how-to-find-and-hire-remote-developers.pptx

How to Find and Hire Remote
Developers
Bpointer

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• Hiring a remote developer takes time and requires a lot of energy. Finding the
right developer is a process that, if not done correctly, can cost you and your
company time and money.
• You must create a job listing, screen a large number of candidates, make
numerous phone calls, learn more about each candidate, and eventually test
them. Even if you do hire remote developer, you won’t know for sure if they are
the right choice until they begin working.
• If you are a manager in charge of assembling a rockstar team of developers and
want to do your best, keep reading. This is the article for you.

• Hiring remote developers frequently involves a number of questions, such as:
• Where can I find reputable developers?
How do I attract qualified candidates to my job posting?
How can I tell if they’re a good match?
What characteristics and abilities should they possess?
What should I pay for them?
This guide will address all of your concerns, and by the end, you should feel more
confident in your ability to hire the right talent for your organisation.
Let’s get this party started!
• Why Should You Hire Remote Developers?
• Aside from the various research studies on remote development, there are a few
advantages that employers can use to entice remote developer. Employees
benefit from remote work as well.
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• Employee Privileges
1. Work-life integration – Longer commute times, traffic, and other transportation
issues are all linked to depression. Remote workers can also work wherever they
want, whether it’s at a local cafe or at home, where they can eat a traditional
lunch or do laundry.
2. Autonomy – Remote work allows developers to take ownership of their work
and focus on outcomes rather than processes, which necessitates a high level of
self-organization.
3. Time efficiency – Remote work allows developers to better manage their time
and organise their daily workflow in a more productive manner.
4. Productivity – Remote employees have reported higher job satisfaction and
higher performance due to fewer distractions from coworkers or
micromanagement. Working remotely can increase productivity for your
company overall, from employee onboarding and training to managing their
work.
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• Advantages for Employers
1. Cost savings – The elimination of the need for office space, utilities, office supplies,
and other amenities can save the company up to $11,000 per employee per year,
and that’s only if they work from home half the time.
2. Access to the talent pool – Companies can reach out to more unique specialists
with diverse backgrounds while offering a competitive salary in their region. Remote
work entails having global access.
3. Flexibility – The modern economy values the flexibility that remote work offers,
which can provide a competitive advantage in the market.
4. Employees who are happier and healthier – The well-being of your employees will
reflect on your reputation as a business entity. It will also result in more engaged
employees who are committed to the company’s mission and thus more productive.
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• Environmental Benefits
Remote work has many environmentally friendly benefits for those who are trying to
stay green. Working remotely for half of the year results in the following savings,
according to Global Workforce Analytics:
1.$20 million in
2.54 million tonnes of greenhouse gas emissions gas
3.640 million barrels of oil
• Why Does bpointer Use Remote Developers?
According to bpointer technology, the opportunity to hire global talent is
undervalued. Limiting your developers to a single location results in less diversity
and, more than likely, less talent.
Though it may not be obvious, having diverse teams has both cultural and business
benefits, particularly if you intend to sell software globally. Even modern software,
such as facial recognition technology, is prone to discriminatory errors.
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• The Three Major Difficulties of Hiring Remote Developers
While remote work has many advantages, there are some difficulties in hiring and
managing remote developers that can impact both your organisation and your
employees.
Even though the advantages outweigh the disadvantages, it is critical to
understand the potential pitfalls when assembling an effective remote software
development team.
Some difficulties are listed below. You’ll learn how to effectively deal with these
challenges later.
• Finding Reliable Candidates
When you post your job listing online, you will have access to a world full of
developers, which can quickly become overwhelming.
Prepare for an influx of applications. To find candidates to shortlist, you will have to
sift through each and every one of them.

