through the report and the 90-day plan in a closing session. You decide what to define, who to train and what to implement, with us or on your own.
DeliverablesReport, 90-day action plan and closing session
C-1Why ID for Business
Built for how digital teams actually work
People, process and technology together
A digital team is the three working as one. Not just a leadership course, not just a tool: we look at all three at once, so the diagnosis doesn’t end in a report nobody executes.
We build what we recommend
Most advisors stop at the slide. If you want, the same person who drew the map can execute the technical part: AI rules, dashboards, integrations between your tools. No second vendor to coordinate.
We train the people you’ll hire
Through ID for Ideas we train tech professionals in a simulation of real work (roles, kanban, ceremonies, a simulated client) inside a community of more than 60,000 people. We can help you find and prepare people who already work this way.
A method built on real patterns
The same problem, information stalling between areas, shows up over and over in companies with hundreds of employees. The diagnosis uses our own questions and maps, not a generic template.
Clear price, clear sequence
A fixed-price three-week diagnostic, with its cost credited toward implementation. No “custom, price on request.”
C-2Who you’ll work with
An engineer who has lived every stage of the software lifecycle
“Most problems in a digital team aren’t about code quality or a lack of talent: they are design flaws in how the team works.”
I’ve spent 20 years in software experiencing that friction from every angle: shipping production code, leading engineering teams, driving critical initiatives, and closing complex integrations for enterprise accounts across the US and Latin America.
I know firsthand what it costs when the best dev is promoted to lead without management training, when critical knowledge lives in only one head, when pre-sales commits to blind estimates, and when AI is adopted without quality guardrails.
I also founded ID for Ideas, a tech community of more than 60,000 professionals across Latin America and Spain. Its simulation puts people through real work (roles, kanban, ceremonies, a simulated client), so we see daily how teams actually collaborate, and we can help companies find and prepare people who already work that way.
I don’t bring generic playbooks or slide decks. I sit down with leadership and the operating teams on the part that rarely gets structured attention: how work actually moves from the moment it comes in to the moment it’s delivered.
C-3Fit
Is this right for your team?
It’s for you if
- You run a software factory or a custom development consultancy of 50 to 200 employees.
- Projects ship late, or key people leave, and the cause isn’t only technical.
- You want AI in your teams for real, not just paid licenses.
- Too much ends up going through a few people: you, your partners or your tech leads.
- You’d rather fix how the team works than only hire more people.
It’s not for you if
- You want us to find you clients.
- You want a generic leadership course.
- You want a long report that will sit in a drawer.
- You only need someone to implement one specific tool.
- You only need help with remote-work logistics. This is about how the team works, not where it sits.
D-1What the data says
What’s happening to tech teams
Less turnover than in 2021, but more pressure everywhere: pricing, AI and leadership.
What does turnover cost you?
Move the numbers to match your team. We use Gallup’s range: replacing a person costs between half and twice their annual salary.
Leave each year
12 people
Cost to replace them
USD 216,000 – 864,000
Before counting late projects and clients who notice.
Let’s review your number in 30 minutesAssumptions: annual salary = monthly salary × 12; replacement cost between 0.5 and 2 times annual salary (Gallup). The starting 20% turnover is the 2024 rate for Argentine software companies (OPSSI · CESSI). An estimate, not a diagnosis.
1 in 5
of the people at Argentine software companies turned over in 2024. And replacing each one costs between half and twice their annual salary.
One in five, every year
devdevdevdevdev
OPSSI · CESSI, 2024 turnover · via ITSitio · replacement cost: Gallup
82%
of managers got the job with no formal management training. And 1 in 3 workers has left a job because of a bad boss.
Chartered Management Institute, 2023 · 4,500 people in the UK · via Fortune
29%
of developers trust what AI produces (down from 40%), even though 80% already use it.
Stack Overflow 2025 Developer Survey · 49,000+ responses · source
−7.1%
drop in a year in software outsourcing rates in Latin America.
Accelerance 2026 rates guide · via FullStack
52%
of people who quit say their manager or company could have done something to keep them.
“Nobody wants to hire man-hours anymore; they want to hire solutions and products.”
Replacing a person takes months. Fixing how the work is organized takes weeks.
D-2FAQ
Questions owners ask before the first call
Isn’t a digital team just a remote team?
No. Remote describes where people work. A digital team is people with processes and technology that work together, and working remotely is a consequence of that, not the goal.
What kinds of teams do you work with?
Software factories and custom software development consultancies of 50 to 200 employees, mostly in Latin America. The fixed fee depends on company size.
Is this an audit?
No. It isn’t an audit of numbers. It’s a map of how your organization works (areas and information flows, processes and dependencies, talent and leadership, technology) and it ends in a concrete plan.
Will this slow down delivery to our clients?
No. Interviews are short and booked around each team’s sprints and deliveries. Your clients won’t notice.
Do you need to see our code or client data?
No. We look at how work moves, not at your code or your clients’ information. When we need to understand a tool, we look at it together with your team.
Can you help us bring AI into our teams?
Yes, if the diagnostic shows it’s a priority. We define where to use it, how to review what it produces, how to measure its impact and how to explain it to your clients. We’re vendor-neutral and don’t sell licenses.
Do you train tech leads?
After the diagnostic, if leadership is the priority, we build a hands-on program for your leads around the real problems in your operation, not a generic course.
Can you help us find the right people?
We’re not a recruiting agency. But through ID for Ideas we train tech professionals in a simulation of real work, so after the diagnostic we can help you find and prepare people who already know how to work this way. We don’t find clients.
How long does it take, and how much of our time?
Three weeks, with two or three meetings a week between leadership and the operating teams. Leaders join a kickoff, a short interview and the final session. Tech leads, developers, QA and pre-sales join short interviews.
How much does it cost?
A fixed fee from USD 2,000 to 5,000 depending on company size, quoted before we start. Implementation is quoted separately once the diagnostic is done, and the diagnostic fee is credited toward it.
Is the work remote?
Yes. Interviews and sessions run over Zoom, Google Meet, Microsoft Teams or Slack huddles, in Spanish or English. We’re based in Montevideo, Uruguay (UTC−3).
What happens after the diagnostic?
You keep the report, the 90-day plan and, if you want it, the interactive dashboard. The report separates what each team can solve on its own from what it can’t. You can run it with your own team or ask us to help train leaders, define processes, set AI rules, build dashboards or implement the technology. No obligation either way.
Next step
Start with a 30-minute conversation
Tell us what’s holding your team back. If a diagnostic isn’t the right next step, we’ll say so and point you to something simpler.
- 30 minutes, on video, free
- No preparation needed
- A straight answer on fit
Or send a WhatsApp message
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