Interesting stories not to be skipped

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:

• Will Gaines, MS, SPHR, Forbes Human Resources Council Member
• Walter Strametz, CTO of Crypto Bank Sygnum, co-founder FIBREE
• Alex Odin, Founder of Skipp, ex-CTO at 25-million users app LinguaLeo
• Ezequiel Piccione, Vice President, Human Resources at IBM
• Lucas Gordon, CTO at Quit Genius (Digital Therapeutics, Inc) - Series B funded startup
• Alec Kowalski, CMO, Skipp
• Lee (Bernard) Grimes, Recruiting Coordinator, OpenAI
• Angie Fearn, Global Head of Talent and People Strategies, IBM.

Table of Contents

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

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1. Introduction

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 30,000 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.

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2. The Benefits of Hiring Remote Developers: Why It's a Game-Changer

Access to a global talent pool

‍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.

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Cost savings

‍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.

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Increased productivity

‍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!

Improved work-life balance

‍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!

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Fostering a culture of innovation

‍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.

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Flexibility and adaptability

‍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.

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Environmental benefits

‍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.

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3. Identifying Your Needs

Before you can hire remote developers, it's essential to identify your business needs and the specific skills you require.

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Define your software development requirements

Understand the scope of your project and the software development skills you need, such as web development, app development, or software engineering.

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Determine the size of your remote development team

Decide whether you need a single remote developer or an entire remote development team.

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Establish a budget

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.

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4. Finding the Right Candidates

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There are several popular ways to hire remote developers:

Platforms with vetted 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.

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Job boards

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.

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Remote job portals

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.

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Developer communities

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.

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Hiring companies

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.

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Skipp - popular service for fast hiring of remote tech roles

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5. Comparison of different methods you can use to hire software developers

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.

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6. Comparing Offshore, Nearshore, and Onshore Developers: A Short Guide to Navigating the Developer Seas

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.

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Offshore Developers: The Exotic Fish or your best choice?

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:

• Cost-effectiveness: Offshore developers are often the most budget-friendly option, as lower living costs in their countries translate to lower rates. It's like finding that elusive pearl in a sea of developer clamshells!
• Access to talent: You'll have the opportunity to cast your net wide and discover hidden gems in the global talent pool, reeling in developers with specialized skills and experience.
• Time zone differences: With offshore developers, you can keep your projects swimming along 24/7. However, these time zone differences may require some extra effort to synchronize communication and collaboration.
• Cultural and language differences: While working with offshore developers can offer a rich and diverse cultural experience, be prepared for potential language barriers and differing work customs. It's like snorkeling in a coral reef of communication challenges, but overcoming them can be an exciting and rewarding adventure!

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Nearshore Developers: Surfing the Waves Close to Home

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:

• Similar time zones: Nearshore developers typically share similar time zones with your company, making it easier to catch the tide of real-time collaboration and communication.
• Cultural similarities: Working with nearshore developers is an easy task because there's often a level of cultural understanding and shared language that makes working together a breeze.
• Cost balance: While nearshore developers may have slightly higher rates than offshore developers, you'll still likely save some dollars compared to hiring onshore developers.
• Regional expertise: Nearshore developers can provide valuable insight into local markets and regional trends.

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Onshore Developers: Expensive Sailing in Familiar Waters?

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:

• Seamless communication: Onshore developers speak your language—literally and figuratively. You'll likely experience smoother communication and fewer misunderstandings.
• Cultural alignment: Sharing the same cultural background and work practices with onshore developers is like having a trusty compass guiding your collaboration—there's a sense of familiarity and understanding that can make teamwork smoother.
• Higher costs: Onshore developers often come with a higher price tag, sometimes 5 times higher than offshore developers with the same expertise.
• Regulatory compliance: Onshore developers are well-versed in your country's laws and regulations, helping your company steer clear of any legal whirlpools and ensuring smooth sailing in the realm of compliance.

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7. Evaluating Technical Skills and Communication Abilities of software 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:

• Tech skills: Ensure the candidate has the necessary technical abilities to meet your software development needs, which is commonly done through technical interviews.
• Communication skills: talented developers should have strong communication skills to collaborate effectively with other members of your team.
• Soft skills: Look for qualities like adaptability, problem-solving, and time management.
• Cultural fit: If you want to hire developers, you must assess whether the candidate will mesh well with your company's culture and values.

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Questionnaire for the evaluation of Tech Skills and Communication Abilities

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.

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Technical Skills Assessment:

Programming languages and frameworks

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?

Development methodologies

Are you familiar with Agile, Scrum, or other development methodologies?

How do you apply these methodologies in your work?

Version control systems

Which version control systems have you used, and how do you manage versioning in your projects?

Testing and debugging

Can you discuss your approach to testing and debugging code?

How do you ensure the quality and reliability of your work?

Problem-solving

Describe a challenging technical problem you've encountered in a past project and explain how you solved it.

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Communication Abilities Assessment:

Collaboration

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?

Technical 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?

Conflict resolution

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?

Feedback and criticism

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?

Time management

How do you prioritize tasks and manage your time effectively when working on multiple projects simultaneously?

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8. Sample dev tests that will help you hire remote developers with less stress

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.

‍

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‍

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1. JavaScript Developer test:

Test Task: Ask software developers to implement a debounce function in JavaScript.

Example Answer:

javascriptCopy code
function debounce(func, wait) {
    let timeout;

    return function() {
        const context = this;
        const args = arguments;

        clearTimeout(timeout);
        timeout = setTimeout(function() {
            func.apply(context, args);
        }, wait);
    };
}

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2. Python Developer test:

Test Task: Ask remote software developers to implement a memoization decorator in Python to optimize the performance of recursive functions.