• Job Posting Administration
Managing a job posting across multiple job boards can take time.
You will almost certainly need to create listings on 4-5 different sites, which means
you will need to log into each of those sites and sift through all of the applications you
receive.
• Language Barriers
Running your business from a non-English-speaking country increases the likelihood
of coming into contact with a developer who does not speak fluent English. Even if
they claim to be fluent!
That is not to say they aren’t talented developers, but if you manage an English-
speaking team, you will need to hire remote developers who can communicate with
your team members.
The best way to deal with the aforementioned challenges when hire remote
developer is to establish a thorough screening and interviewing process.
Part of this is understanding what makes a good developer so that the next time you
encounter one, you will recognise them both on paper and in action.
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• How to Write a Remote Developer Job Description
The hiring process begins with the creation of a job posting. Your job posting will set
the tone for the entire process of finding a remote developer, so don’t skimp on this
section.
To attract the best developers, you must make your company appear as appealing
as possible.
Some well-written job listings on sites like We Work Remotely can help you get
started. It is not rocket science to put together a well-written job description, but
these ideas can help you get started.
Examine this breakdown of the anatomy of a job posting to learn how you can assist
potential candidates in screening themselves before submitting applications.
• Job Description
Job titles should be clear and convey the role exactly as it is. There’s no need to
include words like “rockstar” or “ninja.” Instead, choose titles that are more
professional and descriptive, such as iOS Engineer or React Develop

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• Position Description
Job descriptions should include detailed information about your expectations, the
specific high-level tasks the position entails, the salary and benefits you’re offering,
and why candidates should be excited to join your team.
To entice candidates, use narrative-style paragraphs or bullet-pointed lists. A
combination of the two is ideal.
Using a template instead of writing a job description from scratch is an option.
Indeed provides templates for various jobs that you can customise.

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• Requirements
When writing a job description, break down all of the responsibilities into bullet
points. The more specifications you can provide, the better candidates will
understand your expectations and their potential responsibilities in the remote team.
It will also give them the opportunity to screen themselves out of applying, saving
you time. This is your opportunity to screen candidates. For example, you may
require developers to have at least five years of coding experience, or you may
require specific certifications.
• What Is the Hiring Process for Remote Developers?
After you’ve written a good job description, you’ll need to start the hiring process. It
will be difficult, but if you end up with the right developer who does good work and is
a good cultural fit, it will be worthwhile.

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• Create a Job Posting
The majority of job searches for job seekers begin with an appealing job listing. It is
your responsibility to accurately communicate the mission of your company as well
as what you are looking for to a job seeker.
As previously stated, the three basic components of any respectable job listing are a
job description, job title, and list of requirements. But don’t make it cold. Include the
reasons why someone should work for you. What do you have to offer?
• Applications are accepted and reviewed.
When the applications begin to arrive, it is your responsibility to sort through them.
Some companies delegate some of this to a hiring manager, but if you’re a small
business, it makes sense if you don’t have the resources.
That’s not necessarily a bad thing. Despite the fact that you will undoubtedly be
busy, you will have the opportunity to personally interview your applicants.

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• Find a Resume/CV and Cover Letter that Stands Out
So long as you have a solid reputation and fair compensation, finding a candidate
with the technical skills you require should be simple.
Choose the best candidate from the crowd, but make sure their cover letter
demonstrates good communication skills and some personality, as these candidates
will work better in a team.
• Continue reading for more on ‘How to Choose the Right Candidate(s).’
• Candidate Interview
You must complete the second step in the hiring process after selecting a few
candidates to move forward. This is just an interview in most industries.
Even in the field of software development, an interview is used to assess a
candidate’s communication skills. However, the hiring process as a whole entails
much more. Continue reading for more information.

