How to hire remote developers?

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Software development, whether web, desktop or applications, generates a lot of challenges along the way. We need to think about which devices and operating systems it will work on, whether it will be free or not, its features, the software architecture, the problem it will solve and much more.

As there are many points to be planned and executed, it is not possible to do everything alone. In fact, this solitary mission is possible, but it will Belgium Phone Number List require a diversity of areas of knowledge and dedication time. To eliminate this issue this article exists. Let's learn how to hire remote developers? Keep reading!



Why Hire Remote Developers? There are no geographic limitations that make remote work impossible. Therefore, you can hire professionals from anywhere in the world . This means that the best talent can make up your team of developers and guarantee the best possible quality for your software.

This also puts another issue on the table: price. Some currencies are more valued than others. Thus, this point is an advantage factor of hiring remote developers.

Furthermore, requiring development from third parties opens up a window of time to dedicate yourself to other important areas, which could be business implications of your software, meetings, search for investors and the like.

Step-by-step guide to hiring remote developers
1- Attract collaborators
For people to feel interested in working with you, the collaboration proposal must be well defined and attractive. Therefore, make it clear what skills you expect from remote developers, their level of experience and the purpose of the contract.

The weekly dedicated time, values ​​and benefits must be clear, especially the advantages of participating in the team and why they should join the mission. That is, convey the value of your proposal.

2- Screen resumes
If the objective is to place the best on the team, eliminate from the range of options those who do not meet the prerequisites established in the job description. If your project is an Android app, make sure the candidate has knowledge and experience with the Kotlin and Java languages; for a web project, he must know HTML5, CSS3 and JavaScript; and so on.

But it’s not just technical skills that make a good professional. Other variables may appear in the resume that may be interesting, such as creativity, teamwork and other skills necessary for the position.

In other words, be aware of the details that impact the development of your software. If you have any doubts, do not hesitate to seek help from experts in the field you trust. The goal is to get the right people, so the assessment must be accurate.

3- Test candidates’ skills
The time has come to find out if those who passed the screening really have what they claim on their resume. Create a challenge for candidates in this stage to complete.

Come up with a problem, the end goal, deadlines, minimum requirements you would like candidates to achieve — some KPIs you would like to have on your team. But this part of the performance analysis is restricted to you for checking and analyzing, that is, it should not be included in the job description.

For the mission, you can count on the help of an HR professional and development specialist.

4- Meet the best candidates
In addition to learning about their technical competence through the challenge, you can also interview them to understand how they performed the challenge, evaluating their logical reasoning, organizational skills and other points that you deem relevant.