Example Answer:

pythonCopy code
def memoize(func):
    cache = dict()

    def memoized_func(*args):
        if args in cache:
            return cache[args]
        result = func(*args)
        cache[args] = result
        return result

    return memoized_func

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3. Java Developer test:

Test Task: Ask software developers to implement a thread-safe Singleton design pattern in Java.

Example Answer:

csharpCopy code
public class Singleton {
    private static volatile Singleton instance;

    private Singleton() {}

    public static Singleton getInstance() {
        if (instance == null) {
            synchronized (Singleton.class) {
                if (instance == null) {
                    instance = new Singleton();
                }
            }
        }
        return instance;
    }
}

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4. Ruby Developer test:

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:

cCopy code
def square_elements(array)
    array.map { |element| element ** 2 }
end

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5. SQL Developer test:

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:

vbnetCopy code
WITH category_revenue AS (
    SELECT category_id, SUM(revenue) as revenue
    FROM sales
    GROUP BY category_id
)
SELECT parent_category_id, SUM(revenue) as total_revenue
FROM (
    SELECT s.parent_category_id, cr.revenue
    FROM sales s
    JOIN category_revenue cr ON s.category_id = cr.category_id
) subquery
GROUP BY parent_category_id;

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6. React Developer test:

Test Task: Create a React Higher-Order Component (HOC) that logs the props of the wrapped component.

Example Answer:

javascriptCopy code
import React from 'react';

function withLoggedProps(WrappedComponent) {
    return class extends React.Component {
        componentDidMount() {
            console.log('Props:', this.props);
        }

        render() {
            return ;
        }
    };
}

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7. Node.js Developer test:

Test Task: Implement a simple REST API using Node.js and Express that allows creating, updating, and deleting users.

Example Answer:

javascriptCopy code
const express = require('express');
const app = express();
const bodyParser = require('body-parser');

app.use(bodyParser.json());

let users = {};

app.post('/users', (req, res) => {
    const { id, name } = req.body;
    users[id] = name;
    res.status(201).json({ message: 'User created.' });
});

app.put('/users/:id', (req, res) => {
    const {

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9. Framework-Checklist for screening applicants

‍

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‍

‍

10. How to Assess Cultural Fit in Remote Developer Candidates

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:

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Understanding of Business Requirements

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:

• How do you ensure you understand the business requirements of a project before starting to work on it?
• Can you provide an example of when you had to prioritize tasks based on business needs?

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Adaptability and Flexibility

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:

• How do you adapt to new work processes and tools?
• Have you ever had to adjust your working hours to accommodate the needs of a remote team? How did you handle it?

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Work-Life Balance

The remote environment can blur the lines between professional and personal life, making this balance crucial for employee well-being and productivity.

Example questions:

• How do you maintain a healthy work-life balance when working remotely?
• What strategies do you use to set boundaries between work and personal life?

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Emphasis on Continuous Learning

The software development industry is constantly evolving, and remote developer should be committed to continuous learning and professional growth.

Example questions:

• How do you stay updated on new technologies and industry trends?
• Can you describe a recent training program or learning resource that you found valuable for your professional growth?

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Collaboration and Teamwork

A remote developer should be able to work effectively with team members from diverse backgrounds and perspectives.

Example questions:

• Can you provide an example of a successful collaboration experience with a remote team?
• How do you handle conflicts within a team, and what strategies do you use to contribute positively to team dynamics?

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Coding Challenge

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.

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11. How to Craft a Job Description for Remote Developers

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:

1. Job Title: Be specific with the job title to help candidates understand the position's level and area of expertise. For example, "Senior Web Developer (Remote)" or "Full Stack Software Engineer (Remote)."
2. Company Overview: Briefly describe your development company, its mission, and the products or services it offers. This will give candidates a sense of your organization's purpose and values.
3. Role and Responsibilities: Clearly outline the role's main responsibilities and expectations, including the types of web applications or software the remote developer will be working on, and how they will contribute to meeting business needs.
4. Requirements: List the essential skills, qualifications, and experience required for the role. This might include specific programming languages, frameworks, or experience in working remotely.
5. Soft Skills: Emphasize the importance of communication and other skills, such as adaptability and teamwork, which are vital for remote developers to work effectively with their colleagues.
6. Benefits and Compensation: Describe the compensation package, including salary, benefits, and any unique perks offered to full-time developers working remotely.
7. Application Process: Explain the application process, including any coding tests, technical interviews, and steps for submitting an application.

‍

12. Example (Template) of Job Description for a Remote Developer

‍

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13. The Hiring Process

Use this well-structured process to find the best-skilled remote software developers.

Here's a step-by-step guide to the hiring process:

1. Create a detailed job description: Clearly outline the job responsibilities, required technical and other skills, and any specific requirements such as time zones or language proficiencies.
2. Promote your job posting: Share your job ad on various job boards, freelancing platforms, and developer communities to reach a wide audience of potential candidates.
3. Screen applicants: Review applications and filter out candidates who don't meet your minimum requirements. Use our Checklist for screening applicants.v
4. Conduct initial interviews: Hold initial interviews with the shortlisted candidates to assess their communication skills, cultural fit, and a general understanding of the role.
5. Technical interviews and coding challenges: Test the candidates' technical abilities through technical interviews, coding challenges, or by reviewing their past work samples.
6. Reference checks: Contact the candidate's previous employers or colleagues to verify their skills, work ethic, and communication abilities.
7. Offer and negotiation: Make an offer to the selected candidate and negotiate the terms of their employment, including salary, benefits, and work schedule.