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• Candidate Testing and Evaluation
Your job candidate must put their money where their mouth is and demonstrate their
ability to do what they say they can. It is customary (and wise) to assess your
candidate’s performance on technical skills-related challenges.
More information on how to do this can be found on the ‘How To Screen and
Interview Remote Developers’ page, just a few scrolls forward.
After you’ve written a good job description, you’ll need to start the hiring process. It
will be difficult, but if you end up with the right developer who does good work and is
a good cultural fit, it will be worthwhile.
• Work Happily Ever After by Hiring Remote Developers
In a perfect world, you won’t have any more issues after finding and hiring the right
developer(s). That is most likely not going to happen. However, you can take pride
in the fact that your hiring process was astute and orderly, which reduces risk.

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What Is the Profile of a Good Developer? Before you begin the process of hiring
remote developers, it’s critical to understand what the ideal candidate looks like both
on paper and in action.
There is no shortage of skilled and hardworking software developers available to
work remotely, but finding the right fit is the key to establishing a long-term
productive relationship between employer and employee.
• What Is the Profile of a Good Developer? 5 Qualities to Look For
Before you begin the process of hiring remote developers, you should have a clear
picture of what the ideal candidate looks like both on paper and in action.
There is no shortage of skilled and hardworking software developers available to
work remotely, but finding the right fit is the key to establishing a long-term
productive relationship between employer and employee.
Hiring the wrong developer can not only waste your time and money, but it can also
harm your company’s reputation. It’s a rare worst-case scenario, but it’s one to
avoid.

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So, how does a good developer appear? You should look for soft skills directly
related to remote working in addition to traditional qualities and professional
experience.
1. Self-discipline
Employees must be self-organized and autonomous when working remotely. Look
for software developers who are self-motivated enough to stay productive even
when their manager is constantly looking over their shoulders and checking their
work.
2. Interaction
A great developer is characterised by their ability to communicate their ideas to their
team, both verbally and in writing. They should also be fluent in your primary
business language.
3. Take the initiative
Given the nature of remote work, developers who take the initiative to work on a
project are highly sought after. These are usually senior developers who have “been
there, done that.”

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4. Stability
Remote work has the distinct advantage of allowing developers to better balance
their lives, allowing them to be more productive. While hiring the herculean
programmer may sound appealing, it is probably better to go with someone who has
hobbies and interests outside of work. Burnout syndrome can have a negative
impact on your business.
5. Development
A good developer is mature enough to give their manager an accurate timeline
estimate for a task or project. Software development is difficult, and even seemingly
simple tasks can suffer from unexpected bugs and other delays.
One of the characteristics of a good developer is to be conservative and deliver
early rather than optimistic and deliver late.
While it is important to ensure that a developer can code his way out of a paper bag,
soft skills will determine how valuable a developer is in the long run.
It also goes without saying that developers with poor soft skills are unlikely to last
long on a team. Collaboration is essential for any remote team.

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When it comes to resumes and cover letters, a resume should only be used to
determine whether a candidate has the necessary skills, years of experience, and
education.
Cover letters, if a candidate submits one, can provide insight into a candidate’s
personality. A good cover letter is sincere, demonstrates good writing skills, and is
enjoyable to read.
To summarise, a good developer will meet the majority of your skill requirements on
paper and demonstrate those skills during technical tests. A great developer will
have excellent verbal communication skills and will demonstrate these skills in their
previous work and during the interview process.
A corporate headhunter can teach you to ignore candidates who describe their work
history with phrases like “I did this, I did that.” Instead, look for candidates who have
advocated for the team’s efforts.

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• Should You Hire a Remote Developer Part-Time or Full-Time?
 Another important decision will be whether to hire a freelancer or a full-time
remote developer to work on your project.
 A freelance developer is someone hired developer on contract basis to work on
a project for a limited time. Freelancers register with marketplace sites such as
Upwork, Toptal, and Freelancer to qualify their skills.
 You may be more acquainted with the concept of full-time employees. These are
the people you’ll hire to work for you indefinitely. In exchange, they will expect a
competitive salary and benefits package.
 The choice between the two is primarily determined by the scope and complexity
of your project. The distinction between freelance and full-time developers may
be more pronounced than you think.

