Finding the right employees to fill a void on your team is a challenging task, and the challenges become even more daunting when you’re looking to hire a remote workforce. Thankfully, there are strategies you can employ to streamline the process.
So let’s get started.
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Lay Down Clear Requirements
To begin, you must determine the project’s needs as well as the platforms on which your program will run. The essential characteristics of your product, the problem it answers, and the person who will use it should all be defined.
Furthermore, different platforms necessitate the use of different languages while developing apps. So, before you start looking for a remote developer, figure out what your project’s core language is. Finding a remote developer with experience developing apps for specific platforms is preferable.
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Consider Different Hiring Options
Before you make a choice, you should know what recruiting alternatives you have and which one best matches your project objectives.
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Freelance Developers/Engineers
If you have a small project and need an expert to manage it, freelance developers would be the right choice. They are usually less expensive than hiring in-house developers, and you don’t have to pay for office space or equipment. This option allows you to grow the development crew based on the project’s needs.
At the same time, a lot of freelance developers are difficult to manage and less loyal. You should hire reputed professionals to ensure that they will not abandon the job after a few weeks in search of a better deal.
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In-house Developers/Engineers
This option is for you if you want to hire full-time staff to work remotely as part of your firm. If you have a lot of projects to work on and want to be in charge of the entire development process, this is the best option. Managing a full team, on the other hand, is a time-consuming and difficult task that requires continuous participation.
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Staff Augmentation
You can augment your in-house staff with developers from an outsourced business if you wish to expand your team or free them up for other work. They’ll work as part of your team and assist you with any stage of your project or its components (whether you have just an idea or ready-made specification).
3. Choose A Hiring Destination
Companies as big as Basecamp, InVision, GitHub, Google, and Amazon actively collaborate with remote software engineers and freelance developers/engineers all around the world. Why? Because they are skilled, efficient, and affordable. Here are a few most preferred countries of top tech companies:
| Sr. No. | Country | Hourly Wage |
| 1 | Ukraine | $37 |
| 2 | Poland | $40 |
| 3 | Argentina | $55 |
| 4 | India | $30 |
You should think about the following factors before finalizing any remote software engineer from any country.
- Communication: To avoid misinterpretation and misunderstanding, choose a country with a high level of English proficiency.
- Time Zone: Different time zones can result in communication delays. So choose a country, which matches your time zone or the engineer you are going to employ is ready to work in your favorable time.
- Cost: While developers in the UK charge $71 per hour, you can engage a remote software engineer in India to provide the same service at half the price. So recruit engineers who offer maximum value for money.
- Qualification: Make sure you’re recruiting remote software engineers with adequate experience to complete high-quality projects.
4. Conduct a positive, candidate-centric interview
The process to recruit remote software engineers requires a big-picture approach. Software engineers need technical skills, but their primary job is to work closely with teams. Thus, they need to have strong communication and interpersonal skills as well.
If possible, include a techie and a non-techie in the interview to get things started. You’ll be able to tell how well they communicate if they’re at ease.
Focus on the candidate rather than the role. You may discover areas where they shine that were not apparent during the coding exam. Given how difficult it is to hire software professionals, you must make the best of every opportunity.
5. Put together an attractive compensation package
Naturally, remuneration will have a big influence in hiring software professionals – salary increases in response to increased demand, which can be a challenge for many small businesses. A software engineer in the United States, for example, earns an average of $104,657 per year.
So prepare to haggle with your top applicants. If you can’t offer a better income, make a compelling case for flexibility, advancement, and other variables that could tip the scales in your favor.
6. Make the hiring process quick
The need for speed is critical. It’s important to keep in mind that software engineers are in high demand. Make sure you don’t miss out on a qualified prospect by waiting too long to make an offer. It’s possible that they’ll be snatched by other firms.
Delegation is one approach to speed up the hiring process. To narrow down the list of prospects, have one person do all of the early assessments and testing. Only bring in decision-makers who have been thoroughly vetted.
Another option is to establish a simple process for scheduling interviews. Each phase should have a firm turnaround time. If an applicant passes the first interview, schedule the second and final interviews as soon as possible rather than waiting for weeks.
Finally, make the procedure as efficient as feasible. To prevent wasting time, conduct all necessary background checks before contacting the prospect.
Hire Remote Software Engineers With Much Less Trouble
Hiring remote software engineers involves a bit of wheeling and dealing. Getting the best candidates to sign on is not easy. If that sounds like a lot of work to you, you would be right.
Fortunately, Turing has a talent pool to help you out. With Turing’s pre-vetted engineers you can shy away from unreliable freelance developers and engineers.
Turing’s automated platform lets companies “push a button” to hire senior, pre-vetted remote software developers. You can access a talent pool of the top 1% of 700K+ developers with strong technical and communication skills who work in their time zone. There’s no risk. Turing offers a free two-week trial period to make sure your developers deliver to your standards.