8. Onboarding: After you hire software developers, provide a smooth onboarding process for the new part-time or full-time remote developers, including introductions to other team members, setting up communication channels, and outlining expectations for their role.

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14. Framework-Checklist for screening applicants.

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.

‍

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‍

15. Managing Remote Developers

Effective management of remote developers is crucial for a successful remote development team.

Consider the following best practices for managing remote workers:

1. Set clear expectations: Clearly communicate project goals, deadlines, and performance expectations to get your remote work done.
2. Establish communication channels: Use tools like Slack, Microsoft Teams, or Zoom to facilitate regular communication and collaboration among remote team members. Remote collaboration becomes more effective if you hire the right remote developers who have a positive experience in the remote development process.
3. Implement project management tools: Use project management software, such as Jira, Asana, or Trello, to track progress, assign tasks, and manage deadlines. Help remote employees manage tasks the right way, and they will be more productive.
4. Encourage regular check-ins: Schedule regular check-ins or stand-up meetings to discuss project updates, challenges, and any support needed. In most cases, a 5-10 minute daily standup is very helpful to build accountability.
5. Provide feedback and recognition: Offer constructive feedback and recognize the efforts of freelance remote developers to keep them engaged and motivated. Do it during weekly huddles or daily standups.
6. Foster team bonding: Organize virtual team-building activities or occasional in-person meetups to strengthen the team's rapport and collaboration.

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16. Overcoming Challenges of Working with Remote Workers

Once you've decided to hire remote developers, you will face some challenges, but with the right strategies, you can overcome them:

1. Time zones: If you've finally decided to hire remote software developers, be ready for a possible mismatch of time zones. Schedule meetings at mutually convenient times and use asynchronous communication tools to ensure everyone stays updated.
2. Language barriers: If language barriers are a concern, there are two options. First and foremost, if English level is not good at all - this developer is not an option for you and for your team. If it is “ok” or even better - provide language training or let them transparently use translation tools to facilitate better communication.
3. Vetting process: Implement a thorough vetting process, including technical interviews and reference checks, to ensure you're hiring the best full-time remote developers. We’ve covered this above.

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17. Case study: Global travel company: Skipp helps travel company break down backlog and build new features 🇩🇪

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.

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18. Conclusion

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.

1. Collato: Your AI Product Assistant

Imagine having a personal assistant that could sift through all your product knowledge and present you with the most relevant information. Collato does just that. This AI product assistant is designed to help you make better decisions, faster. It syncs your Confluence, Jira, Figma, or Google Docs to a visual map, eliminating information silos and providing a one-stop solution for all your product knowledge.

Pros:

Collato's AI-powered search is like having a personal librarian who knows exactly where to find the information you need.
The tool's auto-generated summaries are like having a personal note-taker, allowing everyone to skim information efficiently.
Its seamless setup and scalability make it a breeze to go from a single document to an enterprise-wide search engine.
‍

Cons:

The effectiveness of Collato is dependent on the quality of your existing documentation. If your documents are disorganized or incomplete, Collato may not be able to provide the full benefits.
There may be a learning curve as you integrate and sync Collato with your existing tools.

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2. Jam: The Bug Reporting Maestro

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Bug reporting can be a tedious process, but not with Jam. This tool is like a super-efficient secretary for bug reporting. It allows you to report bugs in seconds, capturing all the necessary information engineers need to debug, making it as easy as taking a screenshot.

‍

Pros:

Jam's user-friendly interface and seamless integration with other tools make it a joy to use.
The comprehensive bug report data it captures reduces the need for back-and-forth communication, saving precious time.
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Cons:

As a specialized bug reporting tool, its functionality may be limited for broader product management tasks.
The effectiveness of bug reports depends on the user's ability to accurately capture and describe issues.

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3. Leanbe: The Data-Driven Decision Maker

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In the world of product management, data is king. And Leanbe is the tool that helps you harness the power of data. This product management platform helps you collect feature requests and feedback, create and prioritize product roadmaps based on customer needs, and announce product updates.

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Pros:

Leanbe's data-driven approach facilitates informed decision making.
The tool's competitor monitoring feature allows you to stay ahead of the game by learning from your competitors.
Leanbe encourages team collaboration and idea generation, fostering a culture of innovation.

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Cons:

Teams new to data-driven product management may face a steep learning curve with Leanbe.
The effectiveness of Leanbe is dependent on the quality and quantity of customer feedback and competitor data.

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4. Delibr: The PRD Writing Whiz

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Writing a Product Requirements Document (PRD) can be a daunting task. But with Delibr, it's a breeze. This AI tool revolutionizes PRD writing with dynamic templates, decision facilitation, and two-way Jira integration.

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Pros:

Delibr streamlines the PRD writing process, making it less of a chore and more of a creative endeavor.
The tool's decision facilitation feature is like having a wise mentor guiding you through the decision-making process.
Delibr's seamless integration with Jira ensures that your PRD is always in sync with your project management tool.
‍

Cons:

The tool's effectiveness is dependent on the user's ability to accurately define product requirements.
There may be a learning curve as you integrate and sync Delibr with your existing tools.

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5. tl;dv: The Meeting Maestro

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Meetings are an integral part of product management, but they can also be time-consuming. tl;dv, an AI-powered meeting recorder for Zoom and Google Meet. It records, transcribes, highlights, and shares your online meetings, making it easier to capture and share key meeting moments.

