Every great app product is the direct result of the contributions of an excellent development team. But for many years, hiring an in-house development team has taken a back seat as most app projects of all sizes and niches have started to rely on outsourcing.

According to credible studies, by 2028, a whopping 73% of all development teams will be made up of remote developers. Hiring remote developers is a phenomenon that no company can escape.

In some parts of the world, outsourcing projects are the sole driving force behind the growth of the IT sector. For example, a huge talent pool, extremely competitive price and good English skills gave Indian developers an edge over others. In addition, companies worldwide prefer to hire remote developers in India because of the availability of professional and expert developer resources for various skills and technologies.

In this blog post, we provide you with a detailed step-by-step guide on hiring remote developers. But we will explain the benefits of remote setting first.

Remote attitude key value propositions

For years, remote hiring has helped many companies onboard the skilled developer resources they need for their software development projects. Remote outsourcing offers numerous benefits, from access to a large talent pool to competitive cost advantages to access to the advanced IT infrastructure of renowned companies.

“Lower development costs are no longer the number one factor for companies to hire remote developers,” said Juned Ghanchi, CEO of IndianAppDevelopers, a renowned IT outsourcing company from India. “When I started my career as a software developer, remote projects gave me the best career opportunities. Today I see the same scenario unfolding for countless developers working remotely for us,” he reiterated.

So, remote hiring has benefits for both employers and employees. Let’s take a look at these remote setting benefits.

Benefits of remote hiring for employers

• The biggest benefit of hiring remote developers is access to a large pool of experienced developer talent with various development skills.
• Access to the remote development company’s advanced IT infrastructure without spending a dime on internal IT infrastructure is another key benefit.
• The competitive hourly rate of developers for various software development projects is another key benefit.
• Another key advantage is access to distant markets by involving developers in the target country.
• Flexibility and freedom for remote workers to engage with the app projects according to their schedule and convenience often results in better productivity.
• The ability to increase the size and skills of the development team by hiring developers from other countries is often cited as a key benefit of remote hiring.

Benefits of remote hiring for employees

• Optimum job satisfaction through flexible time management and avoidance of daily commutes is a key benefit of remote hiring.
• Remote developers, who work primarily on a contract basis, are more closely monitored for their input and remain more accountable than in-house developers.
• When remote developers work alongside in-house developers, the entire project must meet time zone-specific requirements, resulting in a more organized workflow and increased productivity.
• Thanks to the remote setting, developers have wide-ranging career opportunities and contacts with all types of app projects and companies of different sizes.

Critical steps when hiring remote developers for your app project

Hiring the best remote talent for your project needs will not be easy unless you stick to the right procedures and measures that have been tested and proven in different app projects. Let’s review the key steps in hiring remote app developers for your app project.

Step 1: Create a project requirements document

While this step isn’t particularly related to remote hiring, it’s important to have a clear picture of the entire project, starting with the required technologies, developer skills, and IT infrastructure. Only when you have a meticulous project requirements document that explains all of these aspects in detail can you hire the required developer resources.

Step 2: Create a detailed job description

Now you need to write a detailed job description of the developer candidate you will hire for your app project. The job description should cover the following attributes.

• Write down the title using straightforward, professional job titles like React Native Developer, MEAN Full Stack Developer, DevOps Developer, etc.
• Now write down a detailed description of the expected job roles, responsibilities, and developmental tasks that you will need to take care of.
• Now enter the compensation and benefits for the relevant job title.
• You must now provide all of the technical skills, soft skills, and expected level of experience of the job title.
• Finally, you must mention the company’s mission and clear goals.

Step 3: Publish the job requisition

Now, to make your job posting visible to a broader pool of talent, you need to post the same on multiple platforms and channels. For example, you can hire outsourcing agencies, post on major online job boards like LinkedIn, Indeed, Glassdoor, etc., post on freelancer marketplaces like freelancer.com, and post on your social media channels.

Step 4: Evaluate a specific developer’s portfolio

Even if you’ve shortlisted some reputable development companies to hire their developers, you still need to review and evaluate the project portfolio for each developer before deciding to onboard them. Rather than just getting overwhelmed by the platforms and projects mentioned, familiarize yourself with the timeline, project details, and roles and responsibilities in those projects.

Step 5: Initial consultation

After all potential developer candidates have been shortlisted, it’s time to do their interviews. It is always advisable to conduct interviews with remote developers using video chat tools like Zoom, Google Meet or similar tools.

In the initial interview, rate the developers’ positive curiosity about your company’s vision for the project, suitability and communication skills, career vision and attitude to the job, the development methodologies and software skills they are familiar with, etc.

Step 6: Technical Assessment

After the initial interview on the basics and soft skills, it is time to carry out a thorough professional assessment of the candidate. In technical talks, key qualifications and previous projects are discussed in detail. Such an interview is followed by a pair programming session to further evaluate all skills. The technical discussion also tests the experience and skills of the developers in dealing with various developer tools and collaboration tools.

Step 7: Deadlock Programming Session

This joint programming session creates a test programming project in which the technical lead and the candidate work together. In addition, there are special tools like DevSkiller to help in this programming session.

Pair programming allows the company to evaluate programming skills, problem-solving skills, and commands for different tools. All of the candidates’ questions during this project also show their professional depth.

Step 8: Create an offer

Once the pair programming session is over, your technical team can take a final call to the candidate. Once the technical team gives the final nod, you can submit the formal job offer to the candidate. In many cases, companies are happy to initially hire remote developers for an agreed trial period with a fixed salary. After evaluating the performance in this test phase, the respective developers then receive an extension for the entire project.

In order to be able to make a serious offer, you have to take care of creating a legal contract. This is especially important when hiring remote developers from other countries. In addition, you must take care of the relevant tax regulations, healthcare and other deductions in the contract document.

Step 9: Onboarding

Once the hiring process is complete, it’s important to provide the new developers with a great onboarding experience. But first, you need to provide the right lines of communication for the remote worker to stay in constant touch.

Providing introductory training to familiarize the new developer with the vision and goals of the company and the specific app project can also be beneficial. Finally, delegate an internal employee to be responsible for all day-to-day communication with employees.

Conclusion

So, hiring qualified resources remotely is not as difficult as it might seem by following the tried and tested steps and measures above.

Remember that cost considerations should come at the end when all other criteria are met. You can only opt for the cost-effective option among the experienced and qualified resources.