It's an exciting day at Skipp!
We're launching a brand-new series, "Hidden Gems of Remote Developers," that aims to shed light on some of the brightest, yet often overlooked, stars in the tech industry.
We believe in the power of undiscovered talent - professionals who possess remarkable skills and potential but may not have had their moment in the spotlight yet. Our mission at Skipp is not only to connect businesses with well-known developers but also to uncover these underestimated tech talents, these 'hidden gems'.
Every week, we will share short profiles of three such talents in our "Hidden Gems of Remote Developers" series. We handpick these professionals for their exceptional skills, innovative thinking, and commitment to their craft. They represent a broad range of expertise, from AI and machine learning to full-stack development and beyond.
For instance, in our inaugural edition, we showcased three amazing AI/ML experts from around the globe. Each of these developers is a testament to the depth of talent that exists in the remote work landscape.
By subscribing to this series, you'll have a chance to connect with these exceptional developers, and possibly find the perfect fit for your next big project. Whether you're a startup seeking a new team member or an established business looking to innovate, our Hidden Gems can provide the fresh perspective and expertise you need.
Furthermore, this series provides an opportunity for these talented individuals to shine, inspiring others in the industry and demonstrating the incredible value that remote developers can bring to the table.
Interested in meeting these hidden gems?
Subscribe to our weekly "Hidden Gems" newsletter.
Join us on this journey as we celebrate the underestimated talents in the tech world and continue to foster a thriving community of remote developers. We're looking forward to connecting you with these remarkable individuals and helping your business reach new heights of success.
Become part of our mission. Subscribe to the Hidden Gems series today.
The next gem could be just an email away.
As a CTO with 15 years of experience under my belt, I've experienced the ever-changing landscape of the tech world firsthand. New programming languages, technologies, and tools have come and gone, but the emergence of the AI era is far more than just another trend; it's a game-changer.
I've curated this list of five essential AI tools for those of you who want to stay at the forefront of innovation without spending valuable time searching and testing countless AI solutions. This handpicked selection will help you harness the best of what AI has to offer, ensuring you and your team remain ahead of the curve.
I won't mention GitHub Copilot, as most CTOs are already familiar with it. Instead, I'll dive straight into the next five must-have AI tools that every CTO should consider adding to their arsenal.
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A mystical force behind code enlightenment, Codeball.ai empowers your developers to conjure the most optimal code. With its AI-driven insights, this enchanting tool evaluates pull requests, spots inefficiencies, and offers sage advice. As a result, your codebase stays cleaner, leaner, and ready for action. Witness the marvel of Codeball.ai and let your team ascend to coding nirvana.
Website: https://codeball.ai/
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Welcome to the era of automated code migrations and dependency upgrades, thanks to Grit.io. This cutting-edge tool tackles technical debt, auto-generates pull requests, and detects regressions with ease.
Grit.io is revolutionizing Software Engineering, claiming 10x faster migration completion, Grit.io turns time-consuming tech debt management into a breeze for CTOs striving for peak productivity.
Website: https://www.grit.io/
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Consistent and clear documentation is crucial, and Readable AI is here to automate comment generation for your source code.
No more poor or missing documentation that hampers engineers, particularly newcomers to a codebase or team. Readable AI saves developers' time, letting them focus on more complex tasks for better productivity.
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Compatible with popular IDEs such as VSCode, Visual Studio, IntelliJ, and PyCharm, Readable AI works seamlessly with most programming languages.
Website: https://readable.so/
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Navigating vast codebases can feel like traversing a labyrinth. Fret not, for Sourcegraph.com is here to illuminate the path. This code search and navigation tool scours your entire codebase, unveiling connections and cross-references in a flash. With Sourcegraph.com, your team gains unbridled access to the secrets that lie within your code.
Website: https://sourcegraph.com/
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Behold, the grandmaster of code testing! Codium.ai generates meaningful tests for your code, revealing hidden pitfalls and vulnerabilities. This awe-inspiring AI ally integrates seamlessly with your IDE, allowing your developers to maintain code integrity with ease. Codium.ai lets your team conquer the code-testing battleground with flying colors.
Website: https://www.codium.ai/
And there you have it - a roster of exceptional AI-driven tools tailored for CTOs and their squads. Let's face it, AI is no laughing matter or fleeting trend. It's here to stay and will revolutionize the way we work at a pace that may surprise many.
I hope this compilation of AI tools for efficient development not only saves you precious time but also amplifies the potential of your superhero team. Embrace the change and let your team soar to new heights. And if you are looking to hire new great developers, who knows how to be productive - just book a call with us and interview your next best remote developer in a couple of days.
Buckle up for a rollercoaster ride through our comprehensive guide as we help you navigate the twists and turns of hiring remote developers, from unearthing the hidden treasures of benefits to mastering the art of best practices and zapping common challenges like a tech superhero.
Special thanks to all the authors, contributors, and sources of valuable information:
1. Introduction
2. The Benefits of Hiring Remote Developers: Why It's a Game-Changer
3. Identifying Your Needs
4. Finding the Right Candidates
5. Comparison of different methods which you can use to hire software developers
6. Comparing Offshore, Nearshore, and Onshore Developers: A Short Guide to Navigating the Developer Seas
7. Evaluating Technical Skills and Communication Abilities of potential candidates
8. Sample dev tests that will help you hire remote developers with less stress
9. Framework-Checklist for screening applicants
10. How to Assess Cultural Fit in Remote Developer Candidates
11. How to Craft a Job Description for Remote Developers
12. Example (Template) of Job Description for a Remote Developer
13. The Hiring Process
14. Framework-Checklist for screening applicants.
15. Managing Remote Developers
16. Overcoming Challenges of Working with Remote Workers
17. Case study: Global travel company: Skipp helps travel company break down backlog and build new features
18. Conclusion
Welcome aboard! You've discovered a treasure trove of knowledge from the experts at the Skipp team, who've sharpened their expertise by searching and vetting 25,000 developers.
Our seasoned professionals are here to share their valuable insights and best practices in hiring remote engineers.
So, let's embark on this adventure together, exploring the ever-evolving landscape of remote development and learning how to navigate the process of hiring the best talent, maximizing productivity, and conquering remote collaboration challenges.
In the quest for top-notch web developers, hiring remote developers is like having a backstage pass to a world tour of talent.
Say goodbye to geographic limitations and hello to a diverse range of software developers with unique perspectives and expertise. By expanding your search for talent globally, you're bound to find the perfect remote developer to add a touch of technical magic to your projects. It is obvious that when hiring worldwide, your talent pool is 10000 times larger than hiring locally.