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Pros:

With tl;dv, you can automatically record and transcribe meetings, freeing you from the task of note-taking.
The tool allows you to timestamp key meeting moments, ensuring that important points are not missed.
tl;dv's seamless integration with popular tools like Notion, Google Docs, Slack, Salesforce, and HubSpot makes it a versatile addition to your product management toolkit.
‍

Cons:

The effectiveness of tl;dv is dependent on the quality of the meeting's audio and video. Poor audio or video quality may affect the accuracy of transcriptions.
There may be a learning curve as you integrate and sync tl;dv with your existing tools.

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These AI tools are not just making life easier for product managers, they're reshaping the way product management is done. Now it's your turn to transform the way you manage products using these tools. Focus more on strategic decision-making and less on administrative tasks, ultimately driving product success.

We've made these stories as simple as possible, so you can see the potential of OpenAI in a practical way.

Real Estate Agency "Global" - Streamlining Communication with LangChain Agent

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Overview:

Global, a leading real estate agency, identified a significant productivity issue within its operations. Real estate managers were spending one to two hours preparing individual property listings for each client. To increase efficiency and productivity, Global opted to create an automated system for generating client messages based on its database.

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Problem:

Global’s real estate managers were investing excessive time in preparing personalized real estate listings for clients. This process involved manually searching through their database, selecting suitable property options, and crafting individual descriptions for each selected property. Given the agency's growing client base, this method proved to be time-consuming and inefficient.

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Solution:

To address this issue, Global developed the LangChain Agent, a system designed to streamline communication and the preparation of listings. This Agent is triggered after a lead's data is updated in the Customer Relationship Management (CRM) system. OpenAI is a game changer for this industry.

The LangChain Agent's automation and efficient data processing mechanisms have provided a comprehensive solution to Global's problem. Now, real estate managers can dedicate more time to client engagement and service delivery, leading to increased client satisfaction and agency growth.

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Foreign Language Learning app: Turning the Tides of Customer Service

B*****I app, a pioneering mobile app in the education sector, aimed to transform the process of learning languages by harnessing the power of artificial intelligence (AI). They sought to provide a customized, immersive, and interactive learning environment to improve language proficiency.

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Customized Training Modules

B*****I app offers two unique types of English learning exercises: interactive story generation and phrase translation drills.

• Interactive Story Generation: Users input three words and the AI crafts a short story using these words. This fun activity helps users learn new words and understand their usage in context. The AI also assesses user-generated stories, providing instant grammar corrections and feedback, which is crucial for learning a new language.
• Phrase Translation Drills: Users are given phrases in various languages to translate into English. The real highlight is how the AI adapts to the learner's proficiency, adjusting the difficulty level accordingly. This ensures a personalized and gradually challenging learning experience.

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Real: Coding Their Way to Success

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Meanwhile, on the other side of the country, Real, a dedicated software development firm, was facing their own challenge. The pace of their product development was lagging behind their ambitious goals. Their vision was clear, their team was talented, but they needed a way to work smarter, not harder.

Enter Skipp.

We helped them find and onboard a team lead with strong experience of code writing using ChatGPT. By automating certain repetitive coding tasks in the right way, they were able to concentrate their efforts on the more creative and complex aspects of their projects. This led to a 25% acceleration in their overall development timeline, transforming their ambitious goals from dreams to reality.

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Skipp: Internal sales and talent acquisition process

Skipp, a global talent-as-a-service platform, specializes in connecting clients with experienced tech talent, particularly those skilled in OpenAI and langchain development.

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The Challenge

The traditional candidate search post-application was lengthy, complex, and inefficient. The manual process of summarizing discovery calls, creating job descriptions, and finding the right match was time-consuming and prone to errors.

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AI-Enhanced Talent Acquisition

Skipp took on this challenge by stabilizing and enhancing efficiency through the integration of AI tools and practices. Here's how they revolutionized their talent acquisition process:

• AI-Assisted Discovery Call Summarization: AI tools were utilized to summarize the discovery call between the client and the account executive, providing a precise, concise overview of the client's requirements.
• Automated Job Description Creation: Leveraging the summarized discovery call, the platform automatically generated a detailed job description. This significantly reduced the time and effort needed to create job posts.
• Talent Pool Publishing: The job description was then published to Skipp's tech talent pool, making the opportunity visible to a broad range of potential candidates.
• AI-Powered Candidate Matching: Utilizing an advanced X-ray search algorithm, the platform automatically scanned the talent database, finding the right match based on skills, experience, and other relevant factors.
• Automated Candidate Mapping: The system automatically calculated the candidate's matching percentage with the job description and sent the selection to the business customer. This made it easy for clients to see why a candidate was recommended.

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Outcomes

Through these AI practices and tools, Skipp significantly reduced developer acquisition costs by 50%. Moreover, the conversion rate from profile presentation to client interview increased 3 times (we still can’t believe it, but it’s true)!

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The Journey Continues

These are just some of the stories of transformation that we have been fortunate to be a part of. And yet, we know this is just the beginning. For every business we have helped transform, we know there are many more out there on the brink of a breakthrough, waiting to seize the opportunities that AI has to offer.

At Skipp, we see ourselves as more than just a bridge between businesses and tech talent. We are a community, a network of 'hidden gems' with a strong focus on developers leveraging OpenAI, shining a light on their exceptional skills, innovative thinking, and dedication to their craft. We celebrate not just the well-known developers but also the underestimated tech talents who haven't yet had their moment in the spotlight​​, but definitely deserve it. 

As we continue on this journey, we're excited about the future. We see a world where every business, regardless of size or industry, can leverage the power of AI to innovate, optimize, and grow. And we see ourselves as your trusted partner on this journey, connecting you with the talent and tools you need to stay ahead of the curve​​.