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• Advantages of Freelance Remote Developers
Not only will freelancers benefit from the flexibility of a flexible work schedule, but
you will benefit from some flexibility as well in navigating the expectations you have
for freelancers and the expectations they have for you.
• Cost
While freelancers typically charge a higher hourly rate, businesses can save money
by foregoing benefits such as health insurance and social security. You can save
even more money by hiring a freelancer in a lower-cost-of-living country.
• Reduced Risk
Freelancers are easy to fire if the relationship isn’t working out, and they don’t have
the right to unemployment benefits or to sue for harassment or discrimination. Of
course, you want to hire the right developers in the first place, but it’s also a good
idea to plan for the worst-case scenario.

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• Quality
Because freelancers are responsible for their own income, they are motivated to
provide excellent service to their clients. While full-time employees may experience
highs and lows during their time with you, freelancers are aware that a contract is up
for renewal and will work hard to keep that contract.
• The Drawbacks of Freelance Remote Developers
Freelancers, by definition, have some corporate liberties in that they are not
required to be completely dedicated to you or your company. That is their right as
independent contractors.
• Multi-Tasking
Freelance developers frequently work on multiple projects at the same time. This
means you are on their schedule and must adhere to it.
Depending on the nature of your project, entrusting it to a freelancer requires a
certain level of trust. Through features such as rankings and testimonials, freelance
marketplaces help to build trust between employers and freelancers.

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• Internal Transparency
Freelance developers are not as deeply integrated into your organisation as full-
time developers are.
For example, freelancers may have difficulty establishing relationships with full-time
team members. Avoiding this requires cultivating a culture that values
communication and collaboration.
• Investment
Their priority is not the success of your company. Because freelance developers
frequently work on multiple projects, there will be clients with whom they prefer to
work more than others.
In general, they are less committed to your vision than a full-time employee. If you
want a developer who will emotionally invest in your product, you should consider
hiring full-time employees.

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• Internal Transparency
Freelance developers are not as deeply integrated into your organisation as full-
time developers are.
For example, freelancers may have difficulty establishing relationships with full-time
team members. Avoiding this requires cultivating a culture that values
communication and collaboration.
• Advantages of Full-Time Remote Developers
Full-time remote developers are required to be on your side at all times. You can
relax now that you know where they stand.
• Investment
Full-time developers, as opposed to freelance developers, have a larger stake in the
company. In some ways, their pay is linked to the success of the product they are
developing. Because full-time developers make their living working on the one
figurative project that is your company, they tend to send their resumes to
companies where they believe they will be happy.

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• Focus
Full-time developers do not have to balance multiple projects, and they do not get to
choose their favourite clients. Your product is their primary focus, and how you
manage the development process will determine your product’s success or failure.
• Organizational Structure
Long-term developers will develop deeper relationships with their coworkers and
create a unique mental map of the product they are creating.
Full-time developers are extremely valuable in this organisational structure because
they become more efficient over time.
• Cons of Full-Time Remote Developers
The majority of the disadvantages of hiring full-time remote developers, ironically,
are related to their permanence. The fixed nature of having full-time remote
developers on your team can lead to problems down the road if you’re not careful.

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• Replacement Cost
• Employee replacement is costly.
According to a 2017 study, replacing an employee earning a median salary of
$45,000 will cost around $15,000. Furthermore, when an employee works full-time,
they develop mental maps of your company that enable them to become more
efficient over the course of their employment.
This cost is more difficult to quantify, but it is felt when an employee leaves. The
goal should be to have a low turnover rate.
• Training Cost
When you hire a developer to work on an existing project, they must be onboarded
and given time to learn the tools that your company uses, the work methodologies
that your team follows, and to immerse themselves in the codebase. And time
equals money.