Hiring remote developers can save your company a pretty penny. After all, no office space, no problem! You'll reduce overhead expenses and make your accountant happier than a clam at high tide by cutting out the need for physical workspace and other on-site resources.
Skilled verified developers are like productivity ninjas, slicing through distractions and conquering tasks with stealth and efficiency.
Being offered flexible work schedules and the freedom to choose their optimal work environment, remote software developers can optimize their productivity levels and get more done in less time. And as we all know, time is money!
Remote work is the superhero of work-life harmony, swooping in to save developers from the dreaded burnout. With the power of remote work, developers can strike a better balance between their professional and personal lives, leading to increased job satisfaction and lower turnover rates.
Happier developers make for better code and more successful projects, so it's a win-win situation!
When you hire remote software developers from diverse backgrounds and experiences, you create a melting pot of creativity and innovation. These brilliant minds will bring fresh ideas and unique problem-solving approaches to the table, helping your company stay ahead of the competition and on the cutting edge of technology.
Remote developers are like chameleons, adapting to new environments and changing work conditions with ease.
This adaptability translates to a more resilient and agile team that can navigate the ever-evolving landscape of software development with finesse and poise.
As an added bonus, hiring remote talents is a step towards a greener planet. With fewer people commuting to the office, you'll help reduce carbon emissions, making Mother Earth breathe a little easier.
Image source: Statista.
Before you can hire remote developers, it's essential to identify your business needs and the specific skills you require.
Understand the scope of your project and the software development skills you need, such as web development, app development, or software engineering.
Decide whether you need a single remote developer or an entire remote development team.
Determine how much you're willing to spend on hiring remote software developers, keeping in mind factors such as the developer's experience, skillset, and location.
There are several popular ways to hire remote developers:
Those platforms help you hire pre-vetted remote developers: Skipp.dev, Toptal.com, Turing.com. This is the fastest and easiest way to find the right fit candidates.
Post your job listing on popular job boards, such as Indeed, Glassdoor, and LinkedIn. It may help you hire remote developers. This is the most common method used by all almost all companies.
Use specialized remote websites like WeWorkRemotely and FlexJobs to reach a larger audience of remote job seekers. Many users say that, in fact, these portals are crowded with low-quality profiles and applicants searching for remote work in multiple companies at the same time.
Engage with developer communities on sites like GitHub, Stack Overflow, and Reddit to identify potential candidates. If you are an active community member, for sure you should try to leverage this opportunity.
You can hire developers who will work remotely using hiring agencies that are doing the same as your internal HR is doing, but they are charging significant fees. In most cases, they will post a job listing after getting a JD from you, meaning hiring time will be significant. What they are good at is scaling your internal HR resources.
All the above-mentioned ways of hiring a remote developer (software engineers) can be used to find the best of the best remote developers, but the chances of finding one differ from method to method.
If using the traditional method, your job posting with the correct job description is vital to find the right job seeker who will be the best fit for your business needs.
The solid reputation of your company is also vital because, in most cases, both part-time and full-time developers are also evaluating your company and may simply not want to go through the interview process.
When exploring methods for hiring remote developers, consider the advantages, disadvantages, speed of hiring, and efforts required by the hiring manager.
Here's a breakdown of some popular methods.
When it comes to hiring software developers, the world is your oyster. Offshore, nearshore, and onshore developers all bring their unique flavors to the table. But how do you choose which type of developer is the perfect catch for your company?
Let's dive into the ocean of options and compare these three types of developers.
Offshore developers are based in countries far away from your company's headquarters, often on the other side of the globe. Here's what you can expect when venturing into the offshore depths:
Nearshore developers are located in countries close to your company's home base, often sharing a border or in the same region. Here's a glimpse of what you'll find when you ride the nearshore waves:
Onshore developers are based in your company's home country, making them the most familiar fish in the developer sea. Here's what to expect when you set sail with onshore developers:
Below we will talk about all stages of remote workers' evaluation, and questions you may ask, and we will share our templates for that process.
When evaluating remote developer candidates, consider the following factors:
When evaluating remote developer candidates, it's important to assess their technical skills and communication abilities.
Here's a breakdown of typical questions that can help you gauge these qualities.
What programming languages and frameworks are you proficient in?
How long have you been using them?
Can you provide examples of projects you've completed using these technologies?
Are you familiar with Agile, Scrum, or other development methodologies?
How do you apply these methodologies in your work?
Which version control systems have you used, and how do you manage versioning in your projects?
Can you discuss your approach to testing and debugging code?
How do you ensure the quality and reliability of your work?
Describe a challenging technical problem you've encountered in a past project and explain how you solved it.
How do you effectively collaborate with team members in a remote environment?
What tools and techniques do you use to stay connected and maintain open lines of communication?
How do you explain complex technical concepts to non-technical team members or stakeholders?
Can you provide an example of a situation where you had to do this?
Describe a situation where you experienced conflict with a colleague or team member. How did you resolve it, and what did you learn from the experience?
How do you handle feedback or criticism of your work?
Can you share an example of how you've used feedback to improve your performance?
How do you prioritize tasks and manage your time effectively when working on multiple projects simultaneously?
List of example test tasks for various programming languages and technologies to help you assess the skills of a remote developer during the hiring process.
Test Task: Ask software developers to implement a debounce function in JavaScript.
Example Answer:
Test Task: Ask remote software developers to implement a memoization decorator in Python to optimize the performance of recursive functions.
Example Answer:
Test Task: Ask software developers to implement a thread-safe Singleton design pattern in Java.
Example Answer:
Test Task: Implement a method that takes an array of integers and returns a new array containing the square of each element using Ruby Enumerable methods.
Example Answer:
Test Task: Write an SQL query to find the total revenue for each product category, including the parent category, in the "sales" table with columns "product_id", "category_id", "parent_category_id", and "revenue".
Example Answer:
Test Task: Create a React Higher-Order Component (HOC) that logs the props of the wrapped component.
Example Answer:
Test Task: Implement a simple REST API using Node.js and Express that allows creating, updating, and deleting users.
Example Answer:
When hiring a remote developer or software engineer, it is essential to consider not only their tech skills and communication abilities but also their cultural fit within the organization.
A candidate who aligns with the company's values and work culture is more likely to be engaged, motivated, and productive in their role.
Here are some key factors to consider, along with example questions to gauge their suitability:
A remote developer who can grasp the business requirements and context of their projects will be more effective in contributing to the company's success.
Example questions:
A remote developer should be able to adapt to the organization's work culture, processes, and systems. They should also be flexible in terms of working hours, communication methods, and collaboration tools.