So, whether you're a startup seeking a fresh perspective or an established business looking to innovate using OpenAI technology, we invite you to join us. Let's explore the potential of AI together, and see how we can help your business soar to new heights​​.

Stay tuned for more stories of transformation as we continue to unlock the potential of AI for businesses around the world. Let's shape the future together with Skipp and OpenAI, one success story at a time.

Ready to embark on your own AI journey?

Let's get started today. Together, we can write the next chapter of your success story.

Book a call and let's discuss what possibilities Generative AI opens for your business.

Extraordinary Tech Talent Waiting in the Wings

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'.

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Join Our Newsletter

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Schedule of Series

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.

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How the Hidden Gems Series Can Benefit You

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.

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How to Subscribe

Interested in meeting these hidden gems?

Subscribe to our weekly "Hidden Gems" newsletter.

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Join Our Newsletter

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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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Codeball.ai - The Sorcerer of Smart Code Reviews

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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Grit.io - Mastering Technical Debt Management

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.

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Website: https://www.grit.io/

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Readable.so - Streamline Documentation with AI

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.

Compatible with popular IDEs such as VSCode, Visual Studio, IntelliJ, and PyCharm, Readable AI works seamlessly with most programming languages.

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Website: https://readable.so/

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Sourcegraph.com - The Seer of Code Navigation

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.

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Website: https://sourcegraph.com/

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Codium.ai - The Test-Master Supreme

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.

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Website: https://www.codium.ai/

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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.

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Importance of a well-written job description

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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Overview of the software developer role

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.

Software Developer's duties and responsibilities

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:

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Developing and maintaining software applications

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.

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Debugging and troubleshooting

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.

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Collaborating with cross-functional teams

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.

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Ensuring software quality and security

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.

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Participating in code reviews

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.

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Software Developer Job Description Examples

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Entry-level Software Developer Job Description Example

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:

• Participate in the entire software development life cycle, from design to deployment
• Write clean and maintainable code that is scalable and easy to maintain
• Collaborate with team members to identify areas for improvement and implement solutions
• Test and debug software to ensure that it meets project requirements
• Document software designs, implementation, and testing processes
• Keep up to date with the latest trends and technologies

Requirements:

• Bachelor's degree in Computer Science, Software Engineering, or a related field
• Strong understanding of programming languages such as Java, Python, or C++
• Knowledge of engineering principles and methodologies
• Familiarity with database technologies such as SQL and NoSQL
• Experience with version control systems such as Git
• Strong problem-solving skills and attention to detail
• Ability to work independently and as part of a team

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.

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Senior Software Developer Job Description Example

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:

• Lead the entire software development life cycle, from design to deployment
• Develop and maintain software that is scalable, secure, and efficient
• Collaborate with project managers, business analysts, and other stakeholders to gather and analyze requirements
• Architect and design software solutions that meet project requirements
• Mentor and train junior developers to improve their skills and knowledge
• Conduct code reviews to ensure that the code is maintainable, readable, and efficient
• Research and evaluate new technologies to improve the processes

Requirements:

• Bachelor's degree in Computer Science, Software Engineering, or a related field
• 5+ years of experience in coding
• Expertise in programming languages such as Java, Python, or C++
• Strong understanding of relevant principles and methodologies
• Experience with database technologies such as SQL and NoSQL
• Experience with web technologies such as HTML, CSS, JavaScript, and React
• Strong problem-solving skills and attention to detail
• Ability to work independently and as part of a team
• Excellent communication and interpersonal skills

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.

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Full Stack Software Developer Job Description Example

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:

• Develop and maintain software applications that are scalable, secure, and efficient
• Work on both the front-end and back-end of software applications
• Collaborate with project managers, analysts, and other stakeholders to gather and analyze requirements
• Architect and design software solutions that meet project requirements
• Develop and maintain RESTful APIs for communication between the front-end and back-end
• Build user interfaces using modern web technologies such as HTML, CSS, JavaScript, and React
• Write clean and maintainable code that is scalable and easy to maintain
• Test and debug software to ensure that it meets project requirements
• Developing existing software systems
• Document software designs, implementation, and testing processes
• Directing software programming of existing software
• Software system design for desktop computers

Requirements:

• Bachelor's degree in Computer Science, Software Engineering, or a related field
• 3+ years of experience in coding
• Expertise in both front-end and back-end web technologies such as HTML, CSS, JavaScript, React, Node.js, Express.js, and SQL/NoSQL databases
• Experience with version control systems such as Git
• Strong problem-solving skills and attention to detail
• Ability to work independently and as part of a team
• Excellent communication and interpersonal skills
• Deep programming language knowledge

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.

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Mobile Application Developer Job Description Example

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:

• Develop and maintain mobile applications for iOS and Android platforms
• Collaborate with PMS, analysts, and other stakeholders to gather and analyze requirements
• Architect and design mobile application solutions that meet project requirements
• Write clean and maintainable code that is scalable and easy to maintain
• Test and debug software to ensure that it meets project requirements
• Keep up to date with the latest trends and technologies in mobile application development
• Evaluate software hardware interfaces of mobile devices.

Requirements:

• Bachelor's degree in Computer Science, Software Engineering, or a related field
• 3+ years of experience in mobile application development
• Expertise in mobile application development technologies such as Swift, Kotlin, and React Native
• Strong understanding of mobile application development principles and methodologies
• Experience with mobile application development tools such as Xcode and Android Studio
• Experience with version control systems such as Git
• Strong problem-solving skills and attention to detail
• Ability to work independently and as part of a team
• Excellent communication and interpersonal skills

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.