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• Which Remote Developer Is Best for You?
The answer is that it depends on your search criteria.
If you’re a very early startup looking for a developer to build an MVP, you might want
to consider hiring a freelance developer.
If you already have a codebase, a full-time developer will be more cost-effective in
the long run. Freelancers simply cannot provide the level of investment required at
that time.
Unfortunately, things aren’t always black and white, and you may lack the resources
to form a remote team.
You might want the advantages of both a freelancer and a full-time employee
without the disadvantages. In that case, you should investigate alternatives to hiring
full-time software developers.

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• 6 Resources for Finding and Hiring Remote Developers
You may be wondering where to find developers now that you have an idea of what
the ideal developer looks like and the differences between freelancers and full-time
developers.
Companies will use one or more channels to attract talent, such as remote job
boards or freelance marketplaces, depending on the type of project. These
channels each have advantages and disadvantages, so you must decide which
ones to use.
If you’ve spent any time on the internet, you’re probably familiar with some of these
resources. However, for those who are unfamiliar, this is a good place to begin. In
any case, you might learn something new.

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1. Outsourcing Firms
If you’ve hired employees before, chances are you’ve hired someone who turned
out to be a cultural mismatch. Given the permanence of full-time positions and the
difficulties of terminating an employee, this problem can be difficult to manage.
2. Marketplaces for Freelance Work
Freelance marketplaces are often associated with project-based jobs rather than
regular employment, but that doesn’t mean you can’t find a long-term remote
developer. You most certainly can; however, compared to other methods, it would
be an inefficient way to find candidates.
UpWork, Toptal, Gun.io, and Codeable are some well-known sites that connect
businesses with freelancers.
3. Job posting sites
Job boards are the best place to find remote candidates. You’ve probably heard of
global job boards like Indeed, Monster, and LinkedIn Jobs, but there are many
smaller ones that are popular among developers.
The ones listed below have a high volume of site traffic, which means more
candidates for you.

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4. LinkedIn
LinkedIn, aside from its job board, is a social media platform unlike any other. It
caters to the needs of business-oriented people regardless of industry. This is why
it’s an excellent place to network. While this will not immediately result in developers
being hired, give it time and you’ll make some valuable connections.
5. Referrals
Referrals have long been thought to be the best way to find a job. LinkedIn concurs!
It occurs when someone in your personal or professional network refers you to a job
candidate. These recommendations typically highlight the most talented individuals,
resulting in less risky decision-making.
6. Reddit
You’re probably surprised to learn that you can find developers using a forum
website. However, Reddit has dozens of subreddits that serve as excellent
networking hubs. There are also several subreddits dedicated to hiring developers.
Check out this page for more information.

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• Sort the Candidates
To begin, eliminate resumes that do not meet your criteria at all. There are a few red
flags that are easy to spot. You’ll save a lot of time if you get rid of these bad eggs.
The first red flag is that they did not read the job description.
This is a fairly common one. Some developers will send out resumes in the hopes of
getting an interview.
This frequently comes at the expense of not paying attention to the job description.
As a result, their resume is out of place, and you can assume they are uninterested
in your project.
These candidates are not worth your time.
The following items scream “do not hire.”
Their abilities do not match what you require. For example, you requested a Python
developer, but they only code in Java.
They lack relevant experience. You specifically requested 5-7 years of experience,
but they applied with only 1-3 years, for example.
They are in the incorrect time zone. You require developers in specific time zones
for whatever reason, and they failed to read the specification.

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• Red Flag #2: Their cover letter is generic and/or lacks creativity.
In some ways, cover letters are more important than resumes. It’s simple to make
up five years of JavaScript experience when you only have three.
Numbers are meaningless, but emotions are not. Companies such as Basecamp
use cover letters to determine whether a candidate is worth speaking with.
They emphasise the importance of candidates putting forth their best effort in their
cover letter. All of this is to say, if you receive a poor cover letter, throw it away.
• Choosing the Top Five Candidates
You should have enough resumes at this point to select your top five candidates.
Remember that after narrowing down this list, you’ll be hiring remote developers, so
make sure the candidates you choose demonstrate genuine potential.
You can even be a little more strict and go for a top three, but many companies,
including Trio, stick with five because interviews usually result in only one
candidate.