Example questions:
The remote environment can blur the lines between professional and personal life, making this balance crucial for employee well-being and productivity.
Example questions:
The software development industry is constantly evolving, and remote developer should be committed to continuous learning and professional growth.
Example questions:
A remote developer should be able to work effectively with team members from diverse backgrounds and perspectives.
Example questions:
To further evaluate the candidate's expertise and cultural fit, consider conducting a coding challenge that simulates a real-world scenario related to your company's projects.
This will allow you to observe how they approach problem-solving, communicate their thought process, and adapt to the company's coding standards and practices.
A well-written job description is crucial for attracting the right remote developer candidates to your organization. It should provide a clear and concise overview of the role, expectations, and requirements to help prospective candidates determine if they are a good fit for the position.
Here are some key components to include in your job description:
Use this well-structured process to find the best-skilled remote software developers.
Here's a step-by-step guide to the hiring process:
When screening applicants, hiring managers can use this checklist to score each candidate based on the listed criteria. A higher total score indicates a stronger candidate, helping managers identify the most suitable applicants for further evaluation in the hiring process.
Effective management of remote developers is crucial for a successful remote development team.
Consider the following best practices for managing remote workers:
Once you've decided to hire remote developers, you will face some challenges, but with the right strategies, you can overcome them:
A global travel company faced a backlog of 600 overdue tasks, hindering new product development. They needed urgent assistance from developers and testers with specific skills, who could work full-time in their timezone.
Skipp assembled a team of 10 developers and 4 testers and provided a project manager to streamline communication and processes.
Within six months, the team tackled the backlog, built new features, and improved the site's performance.
The client saved time and money and highly recommends Skipp for quality, organized, and transparent development.
As you know, every day, more and more companies are choosing specialized services for hiring remote pre-vetted software engineers. Still, only a fraction of those companies has a solid interview process for discovering the best developers, which is remarkably different from the process which is used for hiring in-house developers.
You can search for freelance developers, development teams, and other remote candidates on freelance marketplaces like Upwork, but soon you will find out that remote talent on those marketplaces is very unstable and, in 95% of cases, unreliable. Upwork's "tech talent" works remotely for multiple companies at once, so you can hardly expect smart development and commitment from them.
We advise you to jump on a short call with us to explore the opportunity of working with Skipp - the #1 HR startup (ranked by Inc. Magazine), and understand if we are a good fit. You can hire a remote developer at Skipp and get them to your payroll after the probationary period.
Imagine your job description as your superhero signal, shining bright in the night sky, calling out to software developers ready to join your league of extraordinary programmers. A well-crafted job description not only attracts the right candidates but also saves you time by filtering out those who don't fit the bill.
When you create a clear and engaging job description, you set the stage for the entire hiring process. It communicates your company's culture, values, and expectations. This helps potential developer superheroes understand whether they're a perfect fit for your team, leading to better matches and stronger working relationships.
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Now, let's fly through the software developer role. These digital superheroes come in many forms, using their coding powers to develop, maintain, and improve software applications. They often work in teams, collaborating with other developers, designers, and product managers to create products that save the day for your company and its users.
Software developers are versatile and possess a wide range of skills, from front-end web development to back-end infrastructure management. Their primary superpowers include computer computer languages like Python, Java, and JavaScript, as well as problem-solving and critical-thinking abilities. Software developers also possess exceptional communication skills, as they frequently collaborate with their fellow team members and share their insights with non-technical colleagues.
A well-rounded software developer is like the backbone of your team, ensuring that your software projects run smoothly and efficiently. Here are the primary duties and responsibilities that your software engineer will be responsible for:
Just like heroes who protect and serve, programmers create and maintain software applications that meet the needs of your company and its users. They'll be writing code, preparing technical documentation, testing new features, and fixing bugs to ensure the software runs at its best.
When issues arise, your software engineer will come to the rescue by identifying and resolving problems in the code. This requires them to have a keen eye for detail and a thorough understanding of the software's inner workings.
Teamwork is essential in any organization, and software programmers often work closely with other team members, such as designers, product managers, and quality assurance engineers. They'll communicate effectively, share ideas, and provide valuable input to create the best possible product.
A good software developer understands the importance of maintaining high-quality code and ensuring the security of the software. They'll adhere to best practices, write clean and efficient code, and stay updated on the latest security trends to keep your applications safe from vulnerabilities.
Participate in code reviews to maintain a high standard of code quality across the team. They'll assess each other's work, provide constructive feedback, and share their expertise to improve the overall performance and maintainability of the software.
Job Title: Entry-level Software Developer
Location: [Insert location]
Job Type: Full-time
Salary: [Insert salary range]
We are seeking an enthusiastic and motivated Entry-level Software Developer to join our team. As an Entry-level Software Engineer, you will be responsible for developing and maintaining software applications for our clients.
Responsibilities:
Requirements:
If you are looking to kick-start your career in software development and are passionate about creating innovative solutions, we encourage you to apply. We offer a competitive salary, excellent benefits, and opportunities for growth and advancement within our organization.
Job Title: Senior Software Developer
Location: [Insert location]
Job Type: Full-time
Salary: [Insert salary range]
We are seeking a skilled and experienced Senior Developer to join our team. You will be responsible for designing, developing, and maintaining complex software applications that meet the needs of our clients.
Software developer responsibilities:
Requirements:
If you are a seasoned professional with a passion for creating innovative solutions and leading teams, we encourage you to apply. We offer a competitive salary, excellent benefits, and opportunities for growth and advancement within our organization.
Job Title: Full Stack Software Developer
Location: [Insert location]
Job Type: Full-time
Salary: [Insert salary range]
We are seeking a talented and experienced Full Stack Software Developer to join our team. You will be responsible for designing, developing, and maintaining software applications that run on both the front-end and back-end.
Software developer responsibilities:
Requirements:
If you are a Full Stack Developer with a passion for creating innovative solutions and working on both the front-end and back-end of software applications, we encourage you to apply. We offer a competitive salary, excellent benefits, and opportunities for growth and advancement within our organization.
Job Title: Mobile Application Developer
Location: [Insert location]
Job Type: Full-time
Salary: [Insert salary range]
We are seeking a skilled and experienced Mobile Application Developer to join our team. You will be responsible for developing and maintaining mobile applications for our clients.
Software developer responsibilities:
Requirements:
If you are a Mobile Application Developer with a passion for creating innovative solutions and developing mobile applications for iOS and Android platforms, we encourage you to apply. We offer a competitive salary, excellent benefits, and opportunities for growth and advancement within our organization.