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What does a Software Developer do?

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:

1. Gathering Requirements: Software engineers work with stakeholders to gather requirements for the software project. They work to understand the problem that needs to be solved and the objectives that need to be met.
2. Designing the Solution: Once the requirements have been gathered, software engineers design the solution. This involves creating a blueprint for the software, including the architecture and design patterns to be used.
3. Writing the Code (building software): After the design has been completed, programmers write the code for the software application. They use programming languages such as Java, Python, or C++ to create the software.
4. Testing the Software: Once the code has been written,  developers test the software to ensure that it works correctly. They use various testing methodologies to identify and fix any bugs or errors.
5. Deploying the Software: After the software has been tested and approved, software developers deploy the software to the production environment. They work with system administrators to ensure the software is properly installed and configured.
6. Maintaining the Software: coders also maintain the software once it has been deployed. They monitor the software for any bugs or errors and work to fix any issues that arise. They also work to ensure that the software stays up-to-date and continues to meet the needs of the organization.
7. Evaluate software hardware interfaces.

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.

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Types of software developers

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.

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Front-end Developers

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.

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Back-end Developers

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.

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Full-stack Developers

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.

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Mobile App Developers

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

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.

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Data Scientists and Machine Learning Engineers

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.

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Game Developers

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.

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Software Developer Skills and Qualifications: What to Look for When Hiring

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.

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Technical Skills

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:

1. Proficiency in Programming Languages: Candidates should be proficient in the languages which you use for your products. Those may include Java, Python, C++, JavaScript, and so on.
2. Database Management: Knowledge of database management systems such as SQL and NoSQL is essential. Candidates should be able to create, modify, and manipulate databases to store, retrieve, and manage data.
3. Software Development Methodologies: Candidates should be familiar with methodologies such as Agile, Scrum, and Waterfall. They should be able to manage software development life cycle using these methodologies. Develop unit testing.

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Soft Skills

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:

1. Communication Skills: Candidates should be able to communicate effectively with PMs, other developers, and stakeholders. They should be able to explain technical concepts in a clear and concise manner.
2. Collaboration Skills: Candidates should be able to work effectively in a team, share knowledge and ideas, and accept constructive feedback.
3. Problem-Solving Skills: Candidates should be able to identify and solve complex problems related to development.

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Professional Certifications

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:

1. Certified Software Development Professional (CSDP): This globally recognized certification validates software development knowledge, skills, and experience.
2. Certified Software Tester (CSTE): This certification demonstrates a developer's knowledge and expertise in software testing.
3. Microsoft Certified Professional Developer (MCPD): This certification validates a developer's knowledge and skills in Microsoft technologies.

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List of popular certifications

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Software Developer Salary Expectations

Let's have a look at the factors that influence software developer salaries, national and regional salary averages, and salary negotiation tips for employers.

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Factors Influencing Salary

Several factors influence software developer salaries, including:

Experience:

• A software developer with less than one year of experience may earn an average salary of $68,000 per year.
• A software engineer with 5-9 years of experience may earn an average salary of $91,000 per year.
• A skilled software developer with 10 or more years of experience may earn an average salary of over $130,000 per year.

Education:

• A software developer with a Bachelor's degree may earn an average salary of $82,000 per year.
• A software developer with a Master's degree may earn an average salary of $96,000 per year.
• A skilled software developer with a Ph.D. may earn an average salary of $120,000 per year.

Location:

• A software developer in Silicon Valley may earn an average salary of $129,600 per year.
• A software developer in New York City may earn an average salary of $121,200 per year.
• A software developer in Dallas, Texas may earn an average salary of $84,000 per year.

Industry:

• A software developer working in the finance industry may earn an average salary of $110,000 per year.
• A software developer working in the healthcare industry may earn an average salary of $98,000 per year.
• A software developer working in the gaming industry may earn an average salary of $105,000 per year.

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National and Regional Salary Averages

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.

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Salary Negotiation Tips for Employers

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:

1. Research salary ranges for the candidate's location and industry to ensure you're offering a competitive salary.
2. Consider offering additional benefits such as flexible work arrangements, stock options, or professional development opportunities.
3. Be prepared to negotiate, but be realistic about what you can offer within your budget.
4. Focus on the value the candidate will bring to the organization, and be transparent about your expectations and goals.

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Software Developer Education and Training Requirements

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:

1. Coding Bootcamps: Coding bootcamps are intensive training programs that teach candidates the skills they need to become programmers. These programs can range in length from a few weeks to several months and typically focus on practical, hands-on experience.
2. Professional Certifications: Professional certifications such as the Certified Software Development Professional (CSDP) or Microsoft Certified Professional Developer (MCPD) demonstrate a candidate's commitment to professional development and can enhance their job prospects.

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:

1. Conferences and Workshops: Attending conferences and workshops can allow developers to learn from industry experts and network with other professionals.
2. Online Courses: Online courses such as those offered by Udemy or Coursera can provide  developers access to a wide range of training materials and resources.
3. Graduate Programs: Advanced degree programs such as a Master of Science or a Ph.D. can provide developers with in-depth knowledge and expertise in the field.

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Software Developer Experience Requirements

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.

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Crafting an Effective Job Posting for Software Developers

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:

• Design, develop, and maintain new software programs using Python and Django
• Collaborate with cross-functional teams to identify and solve complex technical problems
• Bachelor's degree in related field, or equivalent experience
• Strong knowledge of software development principles, data structures, algorithms, and design patterns

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:

• We're doers and achievers with superpowers and passion for our product!
• We offer competitive salaries and benefits, including 401(k) matching and health insurance for you and your family members
• We prioritize work-life balance and offer flexible schedules and remote work options.

