How to hire the best remote software developers

The benefits of remote work are well-documented. For employees, it can lead to increased productivity and satisfaction and a better work-life balance. And for employers, a remote team can mean lower overhead costs and access to a wider talent pool.

When you’re hiring remote developers, the process is a little different than if you were hiring in-house developers. Here are some steps to consider:

1. Define the role you’re looking to fill

The first step is to determine what kind of role you need to fill on your team. Start by identifying your development needs. Then decide if you need to hire an entire dedicated remote development team or choose to engage remote independent contractors based on your business requirements.

At this stage, you should be able to figure out how skilled and experienced developers will be required to complete your product development fast and efficiently. Don’t forget to define the skills you need and the kind of personality that would fit well with your company culture because this can affect how smoothly your project goes.

Once you have a clear idea of the type of person you’re looking for, you can start to narrow your search.

2. Keep in mind what it takes to hire top remote developers

With remote work popularity among talented developers and the companies who hire them, finding the best talent for remote development teams can be challenging. Keep in mind that top remote developers are attracted to companies that have:

• A solid brand identity
• A clearly written job description
• An efficient onboarding process
• An efficient hiring process
• Compelling compensation

Read more about how you can attract top consultants and independent contractors to work with you here.

3. Use a reputable independent contractor marketplace

You can hire remote programmers and remote software engineers by looking at marketplaces online, where you’ll find an abundant list of potential candidates. With the rise in the popularity of remote work, there are more marketplaces, job boards, and websites dedicated to helping businesses hire remote developers than ever before.

When choosing a marketplace or job board, it’s important to consider your needs and the type of remote developers you’re looking to find. Some factors to keep in mind include the size of the talent pool, the quality of remote workers, the cost, and the level of support offered.

Posting your assignment on Onsiter, for example, is an excellent marketplace for finding top independent professionals including specialists in specific areas. Its algorithm enables you to connect with all IT and business contractors across the European countries it operates (Germany, Denmark, Sweden, Finland, Norway, Spain, and Italy). You’ll be able to find and hire software programmers who can work on-site, remotely, or a combination of both.

4. Get in touch with vendors

There are also vendors that specialize in supplying in-house and remote contractors who offer software development services. Working with a vendor can be a good option if you need help with the sourcing and vetting process when hiring remote developers.

Vendors are often knowledgeable and are well-connected independent contractors and consultants who are relevant to their field, and this can be particularly useful if you’re looking for professionals with niche skills.

5. Conduct video interviews

Conducting a video interview is the best way to get to know a candidate and assess their fit for your team. A video interview allows you to assess your shortlist of remote software development candidates’ communication skills and how they interact with others.

Asking the right questions will also reveal their work style and how they would fit into your team. This leads us to the questions you should be asking.

6. Ask the right questions in an interview

When you hire remote software developers, there are a few key criteria to keep in mind. First, you’ll want to ensure they have the hard skills and experience necessary to do the job. Second, you’ll want to ensure they have a good home setup for working remotely. Finally, find out about their soft skills and communication styles.

Here are some specific questions you can ask to find the best remote developers to assess each of these criteria:

Technical skills and experience

• What’s their development experience?
• What programming languages are they proficient in?
• What kind of development tools are they familiar with?
• Do they have experience with the technologies you’re using?
• Do they have any thoughts on your project?
• Can they give you an example of a similar project they’ve worked on?
• What development process do they find most efficient?

Experience in working remotely

• What is their experience working remotely?
• Do they have a good home setup for working?
• Do they have a fast and reliable internet connection?
• Do they have all the necessary equipment for working remotely?
• How do they stay motivated and focused when working remotely?

Communication and soft skills

• What does effective communication mean to you?
• What communication and work management tools do you use?
• When do you use asynchronous communication (such as email), and when would synchronous communication like a video call be preferable?
• How do they work with people they aren’t compatible with?
• How did they navigate through difficult challenges in previous projects?
• How did they cope when things didn’t go according to plan?

Make sure you also give the candidate an opportunity to ask questions about the role, the team, and the company.

7. Assess their skills with a technical test

After you’ve conducted interviews and are happy with a candidate, the next step is to give them a technical test. This is an important step in hiring remote software developers or any remote employee, as it will help you assess their skills and abilities in more detail and clear any doubts you may have

There are a few different ways to go about this. One option is to give them a real-life task that they would be working on if they were hired. Another option is to give them a test that assesses their knowledge of specific technologies.

Once you’ve assessed the results of the test, you’ll have a good idea of the candidate’s skills and abilities. This will help you decide whether or not to move forward with the hiring process.

8. Make an offer

If you’ve decided to move forward with a candidate, the next step is to make them an offer. This is where you’ll negotiate rates, benefits, and other contract terms.

It’s important to remember that when you’re hiring remote contract developers, you’re competing with other companies that may be offering more money or additional benefits. As such, it’s important to make sure that your offer is competitive.

Once you’ve made an offer and the candidate has accepted, you’ll need to send them a contract. This should include all the relevant details of the job, such as salary, benefits, and start date.

Final thoughts

Hiring a remote developer or a remote software development team can be a challenge, but it’s definitely doable. By following the steps outlined above, you’ll be well on your way to finding the perfect candidate for your team.