Software developers are responsible for designing, developing, and maintaining software applications for a wide range of industries, including healthcare, finance, education, and technology. They work with other developers, project managers, and stakeholders to create software solutions that meet the needs of their clients or organizations.
The job of a developer involves a diverse range of tasks and responsibilities. Some of the key tasks include:
In addition to these tasks, software developers must keep up to date with the latest trends and technologies in the software development life cycle. They attend conferences, read industry publications, and participate in online communities to stay informed about new developments in the field.
Let's explore the various types of software developers and their primary areas of expertise. This knowledge can be useful when building a development team or seeking to hire remote tech talent for specific projects.
Front-end developers are responsible for creating the user interface (UI) and user experience (UX) of a website or application. They use programming languages such as HTML, CSS, and JavaScript to design and develop visually appealing and user-friendly interfaces. Front-end developers work closely with UI/UX designers and back-end developers to ensure seamless integration between the front-end and back-end of a project.
Back-end developers focus on the server side of a web application, dealing with databases, servers, and application logic. They write code using languages such as Java, Python, Ruby, PHP, or .NET to build the infrastructure that powers the application's functionality. Back-end developers are critical for ensuring the application's performance, security, and scalability.
Full-stack developers have expertise in both front-end and back-end development, giving them a comprehensive understanding of the entire software development life cycle. They are well-versed in multiple programming languages and can work on all aspects of a project, from designing the user interface to managing databases and servers. Full-stack developers are highly valuable for their versatility and ability to bridge the gap between different parts of a development team.
Mobile app developers specialize in creating applications for smartphones and tablets, working with mobile operating systems such as iOS, Android, or Windows Phone. They use languages like Swift, Objective-C, Java, or Kotlin to build apps optimized for specific devices and platforms. Mobile apps developers need to have a deep understanding of user experience principles, performance optimization, and mobile-specific design constraints.
DevOps engineers work at the intersection of software development and IT operations, focusing on automating processes, streamlining workflows, and improving collaboration between developers and operations teams. They use tools such as Docker, Kubernetes, and Jenkins to manage infrastructure, deployment pipelines, and application performance monitoring. DevOps engineers play a crucial role in ensuring the reliability, scalability, and security of computer systems.
Data scientists and machine learning engineers use their expertise in mathematics, statistics, and science to analyze large datasets and develop algorithms that can learn from data. They employ popular coding languages like Python, R, or Scala and leverage machine learning libraries and frameworks to build AI-driven applications. These developers are in high demand as businesses increasingly rely on data-driven insights and artificial intelligence to make informed decisions.
Game developers specialize in creating interactive experiences for various platforms, such as PC, consoles, or mobile devices. They use popular coding languages like C++, C#, or Lua and work with game engines like Unity or Unreal Engine to build immersive virtual worlds. Game developers often have skills in areas such as graphics programming, physics simulation, and audio design.
There are a bunch of other developers depending on the systematization approach you use, but those were the most common ones.
In order to find the right candidates, it's important to evaluate candidates based on the necessary skills and qualifications for success in the field. Here are some basic ideas to start from.
Those are essential for a skilled software developer, and hiring managers should look for candidates with proficiency in popular coding languages, database management, and software development methodologies. Skills to look for may include:
Soft skills are equally important, as they work collaboratively in a team-based environment. Hiring managers should look for candidates with strong communication, collaboration, and problem-solving skills. Soft skills to look for include:
Professional certifications are an indicator of a developer's commitment to professional development and can enhance a candidate's job prospects. There is a heck of certifications you could look at. Some professional certifications include:
Let's have a look at the factors that influence software developer salaries, national and regional salary averages, and salary negotiation tips for employers.
Several factors influence software developer salaries, including:
Experience:
Education:
Location:
Industry:
According to data from the U.S. Bureau of Labor Statistics, the median annual wage for software developers was $110,140 as of May 2020. However, salaries can vary widely based on location and industry.
In Silicon Valley, for example, programmers can earn an average of $129,600 per year, while in New York City, the average salary is $121,200. In other regions, such as the Midwest or Southeast, salaries may be lower, with average salaries ranging from $80,000 to $100,000 per year.
To attract and retain top talent, it's important to offer competitive salaries and benefits packages. Here are some tips for negotiating salaries with candidates:
Degree Requirements
Programmers typically hold a bachelor's degree in computer science, software engineering, or a related field. Some employers may accept candidates with degrees in other fields if they have relevant work experience or specialized training in software development. In addition to a bachelor's degree, candidates with advanced degrees such as a master's or Ph.D. may be preferred for more specialized roles.
List of popular universities
Training Programs and Certifications
Training programs and certifications can provide candidates with additional knowledge and skills. Some of the training programs and certifications that may be relevant for software developers include:
Continuing Education and Professional Development
Continuing education and professional development are essential for software programmers to stay up-to-date with the latest technologies and trends in the field. Some options for continuing education and professional development include:
Entry-Level Experience Expectations
Entry-level developers are typically recent graduates or individuals with little to no professional experience in the field. While entry-level developers may not have extensive experience, they should have a solid understanding of programming concepts and be able to work collaboratively in a team environment. Hiring managers may look for candidates with relevant internships or coursework to demonstrate their practical skills.
B. Mid-Level Experience Expectations
Mid-level software developers typically have 3-5 years of experience working in the field. These candidates should have a strong understanding of programming concepts and be able to work independently to complete assigned tasks. Mid-level developers should also be able to mentor and coach junior developers to help them grow and develop their skills.
Senior-Level Experience Expectations
Senior-level developers typically have 5-10 years of experience working in the field. These candidates should have a deep understanding of programming concepts and be able to lead complex projects from start to finish. Senior-level developers should also have experience managing teams and collaborating with other departments to achieve organizational goals. Additionally, they should have a strong understanding of industry trends and be able to provide thought leadership in the field.
Writing a Compelling Job Title
Your job title should be clear, concise, and appealing to potential candidates. For example, instead of using a generic title like "Software Developer," you could use a more specific title like "Full-Stack Developer" or "iOS App Developer." This will help attract candidates with the specific skills and experience you're looking for.
Highlighting Key Responsibilities and Qualifications
With key responsibilities and qualifications for the position, it's important to be specific and clear. Use bullet points to make it easy to read and understand. For example:
Emphasizing Company Culture and Benefits
Candidates want to know what it's like to work at your company and what benefits they can expect. Use your job posting to highlight your company culture, values, and benefits. Or to prevent bad-fit candidates from applying:
Try being less formal in this part of Job Description.
Promoting Diversity and Inclusion
It's important to promote diversity and inclusion in your job posting to attract a wide range of candidates and show that it really matters. Use inclusive language and highlight your commitment to diversity and inclusion.
