How To Hire a Remote Developer

Everyday the need for developers is growing worldwide. Finding and hiring a good remote developer can often feel like trying to find a needle in a haystack.

Even though there is a large number of high-quality developers out there, compared to the industry needs, their number is still insufficient.

So if you want to know how to find and hire a great developer, read on. 

To find a great developer that will work well for you and your business you need to understand and use a great hiring process.

The hiring process can take a ton of time, effort and money, and it all depends on your specific needs. 

Sure, it will be easier to find and test basic front end developers who needs to have knowledge with common languages like HTML, CSS, and JavaScript, but when it comes to finding and hiring more complicated roles like a developer with big knowledge and experience in machine learning processes or more senior-level roles, that can be a much bigger challenge.

Eastern Europe is renowned as a real hot spot for developers so naturally, it’s a big focus area for us at JobRack.

Here on JobRack, we have many high-quality remote developers from Eastern Europe and employers who have hired them to return again and again with great feedback on the successes they’ve achieved for their business. 

 

Our employers reported not just that the normal benefits of Eastern Europeans such as their extreme dedication to work, and direct communication style, but also that their English skills are fantastic along with their thorough technical development skills, which results in them being able to provide amazing quality when it comes to coding and delivering your improvements on time.

 So, if you want your own awesome remote developer then read on, in this article, we’ll cover everything you need to know about hiring a remote developer.

 

 

How To Write a Great Remote Developer Job Post

 

Always make sure you put effort into writing a high-quality job description that will be the advert for your job.

Great developers are in high demand and your advert needs to persuade them to want to work for you and your business. The better you describe what you are looking for and need, better the chances of getting quality applicants that meet your requirements.

Ensure your job post has these headings:

 

  • Who are you / your business – what do you do?
  • The position you are hiring for
  • Mandatory skills your candidates must have
  • Desirable skills your candidates might have
  • Experience you want them to have
  • What do you expect from them as a possible future employee
  • What can they expect from you
  • Ways of working – with you and your team
  • What’s in it for them? What’s great about working for your company
  • How to apply

Want to see a great example? Check out this job advert on JobRack for some inspiration!

If you’d like some help writing your job description and the whole hiring process then check out our Done For You Service!

 

Where to advertise your remote developer job post?

 

This step might seem obvious but if you want to find the right people for your business you need to be looking in the right places!

In order to find a great remote developer, you’ll need to publish a job advert on at least one relevant platform. You have a variety of options when it comes to hiring platforms and it’s essential that you choose the right place to find your remote developer.

Great sites include:

  • We Work Remotely – You can find really good remote developers from all over the world here for a single job post fee of $299
  • Remoteok.io – Just like We Work Remotely, these guys target only remote workers, and you can find remote developers for a single job post fee of $299
  • Upwork – one of the most popular places to find remote workers. However, even though 
  • Upwork is huge, you are likely to get plenty of applications but usually from people who are working per project, not the full or part-time employee who will work with you on growing your business. Also, considering the latest Upwork fee changes, hiring on Upwork might not be the right choice for you.
  • TopTal – TopTal is famous for having extremely high-quality freelancers as they only accept the top 3%. Even though you will without a doubt find high-quality developers, you can end up paying anywhere between $60-$160 per hour.
  • JobRack – With over 7,000 Eastern European jobseekers including hundreds of developers, plenty of employers are having huge success hiring developers from JobRack. Job posts cost just $149 and we work closely with you to help you get the great team member you’re looking for.

No one says it better than our customers:

 

If you want to know more places where you can find remote developer check out our list of 20 best places where to find and hire a remote developer!

Now you’ve got your job post and you’ve decided where to advertise, time to wait a short while for great developers to apply and you’re onto choosing who to hire!

 

How To Select and Test Remote Developers

 

It’s important you allow at least a few days for quality applications to come in. We normally recommend 5-7 days to be sure of a good response.

Check the applications you’ve received and start to filter candidates you think would be a great fit for the role. This number might be 2 or 20 or more, just make sure you review their applications in detail, especially the things that are most important to you.

When it comes to the developer, it’s important they have the essential skills you already listed in your job advert. Make sure all of your top applicants have the basics and must-have skills you listed and look at extras they possess.

In the development world, these extra skills may come handy as all projects pretty much end up with a need for something outside the box. For example, if you are looking for a PHP backend developer, consider applicants who have knowledge in Python and Laravel, as those skills are pretty relevant to PHP, and can be used in a variety of ways to deliver better results.

Once you have filtered we recommend assigning a short test task that gives you a chance to see how the top candidates work, how they communicate and how they behave in general.

Testing candidates will allow applicants to back up their application, and it will show you who provides the quality and responsiveness that works for you.

You have a range of options to test remote developers from online competency tests through scenario-based testing. You need to ensure you choose tests that are relevant to the types of work you want your new remote developer to work on as well as tests that you are able to review based on your own technical/coding skill level.

For example, if they will be working on application developer you need to ensure they have a strong understanding of your chosen delivery methodology as well as the key processes involved.

For scenario-based testing (which is the most popular method of testing developers as they will be working in similar scenarios) you can assign them a task relevant to the basic needs of your business. If that’s application development, have them create a simple app, if that’s a database creation and maintenance, have them create a simple database, etc.

Of course, when we say simple, we don’t mean simple like “create a database with 6 columns and 20 rows, and create the sum formula”. Make sure your task is simple enough not to take much time for someone who knows the work, but still not complicated enough that no matter how experienced they are they will need to spend much time on it

It is often a good idea to use a task you’ve had completed previously, asking them to review the code and the problem and suggest how they’d go about the task and how long they estimate it would take. This gives you something to compare candidates against each other.