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It is very simple to choose your top five. If you have asked your developers to write
amazing cover letters, you should base your decisions on their passion, quality, and
clarity.
Quick Tip: To make evaluating cover letters easier, tell applicants reading your job
listing to keep it brief and to the point. You can also specify which topics you expect
them to cover in their cover letter. Here’s an example of some cover letter advice for
job applicants:
Please introduce yourself.
Discuss what you do.
Describe your role in the future of the company.
Describe your expectations in return.
Writing is an extremely valuable skill, regardless of the position your job candidates
seek. If a candidate can write a clear and concise cover letter, it demonstrates that
they can communicate effectively.

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Always go with the better writer.
• Candidate Interviews
Once you’ve filtered and chosen the top five candidates from your pool of applicants
who meet the necessary requirements (at least on paper), it’s time to interview
them.
Interviewing remote candidates differs slightly from interviewing local candidates
because you will not be able to meet them in person.
Instead, you will need to use a variety of tools to make your life easier. More
importantly, you will need to create an interview process that will allow you to
determine whether the candidate is a good fit.

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• Screening and Interviewing Remote Developers
Trio uses the methods listed below to qualify candidates before hiring remote
developers. However, the Trio interview process is constantly evolving.
Because you will be interviewing more than one candidate, you should take special
care to create a process that does not overwhelm you.
It takes time and can be exhausting to interview developers, so be as organised and
methodical as possible. This is the most crucial step in hiring remote developers.

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• Code Contests
You don’t want to waste time interviewing or hiring the incorrect candidates.
As a result, every remote developer candidate you interview should complete a
coding challenge. This is an excellent way to determine whether a candidate can
write code. You’ll find out how they approach and solve problems.
Give them a small task that takes between 30 minutes and an hour, and you’ll have
a good idea of how they write, structure, and document their code, as well as how
they test and implement it.
• A Brief Video Presentation
Video presentations are becoming increasingly popular as part of the interviewing
process. In only 3-5 minutes, you can learn about the candidate’s communication
skills, personality, and enthusiasm, as well as learn more about their technical skills.

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• Interview with a Technical Expert
Technical interviews allow you to delve deeper into the candidate’s specific skills
and professional knowledge. Interviews typically consist of a series of questions
tailored to the role and level of seniority for which they are being hired to ensure that
they can walk the walk.
Aside from determining a candidate’s expertise, a technical interview is an excellent
opportunity to learn about previous projects that they are proud of. You can also see
how they handled difficult situations in the past, how they would handle a specific
type of project or situation, and other similar things.
Learn about their career and growth goals, what motivates them, and what they
hope to achieve in their new position.
The key here is to ask questions that allow the developer to open up and discuss
topics that are important to them. It’s more about having a conversation than asking
trivia questions.

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• Programming in Pairs
Pair programming is an agile technique in which two programmers collaborate on a
small project or feature. The driver and the navigator have distinct roles. The driver
is the one who writes the code, while the navigator directs how it should be written.
The navigator in a pair programming interview is the interviewer, and the driver is
the candidate. This is a test of both technical and communication skills.

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• Conclusion
Hiring remote developer on your own will take up a significant amount of your time,
not to mention be exhausting at times if it is something you are not used to.
This includes hundreds of irrelevant applications flooding your inbox, unsolicited
emails and messages on Linkedin, hours of interviewing and testing, exhausting
salary and benefits negotiations, a difficult onboarding process, and so on. It can get
pretty hectic.
Trio can assist you by hiring and assigning developers who not only have the
technical skills you require, but also the core-skills required to communicate and
work effectively in a remote work environment. To get started, contact us today!

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