Q: What are the duties of a software developer?
A: Software developers are responsible for designing, developing, testing, and maintaining software applications. They work collaboratively with managers, other developers, and stakeholders to identify requirements and create solutions that meet the needs of the organization.
Q: How can I assess a Software Developer's technical skills during the interview process?
A: To assess a software developer's tech skills during the interview process, you can ask them to explain technical concepts in a clear and concise manner, provide examples of projects they have worked on, and ask them to solve coding problems or complete coding challenges.
Q: What do software developers do on a daily basis?
A: On a daily basis, software developers may participate in meetings with PM and other developers, write and test code, collaborate with other team members to identify and solve technical problems, and research new technologies and coding languages.
Q: What are 3 duties of a software engineer?
A: Three common duties of a software engineers include designing and developing software programs, testing software for bugs and defects, and collaborating with other team members to ensure that software meets the needs of the organization.
Q: What is the difference between a Software Developer and a Web Developer?
A: While software developers create a wide range of software programs, web developers specifically focus on creating websites and web applications. Web developers may use coding languages such as HTML, CSS, and JavaScript to create interactive and visually appealing web pages.
Q: What qualities make a good Software Developer?
A: A good software developer should have strong problem-solving and analytical skills, be able to work collaboratively in a team environment, be able to learn quickly and adapt to new technologies and coding languages, and have a solid understanding of programming concepts and principles.
Q: Who does a Software Developer report to?
A: Programmers may report to a project manager, team leader, CTO, or engineering manager, depending on the organizational structure of the company.
An all-in-one talent acquisition platform like Skipp.dev or Toptal can help you streamline your recruiting process and find top remote talent quickly and efficiently. With Skipp.dev, you can find developers and other tech talents in lightning-fast 7 days. Skipp takes care of searching, vetting, and testing and even helps with onboarding and managing. Skipp.dev's AI-powered talent matching system helps you find the right candidates based on your specific needs and requirements.
Toptal is a remote talent-hiring platform, very similar to Skipp.dev, but with a focus on larger enterprises. That means if you are looking for someone with super-high salary requirements - Toptal is your best choice. They also offer a rigorous screening process to ensure that all of their freelancers are the best of the best, and they provide a range of services to help you find and manage top talent.
Partnering with staffing agencies is a great way to find top remote tech talent quickly and efficiently. They specialize in connecting businesses with pre-vetted remote developers, allowing you to hire top talent from around the world. Their platform uses AI to match businesses with the right talent. in 95% of cases developer hiring agencies usually simply make job postings and forward you the best candidates, who applied to those postings. You can do that by yourself as well, but hiring agencies help you with that if you lack internal hiring resources.
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Job boards like Indeed, Glassdoor, and LinkedIn Jobs are a tried-and-tested way to find remote tech talent. You can post your job opening and receive applications from interested candidates. You can also search through resumes to find candidates with the right skills and experience.
When using job boards, it's essential to make your job listing stand out. Be sure to provide a detailed job description and highlight what makes your company unique. Also, consider offering remote work as a perk to attract top talent from around the world.
Social media platforms like LinkedIn, Twitter, and GitHub are powerful tools for finding tech talent, and most probably you already have your company's accounts there. You can use these platforms to connect with potential hires online and build your network of industry professionals.
To get the most out of social media, create a detailed job description and post it on your company's social media accounts. You can also use hashtags to increase your reach and connect with potential hires. Consider hosting a virtual job fair or Q&A session to get to know candidates better and showcase your company culture.
Your current employees are a valuable resource when it comes to finding top remote tech talent. Encourage them to refer their friends and colleagues to your company by offering incentives for successful referrals.
Consider offering a cash bonus or other rewards for employees who refer successful hires. You can also use software like Skipp.dev to automate your employee referral program and make the process more efficient.
Follow this link to get free access to our most comprehensive Hiring Guide to streamline your process of hiring remote developers.
A dedicated development team is a group of developers who work exclusively on a project for a client. This team is usually made up of developers with different levels of expertise, such as software developers, mobile app developers, web developers, and business analysts. The team is responsible for the entire software development process, from analyzing project requirements to delivering the final product.
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When hiring a dedicated team, it's important to follow a set of best practices to ensure a successful partnership. Here are some key factors to consider:
Before hiring a dedicated development team, you should have a clear understanding of your project scope. This will help you determine the size of the dedicated development team you need and the level of technical expertise required.
There are several engagement models to choose from, such as the team extension model, project-based model, and fixed price model. The model you choose will depend on your project's scope, timeline, and budget. Remote dedicated development team with dedicated developers requires different approaches than those used for inhose teams.
It's important to choose an outsourcing company that has a proven track record of delivering quality service. Look for a company that has skilled professionals and project managers who can help you achieve your project goals.
A Master Services Agreement (MSA) is a contract that outlines the terms and conditions of the partnership. This agreement should include details about the project scope, timeline, budget, and other important factors.
Make sure to sign a non-disclosure agreement (NDA) to protect your intellectual property. This will ensure that the outsourcing vendor cannot disclose any confidential information about your project.
Effective communication is key to the success of any project. You should set up regular meetings with the dedicated team to discuss project progress and address any concerns.
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The cost of hiring a dedicated team will depend on the project's scope, timeline, and level of technical expertise required. It's important to work with an outsourcing partner who can provide you with a transparent cost breakdown.
There are several advantages to hiring a dedicated software development team, including:
A dedicated development team has a diverse range of technical skills and expertise that can help you overcome complex software development challenges.
When you hire a dedicated software development team, you have complete control over the development process. You can set the project goals and requirements, and the team will work exclusively on your project.
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Hiring a dedicated developers can be more cost-effective than hiring an in-house staff. You can save on operational costs and only pay for the development work required for your project.
Hiring a dedicated software development team can lead to a long-term partnership. As your business grows, you may require additional development work, and a dedicated development team can help you scale your development needs.
You should consider hiring a dedicated developer when you have a one-time tech project or when you need to scale your development team quickly. A dedicated developer can help you complete your project on time and on budget. And if you are looking to build an MVP - remote dedicated development teams is definetely the best choice. It will help you build MVPs like this Basketball App or this Dating app.
While freelancers may offer lower hourly rates, hiring a dedicated team offers several advantages. Freelancers may work on multiple projects at once, which can lead to conflicts in scheduling and communication. In contrast, a dedicated development team works exclusively on your project and can provide consistent communication and progress updates. Additionally, a dedicated software development team is often able to offer a wider range of technical expertise and can work collaboratively to solve complex problems.
