Hire Remote Developers Cost-Efficiently and Smoothly

To answer this question, let's clarify what "good" means. STARNAVI team's notion of sound software engineers for hire is straightforward. To provide continuous product development, a software company should find the perfect match – a developer who fits technically and culturally. That's what "good" implies. Team's augmentation with a good fit is a result of the step-by-step process built on technologies and polished by hands-on experience (which, in turn, is based not only on achievements but also on slips, to tell the truth).

Beware of confusion based on the impression of talent abundance in the international market. The number of registered freelancers on Upwork reaches 18 million. Can you just contact some of them who have the appropriate skill set and seem reliable?

Sure, you can. However, let us give you a piece of advice: provide an uncompromised vetting procedure for all remote developers you're going to hire. Use the following criteria for matching candidates' strengths and project's needs:

• tech skills;

• proficiency in communication and time management;

• motivation level;

• command of English.

Combing through the pool of candidates drastically narrows down the number of decent developers. When you screen CVs and freelancers' profiles, it seems the whole world is under your feet. After a week, you find out you have nobody to make an offer to. Searching for senior DevOps with proficient English and the culture code close to the company’s mission takes months. Take into account the high cost of mismatch. The possible consequences of the mistake when you hire remote developers include broken deadlines, undermined reputation, and profit loss.

Even strict vetting is not a guarantee. It happens that a freelancer bids you farewell, being attracted by a more lucrative offer. STARNAVI's piece of advice for such a case is to seal the deal by signing a contract. The optimal way of hiring developers offshore is to collaborate with an IT staffing partner who knows all the pitfalls, obvious and glossed over.

Any process’s success boils down to setting the goal correctly. The same is with hiring a remote dev. The clearer your vision of the position is, the bigger your chances are of finding a good fit. The first thing you should take care of is making up a list of required hard and soft skills. Besides, it’s important to be clear about the contract’s lengths and a collaboration form. Let’s put all the issues into the shortlist of things worth pondering on before you decide to hire a software engineer:

• the key characteristics of the role – desired tech stack, seniority level, soft skills, command of English;

• collaboration terms and conditions – contract duration, the start date, the contract form (full-, part-time, or freelance), the payment model.

When hiring offshore, legal compliance is a big issue that requires deep expertise in the laws of the country the developer dwells in. To hire a developer for a project overseas, a company needs a legal entity in a foreign country to contract developers, benefit them and pay taxes.

What looks like a few lines of the text turns out to be the big challenge for a team eager to fill in the talent gap. There are risks which aren’t obvious – unless you have an IT staffing partner who focuses your attention on them before you face an obstacle. For example, a gap in an NDA can cause data loss which is a threat for the whole business. Luckily, you can avoid it easily by hiring under the guidance of a reliable staffing partner.

Software company ready to hire a software programmer for remote work has two options:

• Tackle the task by itself.

• Delegate the most challenging pieces of work to a competent partner.

The second option has a number of advantages. An IT staffing team will provide a concise, legal, and technology-based hiring process resulting in your team's augmentation. STARNAVI is here to help.

Thinking about improvements makes sense when the main job is done properly, by using the relevant approaches and tools. Let's check if you hire remote developers professionally:

• Your recruiting process is goal-oriented. Before you reach out to a candidate, you have a clear vision of what developer you need and why. Your job listings reflect your clear picture of the role.

• You have a pool of candidates with confirmed hard and soft skills who are ready to launch as soon as they get an offer relevant to their experience. This pool represents a wide range of specializations and software technologies.

• Your vetting procedure is rigorous, unbiased, and covers hard and soft skills.

• You cross-check hard skills. For example, you use a code assignment and tech interview to estimate the candidate's talent for coding.

• To hire a software programmer, you rely on technologies and tools which help fill in positions within the shortest deadlines.

• You can provide the high retention level of developers you hired.

We hope you're doing great and feel secure about your team's capacity. However, there is always room for improvement. Here are some tips on how to hire remote software engineers from STARNAVI's team:

• Invest your time into staying in touch with developers of all seniority levels and software development fields. You never know who your business will need tomorrow. The bigger your candidates’ database, the higher your chances of finding the right fit for your project. With a large pool of developers, you can post a job ad – and get responses from relevant candidates within several days. It speeds up recruiting considerably.

• Give feedback after each interview. It's an important component of your relationships with engineers. If you lack time for feedback today, be ready to face the lack of candidates tomorrow. Building trust always pays off.

Keep in mind that recruitment is a mastery. It's done best by the people completely immersed in the process. Consider collaboration with STARNAVI to hire remote software developers in Eastern Europe. We'll employ your superhero!