Make sure you specify how long and complicated the task should be, and if you require a more complicated and time-consuming one, note that you will pay them for the effort of spending a significant amount of time proving their knowledge.

This is a really important step in establishing trust. By offering to pay for the trial tasks it demonstrates you value their time and effort and will be seen very positively by applicants.

This doesn’t need to be top rates just ensure it is a fair token of gratitude for their time. In the end, requesting them to spend days coding for free wouldn’t be fair.

Ensure you set the same task to all candidates and provide as much detail as possible to help them have the full picture of the type of work they will do in real-time.

When they complete the tests you set, you will have all the outputs you need to decide who’s ready for the next step.

Review everything carefully and don’t mind having some other developers assisting you in the assessment! 

Look at their style, how do they code, is their code simple and readable, do they comment everything in the code, how big their code is. 

Always remember, a good developer is not the one who codes something that works, but the one who codes the shortest, most efficient and future proof code and still make it work perfectly!

Feeling daunted about how you will know whether a developer is any good or not? You’re not alone! Frequently non-technical/developer minded business owners need great developers. So what do they do? Take a risk? Try and learn code themselves so they can review the test results? 

No, that’s not a good use of time.  You have better things to do.

Get experts on the case to help you! That’s exactly what our Done For You service does. Expert hiring managers used to hiring and testing developers specific to your needs. We take all the pain away! Click here for more details and to schedule a call to chat through your needs.

After reviewing and choosing your shortlist it’s time to speak to them in an interview.

 

How to interview remote developers?

 

You’ve selected your top performers – job seekers who sent great applications you liked and did the test to an acceptable standard.

 It’s time to meet them!

Schedule a video interview (Skype, Zoom etc) and prepare a set of questions to ask them. If you want to have a successful interview, here’s a couple of stages for you to think about going through with your candidate:

  • Introduction – Welcome your candidate with a smile, take time to put them at ease, have some light chat about their day, where they are in the world, etc.
  • Lose the tension! – Bear in mind that your candidate is probably nervous, nervous people don’t show you their true potential so it’s up to you to relax them and put them at ease.
  • Start talking business – after the initial chat move into the interview. Start the conversation about their application and test. Say a couple of words of praise about their work and ask them to talk about their past experience and why they want your job. Also, feel free to ask them things like why have they made the code as they did, and not the other way? The testing phase is not done, you can still see how good or bad they are on the interview!
  • Ensure that through your interview questions you understand how they work, when and where they like to work, what their availability is and get a feeling for whether they’re the team fit you’re looking for and need for your business.

Key for every interview is to get to know your candidate better and to see would they be a good fit for your company.

What questions should you ask?

 

Of course, you want an A-player. But you don’t want A-player that isn’t the right fit for your business and your team. It would just be a wrong vibe and disruptive for your company.

Some subjects you should consider talking about:

 

  • Past experiences, what projects went well, when have they failed, what did they learn?
  • Why did they left the previous role?
  • Why do they want the position with you?
  • What are they looking for over the next few years?
  • What’s their greatest passion?
  • How do they relax? What do they do in their spare time?
  • All of these questions will tell you more about the person you will work with, so they are very important.

 

Bear in mind that it’s impossible to fully know someone based on one interview. It will take time as you get to know each other during the first months of them working for you, but during the interview do your best to see is the candidate what you and your business are looking for.

 

How To Onboard Your New Remote Developer

 

You selected your new remote developer rockstar. Congratulations!

It’s time for the onboarding process.

During this process, it’s very important that you set clear expectations with your new team member to act as the foundation for a great working relationship.

  1. Prepare the contract or agreement and make sure that you have clear, and precise information included like:
  2. Salary details including how and when it will be paid
  3. Holiday / Paid leave details
  4. Sick leave details
  5. Ways of working and your expectations

Cover these key points ahead of time to avoid future misunderstandings and frustration

Also, before your new employee starts working, decide together about payment methods for their salary. This is a complete story in itself because there are numerous options, so we covered it in a whole article that you can check out by clicking here.

Beside all these things, introduce your new employee to your team, get them familiar with your companies SOPs and ways of working. Above all, remember to invest time in them if you want them to become a really great employee.

Got more questions about hiring remote workers? You can check our FAQ here.

 

Summary

 

If you are running an online business, developers are the left side of the brain for any company – logic, math, creation, and execution.

You can find remote developers all over the world so it’s important to choose the right place to find your own remote developer.

Take time to prepare a great job description and ensure you have the time to focus on the hiring process. Every hour invested in hiring the right person now will pay back again and again in the future.

Developers can make or break a business, whether it’s back end systems, customer-facing website or coding the very product or service you’re selling developers are likely to be the single most important hire for your business. Take the time and get the right help to get the right results for you and your business.

If you’re worried about managing the hiring process or having the time to invest, then take a look at our ‘Done For You’ services where our expert recruiters and hiring managers will handle it all for you, writing the job description, advertising for candidates, filtering/vetting, and fully testing them before delivering 2-3 fully great candidates ready for your final interview and selection.

Here at JobRack, we have hundreds of great developers on our database. Whether you’re looking to manage the hiring process yourself or whether you’d like an expert hiring manager to handle it for you we can help.

JobRack job posts are just $149 and you can have your developer job post live in just a few minutes and getting quality applications within a few days. Click here to post your job!

Our Done-For-You service starts at $1500. Saving you over 40 hours of time and effort, we apply our expertise to find you the very best people for your role. Once fully tested, vetted and interviewed full details are provided ready for your final review and decision. Click here to learn more and book a free call to discuss.