Let me start from the best part. Platforms like Skipp.dev allows you to hire dedicated development teams on an hourly basis. It means you can combine 2 full-time developers + 1 designer working 10 hours a week + 1 team lead working 10 hours a week. So you will pay only for the resources you need and save a lot with this model.
The cost of hiring a dedicated development team can vary widely depending on factors such as the project scope, level of technical expertise required, location of developers, and engagement model chosen. A team extension model, where the outsourcing partner provides developers to augment your existing team, can be more cost-effective than hiring an entire dedicated software development team. However, it's important to work with a partner who can provide a transparent cost breakdown and help you stay within your budget. Skipp.dev soes that.
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Skipp provides same quality engineers at a much better prices.
While an in-house team can provide benefits such as company culture and proximity to the project, hiring a dedicated team offers several advantages as well. A dedicated team can provide a wider range of technical expertise, faster project turnaround times, and greater cost-effectiveness. Additionally, dedicated teams can be scaled up or down quickly based on project requirements, whereas an in-house team may require additional hiring and training.
If you are looking for a dedicated development team provider, it's important to consider several factors to ensure you choose the right partner for your project. Here are some tips to help you make the best choice:
Hiring a dedicated software development team is a great solution for companies looking to scale their development team quickly or for those who don't have the in-house resources to complete a project within deadlines. When hiring a dedicated team, it's important to follow best practices such as determining the project scope, choosing the engagement model, and building effective communication channels. While freelancers may offer lower hourly rates, hiring a dedicated team offers several advantages, such as access to technical expertise, complete control over the development process, and long-term partnerships. The cost of hiring a dedicated team can vary widely depending on factors such as the project scope, level of technical expertise required, and engagement model chosen. Ultimately, hiring a dedicated team can help you achieve your software development goals quickly and efficiently.
Skipp is the #1 HR Startup by Inc., that helps companies find and onboard remote dedicated development teams.
Eugene Lisovskiy, a serial entrepreneur, launched Level Up Basket in January 2020 in New York. His app aimed to help 450 million basketball players worldwide improve their skills through gamification, coaching, and community. Rapid product development led to growth among consumers, clubs, and businesses. However, Eugene struggled with the speed and scale of development and needed a strong technical partner to help him release stable versions every month and have an efficient management process.
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Eugene needed to build a technical team quickly to take Level Up Basket to the next level. He had a plan for expansion and didn't want to spend months searching the internet, filtering resumes, and vetting skills. He needed people to join the business as soon as possible.
Eugene collaborated with Skipp's Talent Team to build a profile of what Level Up Basket needed. They designed a team structure led by a Project Manager and included two mobile developers responsible for Flutter development and one backend engineer experienced in ASP.NET and C#. This allowed for quick onboarding and seamless integration with Level Up Basket's core development team.
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Skipp's team worked with Level Up Basket core team to create a backlog of tasks to solve immediately. The challenging part was to streamline communications between new team and core team members. We've solved by deciding in the very beginning which channels we use for communications, what is the sync process, reviews process, commitments process etc.
The team planned two-week sprints, a demo of their work, and monthly stable releases. This approach helped deliver new functions like 'scoring machine,' 'sharing results with mates,' and 'cool onboarding' within a short timeframe.
Using a modern tech stack in development process with remote developers is important as it allows for better collaboration, faster development, and easier maintenance, resulting in a more efficient and productive development process. It also attracts top talent and ensures compatibility with the latest industry trends and technologies.
The development team used cutting-edge technologies such as:
With Skipp's team on board, Level Up Basket grew at lightspeed. The app now provides a beautiful interface and powerful tools for individual coaches, clubs, academies, clinics, camps, and leagues It features hundreds of basketball drills and workouts created by professional coaches to help players level up their game.
The Level Up Basket case study illustrates how startup founders can overcome challenges in scaling software development by partnering with a talent provider like Skipp. The collaboration resulted in rapid growth and impressive results for Level Up Basket. You can also streamline the development processes and achieve similar success by partnering with Skipp.
Hey, fellow CTOs, founders, PMs, and other product builders!
It's Alex Odin here, and I'm excited to share some insights on a topic I'm quite passionate about: the impact of meetings on engineers' productivity.
Before founding Skipp, I was a CTO and co-founder at one of the world's most popular apps for learning foreign languages, and I've experienced firsthand how meetings can kill an engineer's productivity.
Now, don't get me wrong. I understand that meetings are essential for communication and collaboration, and I have plenty of them, but there's a fine line between productive discussions and endless, soul-draining chatter. So, let's dive into the dark side of meetings and explore why they can be detrimental to an engineer's productivity.
As engineers, we know that context switching is expensive.
We spend a significant amount of time diving deep into a problem, visualizing its many layers, and developing solutions.
However, a meeting (especially an unexpected one) can pull us out of that focused state, forcing us to switch contexts, which takes a considerable amount of time and energy.
Imagine you're in the zone, working on optimizing a piece of code. Suddenly, you're summoned to a meeting. When you return to your desk, it can take anywhere from 15 minutes to infinity to regain that same level of concentration. That's valuable time wasted, my friends.
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Meetings can create a false sense of progress.
You know, those meetings where everyone talks about the same issue over and over, making it seem like a lot has been accomplished when in reality, nothing has changed? Yep, we've all been there. This illusion of progress can be particularly harmful to engineers, who need uninterrupted time to solve complex problems.
Not everyone works at the same pace or has the same thought process. In a meeting, this can be problematic. Discussions can either be too slow or too fast for some participants, leaving them feeling frustrated, disengaged, or just plain bored. Engineers, in particular, may find meetings a significant drain on their productivity if they're not tailored to their preferred working style.
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Meetings often lead to a focus on the number of tasks completed rather than their quality. This can be especially detrimental to engineers, who are trained to pay attention to detail and optimize for efficiency. Emphasizing quantity, meetings can push engineers to rush through their work, which can result in subpar outcomes. That’s a common consequence,
Recurring meetings are notorious for becoming stale and unproductive. When scheduled without a clear agenda, these gatherings turn into routine check-ins that seldom yield any meaningful results. For engineers, this is a double whammy: not only are they losing precious time in unproductive meetings, but they're also forced to endure the monotony of the same discussions week after week.
It's important to strike a balance between necessary meetings and uninterrupted work time. Especially when it comes to Engineers.
Here are a few suggestions to help you make the most of your meetings without sacrificing productivity:
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Before starting any work with remote developers, we require them to sign a Non-Disclosure Agreement (NDA). NDAs are legally binding contracts that prohibit the sharing of confidential information. They are essential for safeguarding your IP and ensuring that the developers do not disclose sensitive information to third parties. Here is an example of an NDA that you can use as a starting point: Sample NDA.
