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Is it a good decision to hire a remote developer? Explain how the six CTOs / co-founders dominate remote recruitment. –PlanetWeb.ca

Forget about remote developers. Hiring a local developer is already a big headache. To hire and procure resumes, screen resumes, interview candidates, and more, you need to post a job. Imagine the headaches you have to experience when hiring remote IT professionals such as developers, DevOps, and cybersecurity professionals.

On the other hand, hiring a remote developer feels great, as it can cost less than 50% more than a local developer in Canada or the United States. But can it really reduce your cost so much? And is it really reliable to hire a remote worker?

We sought advice from six established tech leaders and co-founders and asked what they were doing to recruit the right candidates.

Six co-founders talk about their experience hiring remote developers

Allen Kaplun, co-founder of Greendropship, a green product dropshipping business, explains how to do this.

We have been hiring developers for several years and have been through trial and error. Here’s what you need to know:

  1. Hire slowly and fire early.
  2. Don’t be prejudiced against the developers. Just because you’re from a particular country doesn’t mean you’re more or less talented. They must be scrutinized on a case-by-case basis.
  3. Participate in Video Hangouts – When interviewing, it’s best to test your knowledge with a live call to see if you really know the material, or if they’re stalling you and looking.
  4. For example, most of them may have 10 years of experience, but only at the 4th year level. It is important not to speculate that years of experience mean advanced skills.
  5. Beyond Platforms: Some of the worst developers I hired came from freelance platforms, and some of the best developers I hired came from social media groups.

Sam Richards, co-founder of the Trivia Quiz website, Trivia Quiz, takes a different view of hiring remote IT employees. Sam has successfully hired remote employees through LinkedIn and will definitely hire them again.

1. Hired a remote developer to work on various web projects. Below are some of our efforts when adopting remotes. Yes, we are based in the United States and have invited developers to work remotely over the last few years. We were able to do more work, especially in early businesses with limited budgets, because we were able to reliably save development costs.

2. I found developers in several major sources.

LinkedIn – We have R & D recruiters in-house based on the different skill sets listed in our profile. We conducted a virtual interview via Zoom and provided a complete skill evaluation test to ensure that the developers had the technical ability to complete the work they hired.

Guru – We hired a project-based developer at Guru to join one as a full-time team member.

3. Developer management is not much different from other staff. We usually check in regularly every week. There are some time zone challenges, but neither party is trying to meet in the middle so that it is not too late or too early.

Michael Alexis, CEO of teambuilding event company teambuilding.com, says Upwork is a great place to hire remote IT workers.

Hired by Upwork “💰: Hired a remote developer through Upwork.

The contractor is based in Russia and charged $ 40 per hour. Developers work on a project-by-project basis, so all you have to do is assign work when you’re ready. An overview of these projects is usually given in Google Docs, which includes bulleted descriptions, goals, and screenshots. In this way, we were able to work with skilled developers at a fraction of the cost of full-time employment.

Alan MacLachlan, founder of https://improves.co/, personal tennis coaching, a few seconds upwork, but with his own tips.

An unusual way to get the best remote developers: We hired some great remote developers from Upwork. The best tip I can give you is to ask bidders to include a specific phrase at the top of their referral or bid somewhere in the project description when you write your job listing. Is to do.

For example, “When replying to this project, please enter the word” sunshine “at the top of the reply.” 99% of the replies received are either completely unread or using templated answers. I will not reply because it is.

You can quickly eliminate providers who haven’t read or fully understood the requirements without paying attention to the details. You can take the time to read and understand what you need right away.

From there, you can carry out the normal recruitment process. Personally, I always start with small tasks and see how they work before working on more complex projects.

Hiral Atha, CEO of Web agency Moveo Apps, recommends using LinkedIn for ease of use.

LinkedIn is arguably the leading source of scout talent. After a preliminary resume screening and portfolio evaluation round, we set up a few rounds of remote interviews, starting with a telephone interview and following up with a video session to make the candidate feel comfortable.

Obviously, there are stages in which we have provided candidates with small projects and have been very helpful in assessing key technical skills. Apart from that, it is equally important for us to evaluate non-technical aspects such as the ability of candidates to collaborate remotely and self-responsibility. Being geographically unrestricted, we not only saved money, but also gained access to highly talented developers.

Last but not least, EM Squared, CEO of End-to-End Business Automation, Eric Mintz | IoT Development and Integration Company warns against hiring remote employees. He advises good local developers to spend more money and save money on projects.

I hired a remote developer a few years ago as a manager of a large company and just a few years ago as the CEO of my software development company. I paid local software developers $ 45 to $ 125 per hour, based on their level of expertise. I hired a remote developer for a very low rate of only $ 25 per hour and gave or took a few dollars.

There was a problem.

Remote developers are usually full-time employees of offshore companies. Locally based personnel will provide a guide to get a quote for your project. In almost all cases, the citation was staggering. Local representatives packed quotes in a pile of unnecessary time. I felt that the undercoat was sold at a new car dealer. 100% to 300% more at an offshore company than spending on the same project with a more expensive, experienced and more honest local freelance if you don’t have enough skills to know what you’re doing Will spend. Developer.

The project I did offshore didn’t work. The technical team leader, who was my point of contact for the project, rarely did a lot of work on his own. They delegated to a totally inexperienced junior level developer. Communication was often difficult, sometimes hampered by strong speaking accents, but always hampered by remote time zones and poor phone / voice connections.

Projects were poorly designed and often undesigned. It seems that the carpenter unplannedly nailed the board and built the house without using the architect’s blueprints. As a result, the application was vulnerable and continuous maintenance was particularly costly.

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Is it a good decision to hire a remote developer? Explain how the six CTOs / co-founders dominate remote recruitment. –PlanetWeb.ca

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