How to hire remote developers: Everything you need to know

How to hire remote developers: Everything you need to know

The IT world is changing faster than you think, as developers are in short supply, and their demand is increasing. Please look at our guide to learn how to hire remote developers.


Start with “why.”

How to hire remote developers

Where you post your job offers can make a big difference

Remote Software Developer Selection Process

What to look for when hiring your remote development team

Soft skills: what makes or breaks a good worker

Think outside the box: don’t forget about talent retention

How to hire remote developers: Everything you need to know
Do you need help with the onboarding of international talent?

Today’s job market is far from perfect. Any recruiter will tell you that he uses a lot of creative thinking to bridge the gap between supply and demand. However, this gap is smaller in the IT industry. Even when the world is at your fingertips, hiring a good remote developer is one of the biggest challenges for any startup or a well-established company. Development teams are struggling with increasing requests for work and the demand for quality output, and many sacrifices must be made so that the client can handle it. But does it have to be that way?

We believe the answer is no. It is possible to attract, hire, and retain quality developers to grow your remote teams, meet your revenue goals, and have satisfied customers. Below is a step-by-step guide that will lead you to the desired result when hiring remote developers. Let us begin!

Start with “why.”

Hiring remote developers is more difficult than other recruiting tasks you might have because there are few you can choose from. Or rather, many developers can be found in the market, but the market needs many more. It has been the fastest-growing industry in the world for some time now. Furthermore, if we consider the rise of telecommuting, we can understand why remote jobs in the software industry are such a highly valued commodity.

That means you will have to work much more for workers with this profile to consider working with you. How can you do this? Getting to know your company inside and out, fine-tuning the remote benefits package, and providing them with all the information they might need. Let’s analyze that.

Know your value, just like your candidates do

When there are many more jobs than there are software engineers, the balance of the market tilts in favour of the candidates, this is the reason why you can often hear that developers are “pampered”: they know that they bring a lot of value and that they are a necessity so that they can set the conditions. However, just like when the situations are reversed, that does not mean that the other party, in this case, the company, loses its value. To attract the best talent, all HR employees H H. must know the why of the company and communicate it loudly and clearly at each point of contact with the candidates.

Your potential workers should learn all the important traits of the company during the hiring process. What is it that it does, its value, how it impacts the community, dictate market trends, how happy are its employees, etc.? The remote workers you want to hire need to fall in love with your story and your purpose, and they can only do that if you know how to say it. Dazzle them, and they’ll forget that the market favoured them in the first place.

Offer them as many benefits as you can – the ones they care about

When you make an offer to a freelancer, it has to be more than good. And when you make an offer to someone who is considered the best developer… It has to be great! But what is a great job offer? A good salary? A company car? What is the best place to park? A big office in a corner? Those are all past benefits; now, we are part of the remote work era, and the game has changed significantly.

Hiring someone to work in-house vs. outsourcing means that the world has changed completely. You can still win over the best candidates the world’s talent pool has; you have to offer them different benefits. Which is it? The ones that interest them!

In addition to a great salary, your remote software developers must be equipped with the right tools for the job: software and hardware. There is nothing worse than giving an IT industry talent mediocre technology to work with. But that’s only part of your workday.

They should also be able to enjoy benefits that allow them to do their job well and with as little frustration as possible: the best working methods, such as agile, talented and qualified project managers who oversee their work and guide them, a strong working atmosphere in their remote computer. A competitive salary is a must in the IT industry, so the rest of the offer should be top-notch. Any good developer can find a company that pays well. However, it is not easy to find one where they feel comfortable and respected, where the benefits offered help them personally and professionally, and where they can enjoy spending time with their remote development team. , even after working hours.

In the IT industry, the value is in the information.

Do you know the most common question any developer asks in a job interview? This is the same for remote developers and internal teams. It’s almost always a variation of – What kind of technology do you use? Developers want to know every little piece of information you can give them: working methods, programming languages, tools, software, team size, project management methodology, ways of communication, project goals and deadlines… To be able to provide the most accurate information, you need to know even the smallest detail of each position you offer. This is especially important for recruiters who do not have the necessary technical background:

How to hire remote developers

Hiring top talent can sometimes be a fluke. However, you must base your business model on something other than this. You can invest time and energy in a remote developer recruiting and selection process that allows you to assemble a software development team that works well together, understands their role and importance, and contributes daily to company goals. What you should start doing is writing the job description.

Job Description: The cornerstone of any good recruitment process

To ensure you attract the right talent, you should have a job description highlighting what all remote developers are looking for. There are several basic components of a good job description. Most commonly, job seekers first see the tasks they will perform.