In addition to NDAs, we also use Intellectual Property Assignment Agreements (IPAA). These agreements ensure that any work produced by remote developers is considered the property of your company. You can customize your IPAA to include specific provisions related to copyright, patents, and other forms of IP protection. Here's a sample IPAA to help you get started.
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We use secure communication channels like Slack, Microsoft Teams, or Google Workspace to collaborate with our remote developers. These platforms have built-in security measures to protect your sensitive information. Make sure you also enable two-factor authentication (2FA) on your accounts to enhance security.
At Skipp, we limit access to sensitive data only to the developers who need it for their specific tasks. Implementing a "need-to-know" policy, will minimize the chances of unauthorized access to your IP. Use project management tools like Jira or Asana to manage permissions and restrict access to sensitive information. We use Jira and our own platform at my.skipp.dev available only for registered users.
We regularly review our security protocols to ensure that our IP remains protected. This includes updating our NDAs and IPAAs, as well as meaningfully monitoring the security measures implemented by remote developers. A straightforward way to stay updated on the latest cybersecurity threats and solutions is by following websites like US-CERT and Europol's European Cybercrim European Cybercrime Centre - EC3 | Europole Centre (EC3).
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Educate your remote developers about the importance of IP protection and the consequences of IP infringement. Make sure they understand the applicable laws in their jurisdiction, such as the Digital Millennium Copyright Act (DMCA) in the United States or the EU Copyright Directive in the European Union. We have it as a part of the onboarding process. You can find some hiring and onboarding tips in the article Hire a Dedicated Development Team: Framework and Best Practices.
Before hiring remote developers, it's crucial to perform thorough background checks. This helps you assess their professionalism, work ethic, and reliability. And in most cases, it’s quite an easy task. We check the LinkedIn history, Facebook, and other social networks of candidates. We also look at a digital footprint and even activity in developers’ communities. References from previous employers or clients are also a must.
Let’s sum up. Protecting your IP rights is not rocket science. Just make sure that you have a checklist in place and go through it every time you onboard new remote developers.
Nobody will judge you if you hire full-time developers through an official contract. The team will be under your full control and you will be able to change priorities and move employees from one task to another.
But… this is expensive. First of all, you must consider the employer obligations - everything from taxes to benefits to job guarantees for your workers. To make the economics work, you need to create constant task flow so employees are not idle. CFO’s are not in love with adding fixed costs into the business, especially in this economy. Also, the hiring process can be complicated and expensive. It’s almost impossible to build an engineering team around an office these days, and remote hiring opens up a new set of challenges. You can spend months and up to 5000$ per hire for just one good developer. Even more — if you are looking for a developer with special skills or huge experience.
If you choose to hire employees, saving money could be tricky. Today you can’t “hire developers from a small town and pay them half as much". Thanks to the global trend towards remote work, large tech companies are hiring technical talent all over the world, making it even harder to compete.
If you are hiring on staff, you will need an IT talent acquisition team, manage relationships with multiple recruitment agencies, and will face the challenge of how to recruit in the modern remote work environment. HR (and it will be one more staff unit) or go with agencies, which are not always safe to rely on.
If you are running this from the tech function, you can create a test task and interview your candidates yourself. Even so, you will need to distribute your offer across the many remote global job boards online, analyze CV’s, help new employees with adaptation etc.
Here is how long it currently takes to hire tech experts in the US:
Imagine you could find a ready-to-go team and trust it with every part of your project. Somebody you know well, who wouldn’t leave you with raw product and code access.
The challenge of this model is it lacks flexibility and customer-centricity. Outsource studios usually have a specialism they are great at, but struggle with work outside of the field of expertise.
Of course, there are always big companies with a bigger range of specialty options, but then you lose the relationship and their services are priced at a premium.
Outsource studios also have to build in a strong margin to de-risk any project at a fixed price, as well as a nailed down SOW. That’s why they are famous for being subject to Change Orders almost from Day 1 of a project and you lose control of the budget.
This is often known as staff augmentation. You engage a company to supply workers with specialist skills for your project, without the commitment of a permanent hire, and you keep the ability to scale up and down as required. With people who have been pre-vetted through technical tests, peer to peer interviews and HR interviews, you can access the best matching people to fit your requirements available on demand.
Skipp is exactly this kind of business; a global network of technical specialists. We come from technology companies, and experienced these hiring challenges, so we set out to solve the hiring problem. We have extensive networks across the world, understand how to sort for the different levels of talent and we know how to find the people to best fit your requirements.
After briefing one of our Talent Acquisition Specialists, they will provide you with a short list of great candidates for final interview so you can start working together within one week. In addition, we will assign a Customer Success Manager to meet you regularly, meet the developer weekly, and monitor their activity through our platform dashboard. We stay on top of everything from task progression in JIRA, to volume and quantity of code shipped, to your customer NPS score to ensure developer productivity. The CSM is your assistant manager to ensure all Skipp talents are always on track to help keep your project on time.
Some projects are more suitable for in-house production. Consider this option, if:
The task is good for outsourcing if it is clear-cut and has a defined deadline. Go with this option, if:
Outsourcing begins with a team picking. How to choose the right one?
First, even if you think you’ve already met “the One”, request offers from a couple more teams. You will get more market data and make an informed decision.
Second, pay attention to offer itself. You should be careful if:
You can be sure your candidate is good if:
Third, check out the portfolio. Similar cases will show the expert level. And if the software development team launched an app with poor navigation and interface a few months ago, there are no reasons to believe it could do better today.
Fourth, meet with your potential team. Specify their methods, figure out their opinion on the product. Too common answers are a bad sign. You need not the cheapest option, but the team who can do the best for your project. It is better to spend time searching than redoing what was already done.
❌ The way to fail: choosing by price.
✅ The way to succeed: choosing by experience and skills.
Development specification usually consists of three parts: concept, design, and functional description. There are one main rule for every part: the more details the better result.
you need a website or application. It is easy to estimate expenses and final result, which is necessary for IT outsourcing.
❌ The way to fail: general description of your idea.
✅ The way to succeed: detailed description and answers to all the team questions.
Sometimes an outsourcing vendor promises you two backenders and two frontenders for your project, but after all it looks like all the job was done by one employee, and not even a full-time one. This can be easily explained by the business model of outsourcing companies — if there are too many projects in process, developers are torn in between.
Meet developers who will work on your task and do your best to keep in contact with them. The more you meet, discuss and plan, the better result you will get.
❌ The way to fail: giving the specification and waiting silently till the product will be ready.