Try being less formal in this part of Job Description.

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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.

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Frequently asked questions about Software Developers (FAQ)

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.

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1 - Use an All-in-One Talent Acquisition Platform like Skipp.dev or Toptal

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.

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2 - Partner with Staffing Agencies

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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Largest staffing firms in the United States in 2020, ranked by revenue (in billion U.S. dollars)

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3 - Use Job Boards like Indeed, Glassdoor, or LinkedIn Jobs

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.

Here's a list of the most popular job boards in the USA

• Indeed - Indeed is the most widely used job board in the United States, with over 250 million unique visitors each month. It offers a wide range of job postings across various industries and locations.
• Glassdoor - Glassdoor is another popular job board that provides job seekers with company reviews, salary information, and other helpful insights to help them find the right job. Employers can also use Glassdoor to post job openings and promote their employer brand.
• LinkedIn Jobs - LinkedIn is a professional networking site that also offers a job board where employers can post job openings and job seekers can apply directly through the platform. LinkedIn's job board is particularly useful for finding mid- to high-level professional positions.
• Monster - Monster is a well-known job board that offers job listings across various industries and locations. It also provides career advice and resources to job seekers, making it a comprehensive job search platform.
• CareerBuilder - CareerBuilder is another popular job board in the United States that offers job postings across various industries and locations. It also provides job search advice, resume tips, and other career resources to job seekers.

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4 - Use Your Social Media Platforms like LinkedIn, Twitter, and GitHub

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.

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5 - Ask Your Employees to Refer Talents

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.

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Use An Ultimate Hiring Guide To Hire Developers Like A Pro

Follow this link to get free access to our most comprehensive Hiring Guide to streamline your process of hiring remote developers. 

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What is a Dedicated Development Team?

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.

Hiring a Dedicated development Team: Best Practices

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:

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1 Determine the Project Scope

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.

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2 Choose the Engagement Model

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.

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3 Look for a Skilled and Experienced Partner

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.

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4 Sign a Master Services Agreement

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.

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5 Protect Your Intellectual Property

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.

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6 Build Effective Communication Channels

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.

7 Consider the Cost

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.

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Why Hire a Dedicated Software Development Team?

There are several advantages to hiring a dedicated software development team, including:

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1 Access to Technical Expertise

A dedicated development team has a diverse range of technical skills and expertise that can help you overcome complex software development challenges.

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2 Complete Control Over the Development Process

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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3 Cost-Effective

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.

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4 Long-Term Partnership

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.

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When to Hire a Dedicated Developer?

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.

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Why Hire Dedicated Developers Instead of Freelancers

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.

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How Much Does it Cost to Hire a Dedicated Development Team?

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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Example of pricing of our competitors, which we know is TO expensive

Skipp provides same quality engineers at a much better prices.

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In-House Team vs. Dedicated Development Team

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.

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Dedicated Development Team Providers: How to Choose the Right Partner

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:

1. Look for providers with experience in your industry and technology stack. This ensures that they have the knowledge and expertise to handle your project's specific needs.
2. Check the provider's reputation and references. Look for reviews and testimonials from previous clients to ensure that they have a proven track record of delivering quality service.
3. Evaluate the provider's communication and project management skills. Effective communication and project management are crucial for successful collaboration with remote developers. Ask to talk to a project manager, or customer success manager. You won’t regret having this simple "test".
4. Consider the provider's pricing and engagement models. Look for providers who offer transparent pricing and flexible engagement models that suit your project's needs.
5. Look for providers who offer a dedicated team model. This ensures that the team will work exclusively on your project, providing consistent communication and progress updates. Skipp and Turing works that way.
6. Check if the provider offers a dedicated project manager. A project manager  help ensure that the development process runs smoothly, and any issues are addressed promptly. It is a must.

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Summary

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.

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Summary of the Case Study: Level Up Basket

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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Key Takeaways from Level Up Basket's Experience:

Identify the Challenge

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.

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Partner with a Talent Provider

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.

Establish a Clear Hybrid Development Process

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.

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Use a Modern Tech Stack

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:

• Flutter
• C#
• Angular
• ASP.NET MVC5
• Bootstrap4
• AI

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Measure the Results

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.

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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.

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1 - Context Switching is a Killer

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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2 - The Illusion of Progress

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.

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3 - One Size Does Not Fit All

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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4 - Quantity Over Quality

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, 

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5 - Death by Recurring Meetings

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.

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So, What Can We Do?

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:

1. Establish clear agendas and objectives for each meeting.
2. Set time limits and stick to them.
3. Be mindful of attendees and only invite those who are truly necessary.
4. Encourage asynchronous communication, like email or team messaging, for less urgent matters.
5. Periodically reevaluate the need for recurring meetings and their frequency.

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Non-Disclosure Agreements (NDAs)

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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.

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Intellectual Property Assignment Agreements

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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Secure Communication Channels

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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.

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Restrict Access to Sensitive Data

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.

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Regularly Review and Update Security Measures

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

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.

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Perform Background Checks

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.

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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.

Hire employees

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:

• developer — 35 days,
• tester — 26 days,
• database administrator — 26 days,
• mobile apps developer — 24 days,
• junior developer — 16 days.

Work with outsource studios

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.

Work through a cross-functional platform

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.