The software developer position requires using software development languages ​​and tools to research, design, implement, manage, test, and evaluate software programs.

Here are some of the possible duties and responsibilities your remote developer should perform:

  • Research, design, and management of software programs.
  • Test and evaluate new programs.
  • Modification of the software to correct the error and improve its performance.
  • Implementation of software tools, processes and metrics.
  • Lead software programming and documentation development.
  • Write and implement code.
  • Prepare reports on the specifications, activities or status of programming projects.
  • Consult with engineering staff to evaluate software and hardware interfaces and develop specifications and performance requirements.

It would help if you customized this scope of work (SOW) template by adding company and job-specific information. Start by mentioning each software and technology the new person in this role will use or work with Java, PHP, Python, iOS, Android, JavaScript, etc. It would help if you highlighted whether they would work on native apps, use open-source software, be responsible for web or mobile app development, or use the Scrum methodology. The more you put in the job ad, the less potential workers will have to search for answers.

In addition to the to-do list, the job ad should list all possible benefits. Working from home is a no-brainer, but clearly state anything else you can offer, such as flexible work hours. Many of the up-and-coming developers come from Ukraine, India, and various other countries with different time zones. Being able to offer them flexibility will be of paramount importance.

If you choose to include non-native English workers in your workforce, providing language classes for them can be mutually beneficial. Language barriers can sometimes cause problems within teams, and communication skills are very important assets for all developers. Offering them benefits that contribute to better teamwork and performance is always a good option.

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Where you post your job offers can make a big difference.

When you choose to work with remote workers, the entire world becomes your talent pool. However, many must understand that your position must be visible in that same world: anywhere, everywhere and by anyone. That means you should post your opening on job boards that remote workers and freelancers frequently visit, like UpWork and TopTal.

Also, it would help if you didn’t underestimate the power of LinkedIn as a business network. Whether looking for freelancers or full-time employees, this social network can help you reach promising candidates and build your employer brand.

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Remote Software Developer Selection Process

The hiring process for remote workers you want to outsource is similar to the typical hiring process: You still need to find someone who seems like a good match for you and your company. However, you can’t have a simple 2-step process when looking for remote developers: you have to be innovative and creative.

Hiring remote developers means you have to test their hard skills, how their personality is compatible with your team members and your development company, their level of commitment and dedication, and their ability to be flexible and adaptable. Each interview process can only accomplish some of that, so you must include more steps when selecting them.

We advise including personality tests and technical knowledge in the selection process and having your shortlisted complete a special task created by the team they will join. You shouldn’t have too many complicated steps to discourage candidates, but it’s best to ensure you’ve hired someone who’s a good fit for your company long-term.

What to look for when hiring your remote development team

There is no perfect candidate or perfect company. There are only good, excellent or terrible fits. Your job as a recruiter is to attract and select the best possible match: your company’s values, mission and goals with a person who is most likely to understand them. However, when it comes to remote developers, there are certain traits you should definitely look for.

How important are hard skills?

Look at technical skills as something that is necessary but needs to stand on its own. Like the load-bearing wall of a house: you can’t have a house without it, but just that empty wall alone… it’s not enough. Your candidates must pass the test you assign them regarding their knowledge and skill regarding the technology and the methodology they will use. But if you are choosing between several candidates whose hard skills are almost equal, always choose the one with the most developed soft skills. And here’s why.

Soft skills: what makes or breaks a good worker

A strong set of soft skills is what makes someone a great worker. If we’re talking specifically about remote developers, here’s what to look for work-life balance, communication skills, flexibility, patience, time management and proactivity.

Development processes can be long and exhausting, requiring attention to detail, cross-development cooperation, and many customer back-and-forths. No matter how well they can program, only some are cut out for that work. HR’s role is to map the skills needed, select candidates who may possess them, and find ways to test that assumption. Although learning a new coding language is difficult, developing your soft skills is much more difficult and sometimes takes years. Therefore, the best option is to hire someone who already has them, at least the ones you care about.

Think outside the box: remember talent retention.

Now why would you go through the process of recruiting someone you consider a treasure in the job market, and invest all that time and energy in getting him to accept your offer, only to completely forget about him when he says yes? That means you’ll have to recruit for that position again soon. This is why onboarding is a necessary last step in any hiring process. Or at least it should be.

When it comes to a good onboarding process, it doesn’t matter if someone has years of experience, has worked at big companies like Google and Amazon, is a freelancer, or has spent their entire career in a corporate environment. Everyone wants to feel appreciated and valued once they start working, just as much or more as they did during recruitment. This means that motivation, commitment and promises must remain at the same level and slowly increase in the following years. When hiring new talent, the goal is always the same: never having to replace them.

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