Remote Developers

How to Hire Remote Developers – A Complete Guide

Abhishek K

Abhishek

October 17, 2021
How to Hire Remote Developers – A Complete Guide

You’ve probably noticed how the tech industry has grown and how that growth has changed an entirely new way of doing business. Companies are outsourcing or hiring remote developers instead of keeping everything in-house.

According to statistics on remote workers, more than 4.7 million people in the United States work at least (1/2)half of the time remotely. Only 44% of businesses allow remote work, and only 16% of businesses hire only remote workers.

Furthermore, Statista report says, nearly 54% of respondents stated that remote work had a favorable impact on their project management collaboration with coworkers.

Project management

Image Source: Statista

But is it easy to hire dedicated remote developers?

Well, hiring remote developers can be a daunting task. But don’t worry, we are potentially here to help.

Moreover, we have written this complete guide on hiring remote developers. Here we’ll discuss all the different things you need to consider when hiring dedicated remote developers so that your project will be successful in the long term.

Want To Hire Remote Developers?

Follow These 7 Steps To A Successful Hire:

Step 1: Set your hiring goals

Before hiring remote developers, you need to know exactly what sort of person you’re looking for.

  • Are you trying to fill a specific role- app developer, web developer, or software developer?
  • Instead, would you hire a full-stack developer who can handle the complete development process?
  • Are there any skillsets or characteristics that your remote developer must-haves?

Moreover, it’s essential to be as specific as possible when hiring remote developers. Remember, they won’t be able to pop into your office every day if there’s a problem. So, ensure everyone on your team is on board with your hiring goals before moving forward.

Step 2: Define Your Job Requirements

Now that you have a quick and general idea of the type of person you’re looking for, it’s time to start thinking about the specific job requirements. This includes everything from hard skills (like coding languages- C, C++, Java) to soft skills (like communication).

It’s essential to be realistic – not everyone will be an expert in everything, so you may need to make some concessions. However, specific skills are necessary for most development roles, so make sure they’re included in your job requirements.

Here is a perfect example of how you can write a remote job description:

Step 3: Find Your Ideal Candidate

You’re now ready to start looking for your ideal candidate. Thus, it can be done in a few different ways:

Posting a job ad online:
This is the most common way to find candidates, and there are a lot of different websites that cater to tech jobs. Be sure to list all of your job requirements and specify that candidates must be able to work remotely.

Jobs on AngelList, CrunchBoard, Stack Overflow, and LinkedIn are among the most frequently visited sites for techies and developers.

  • Contacting agencies:

Many firms specialize in locating remote developers, so this can be a terrific choice if you don’t have the resources or time to do it yourself. You can employ remote engineers for your project by contacting businesses such as ScalaCode.

  • Hiring a recruiter:

Several recruiters focus solely on the IT field, similar to agencies. Additionally, this can be a terrific alternative if you want to hire specialized remote developers and someone else to handle all of the project work.

Step 4: Screen Candidates

Now that you have a pool of candidates, it’s time to start screening them. Thus, it can be done in a few different ways:

Phone interview: This is a great way to get a general idea of someone’s skills and experience. Plus, it’s an opportunity for the candidate to ask you any questions they may have about the role.

Coding challenge: You should present a coding challenge to all candidates to see if they have the essential skills for the post. Furthermore, this is an excellent technique to weed out those who aren’t serious about the position.

You can also check developer accounts on well-known networks like Stack Overflow and GitHub. These two platforms are the best way to check which type of projects they contribute to.

Screening questions: Ask candidates some questions about their experience and skills to see if they fit well for the role. You can ask anything from their experience with specific coding languages to what tools they’re familiar with.

  • What project management and productivity software or tools do you use? What do you intend to do with them?
  • What methods do you employ to break down jobs into manageable chunks?
  • What are your work priorities?
  • When you’re trapped, what do you do?
  • Are you willing to participate in regular online “hangouts,” screen sharing, and other activities?

Step 5: Check References

References are an effective and great way to get an idea of someone’s skills and experience. However, it’s important to note that references can be biased, so take everything with a grain of salt.

That being said, it’s still a good idea to check references, especially if you have any doubts about a candidate. You can either contact someone’s previous employers or ask them to provide a list of references.

Step 6: Make an Offer

If you’re happy with the candidates, it’s time to make them an offer. Besides, you can either do this by email or phone.

Here are some things to keep in mind when making an offer:

Salary: Make sure you’re paying a reasonable wage. You may get a feel of what people earn in similar roles by using websites like Glassdoor.
Benefits: If you’re not offering a benefits package, you may be losing out on some great candidates. Be sure to offer things like healthcare insurance.

Timing: Try to be as flexible as possible when it comes to timing. Many people are interested in working remotely, but they may not be available to start right away. Moreover, 99 percent of individuals would opt to work remotely for the remainder of their lives.

Step 7: Employee Onboarding

You can begin the employee onboarding process after you’ve made an offer and the candidate has accepted. This involves setting up their computer, introducing them to the team, and providing them with any tools or software they may require.

Wrap Up!

Hiring a remote developer can be a great option if you’re looking for a talented developer who’s not available in your area. By following these steps, you’ll be able to find the perfect candidate for your role. So, try these tips to hire dedicated remote developers for your project.

Furthermore, you consider ScalaCode for the remote developers. We have certified and trained developers who keep themselves with the latest trends and technologies.