What tasks are good for IT outsourcing and what are not

Some projects are more suitable for in-house production. Consider this option, if:

• you need to work constantly on a simple task like the interface testing or similar pages creating. Junior developers for a full day will cost much less for you than an outsourcing company, and manage the job well enough.
• you work on an R&D project, and this is not easy (or impossible) to define the timing. Outsourcing may be too expensive in such case.
• the project has high security requirements, and any outsourced employee creates a security threat, potentially.

The task is good for outsourcing if it is clear-cut and has a defined deadline. Go with this option, if:

• You need a website or application. It is easy to estimate expenses and final result, which is necessary for IT outsourcing.
• Your company lacks competence in any tech. If you need to use C instead of Python once or twice, it’s more convenient to hire an extra person on outsource for that.
• Everything is on fire (not literally, of course). In this case, you just don’t have time for getting a team.
  

How to choose your perfect worker

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:

• Outsourced team makes an offer immediately, with no questions asked. It is not common that everything is clear; probably your potential candidate just doesn’t understand the issue quite well for ask the right questions.
• The price is weirdly high and there are many outlay items that are not quite relevant. And it’s not just about money: less experienced teams usually ask more from the beginning, just in case.

You can be sure your candidate is good if:

• He asks a lot of questions in order not just to write code according to the brief, but to create a useful product.
• The hour rate is higher, but there are less hours for the task in total than in other offers; it shows an employee knowing well what to do.

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.

How to put the task right

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.

• Discuss with a team, whether you missed anything important, if there are any other options you didn’t mention, and is it can be done at all. Do not forget that developers can’t read your mind: if you missed something in specification, it will be missed in a final product.
• Give all the information. The team should understand not only what they work on, but also what they work for. If your employees have the whole picture, they can optimise business process, and probably even a product itself. So, if you want to launch a basic online store and then in a few months add a recommendation system and a personal accounts, it is better for your team to know the plan from the beginning.

❌ The way to fail: general description of your idea.

✅ The way to succeed: detailed description and answers to all the team questions.

How to interact with a team

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.

How to work on complex products

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.

How to use IT outsourcing after all

1. Do not outsource everything you have on your hands. There are type of tasks that are not suitable for giving away.
2. Choose not by the price, but by skills, experience and enthusiasm.
3. Do not expect somebody to read your mind. Explain your idea as detailed as you can.
4. Do not leave the team alone with the task — be ready to answer any questions.
5. If you are looking for a team to develop something huge, go with a meta team.

What is Agile Methodology

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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.

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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.

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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.

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Requirements, plans, and results are evaluated continuously so teams have an opportunity to respond to change quickly.

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That’s why Agile is still so popular. It also has an absolutely transparent ideology, and even a Manifesto! 

What are Agile’s core values and principles

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Agile Manifesto teaches us the right things to do, putting it into core values and guiding principles.

4 core values of Agile

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1. Individuals and interactions over processes and tools.

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.

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2. Working software over comprehensive documentation.

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.

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3. Customer collaboration over contract negotiation.

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.

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4. Responding to change over following a plan.

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.

12 principles of Agile

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Here are basic Agile approaches that should guide you through every part of the work process.

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1. The highest priority is to satisfy the customer through early and continuous delivery of valuable software or whatever you produce.
2. Every changing requirement, even late in development, should be welcomed due to its importance for the customer’s competitive advantage.
3. Projects should be delivered frequently, from a couple of weeks to a couple of months. Of course the shorter the timescale the better.
4. Coordinating team members must work together throughout the project on a daily basis.
5. Motivated individuals should get more attention. Build your project around them, give them the right environment, and support they need. And, most importantly, trust them.
6. Face-to-face communication should be encouraged as the most efficient method.
7. The final product should be the primary sign of progress.
8. All stakeholders should be able to maintain a constant pace indefinitely.
9. Technical excellence and good design that enhances agility should get attention continuously.
10. Simplicity should be your religion — as the art of maximizing the amount of work not done.
11. Remember that self-organizing teams create the best architectures, requirements, and designs.
12. Team members should reflect on how to become more effective and adjust, regularly.

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It is fair to say that these principles should become a North Star for any team adopting an Agile methodology.

How did it start

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We started with “all these years”, but haven’t mentioned till now how old Agile really is.

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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.

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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.   

Why choose Agile Methodology?

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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.

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But actually every part here has its own benefits from embracing Agile values.

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• If you are a customer, you get the vendor more responsive to development requests.

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• If you are a vendor, you have an opportunity to reduce wastage by focusing development effort on high-value features. Also, you can improve customer satisfaction, which translates to better customer retention and more positive customer references.

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• If you are a member of a development team, you will enjoy development work, and the feeling of seeing it used and valued.

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• If you are a product manager (and also a product owner), you will be able to make customers happy with less effort, becausedevelopment work is, according to Agile, aligned with customer needs.

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• If you are a project manager, your planning, tracking, and team organizing tasks are easier and more concrete, compared to waterfall processes.

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So, Agile methods fit anywhere. But…

… is the Manifesto still relevant?

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While Agile Methodology serves huge international companies leading us to the future, why not change it? Does it need to be updated and improved?

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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.

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And those who want to embrace it might be able to reinterpret it, adapt it to their own development cycles. But never change.

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Point 0. Do you really need an in-house team?

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.

Point 1. You don’t have to start with looking for a developer

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.

Point 2. Define all the roles and describe the job

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:

• Job title
• Description of tasks
• Who you are looking for
• Qualifications and skills
• Project and team information

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.

Point 3. Pick your possible team members

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.

Point 4. Give a test day or probationary period

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.

Point 5. Build your team processes

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.