✅ The way to succeed: staying in touch; checking out the work in progress; answering questions.
Project includes design, front and back, testing, and analytics. But outsourcers usually have a narrow tech specialty, so one person won’t be able to manage all the tasks properly. So, he will give it to a more experienced developer, or, in a worst scenario, do it poorly with his own skills.
The solution is to work with meta teams. In this case, you select well-experienced experts for every specific part of the task.
It is important that all meta team members were able to communicate, make decisions together, be on the same page. The tighter their contact, the greater the result will be. You can even use an extra expert to organise the team communication — a product manager who understands the task well and can answer any questions.
Agile is tightly connected to the software development area, and is usually mentioned in that exact context. It was created to increase development efficiency. But today it is so much more.
Agile in general is an iterative approach based on the power of dividing and interacting. While it is an oft-suggestedstrategy to “go big” — build something from scratch to a huge launch (and cry if the launch wasn’t a success), Agile is the idea of small steps synchronized in every part of the project.
In Agile process everybody can find and fix small mistakes before they build into a monstrous problem. They’ll feel connected to all parts of the project, instead of like an alien in their own spaceship.
Requirements, plans, and results are evaluated continuously so teams have an opportunity to respond to change quickly.
That’s why Agile is still so popular. It also has an absolutely transparent ideology, and even a Manifesto!
Agile Manifesto teaches us the right things to do, putting it into core values and guiding principles.
It means the human element is always more significant than tech tools, no matter how sophisticated those are. Relying too heavily on processes and tools could cause an inability to adapt.
It means that one should never forget what is really important. And this is not perfectly filled documentation; this is the result. Everybody should do exactly what they need to get the job done, without bureaucracy overload.
Customers are a company's most powerful asset, its stability, its main power. That’s why you should involve them in the process as much as you can to ensure that the end product meets their needs more effectively.
Having a good plan is gold. But every project is changing through time, so it could lose the connection to the initial plan. This is an absolute deal breaker for traditional project and product management, but is 100% okay for an Agile team.
Here are basic Agile approaches that should guide you through every part of the work process.
It is fair to say that these principles should become a North Star for any team adopting an Agile methodology.
We started with “all these years”, but haven’t mentioned till now how old Agile really is.
The answer is: a bit older than 20 years. In early 2001 in Snowbird, Utah, 17 people met to discuss the future of software development. They all were frustrated with the current state of affairs: companies were so focused on excessively planning and documenting all the development cycles that the sight of what really mattered was completely lost. That needed to change. And since many of Snowbird 17 already had ideas about how to usher in software development new era; that was the moment Agile Manifesto was born. It was just 68 words — a good start for the documents mess battle, ready to change software development forever.
Since then, two decades have passed, and Agile principles have been embraced by countless individuals, teams, and companies. Of course, all of them have adapted the statements and core values according to specificity.
In general, Agile helps respond to changes in the marketplace, get feedback from customers quickly, and put it to work with no plan breaking and struggle. Agile lets focus on people — on their needs, desires, talents and strengths, and due to that helps the product development process become more natural, more inspiring, and, after all, more efficient.
But actually every part here has its own benefits from embracing Agile values.
So, Agile methods fit anywhere. But…
While Agile Methodology serves huge international companies leading us to the future, why not change it? Does it need to be updated and improved?
Actually, no. Agile Manifesto is not just a document or some product management guide — it is an ideology, a statement, a firm “no” to bureaucracy mess and time wasting. So this is, basically, untouchable.
And those who want to embrace it might be able to reinterpret it, adapt it to their own development cycles. But never change.
It’s nice to have your own development team. You can create features, brainstorm, and discuss your future. You can give your team equity in the company to motivate them, but this practice is pricey.
If you are good at tech and you’re able to give a task and then approve the final code — then sure, hire your future developer ASAP. But if you need to focus on business and management, better be sure you have somebody to lead a team, like a tech director or project manager. You can rely on him for the tech part, and be able to focus on the product.
Define the volume and specificity of the project-supporting work. If there are many new functions to develop ahead, you’ll probably need a few different full-time developers. If it’s enough to just keep servers alive, then all you need is a part-time admin.
Describe your expectations about required technologies and the developers’ experience level, write about your product, and explain possible tasks. Now, you should have something you can upload to career web-sites.
Here is an example of how to describe the role:
It doesn't have to be long. You can summarize everything you need in one page.
Here is how we do it: the page for designer job description has the name, the definition, tech list, and terms. Below that, there is more info about us.
Take a look at the applications and exclude developers who don't meet your needs in specialty or experience. Take the rest to the interview stage. Here are things you should check while interviewing.
Soft skills. Is a developer interested in business goals, or does he just wanna code? Is he independent, or does he need to be guided to complete certain tasks? Does he match your project personally?
There are no right or wrong answers. One project needs an independent contributor, while the other does not. Look at every skill through your goals and needs.
Tech skills. Make sure you won’t need to redo everything your new developer does, and that he is really able to do all the things he said he could. The easiest way to prove this is with a test task.
Assess your possible candidate in the field: connect him to the team and watch how he manages real tasks. It depends on the project, but you can observe just for a day or for a two-week sprint.
At the beginning of the probationary period, organize a kick-off meeting. Introduce the developer to the team. Tell him about the product and its future. Give him access to your repositorium, messenger, and CRM. Introduce him to work processes; explain your prioritization and evaluation policy.
Like any other employee, a new developer will need time to adapt — to understand the code and realize your expectations. Don’t think that he’ll be ready to develop new features immediately, but pay attention to his work methods and values.
Assembling the team is just the first step. If your product is not a one-day issue, but a long-term business, the work needs to be systematized. Here are things that will help you do so.
Regular management system. You can try working in sprints. At the beginning of each sprint, you will set and dissect tasks. You should have meetings everyday, and at the end of them, you should look at the project retrospectively and discuss the work you’ve just done, taking feedback and analyzing problems.
This will help you know that the team is on the same page and moving in the right direction, and that all the developers understand business priorities.
Tech process organization. The tech lead of the team has to ensure that development is always progressing. This requires test processes and auto-updating systems.
Also, the code should be understandable to any new team members. This requires code standardization.
Different teams’ synchronization. Over time, the project will grow, and experts will start working independently. Developers, designers, and analysts will manage their tasks in their detached teams. But their efforts will still need to meet in key points. For example, designers are always 1–2 sprints ahead of developers to make sure they already have mock-ups by the time they get the task.
And, of course, you don’t have to make everything with just your own employees. You can use the magic of outsourcing any time you want.
Skipp helps both with new projects and existing ones. Tell us more about yours, and we will assemble the perfect team for you.
