remote software developer in front of three computer monitors

How To Hire Remote Software Developers: 7 Tips To Find The Perfect Coding Team

Figuring out how to hire remote software developers is always a challenge for first-timers. Whether you’re a business owner looking to start nearshore outsourcing or a member of a US-based tech company trying to expand their coding team, finding qualified coding candidates is no easy task. Still, remote hiring is here to stay. According to Buffer statistics, 97.6% of workers prefer to stick to remote work for at least some time. This means that the market trends are shifting and the boom in remote hiring will prevail even when things start going back to normal. 

With that said, it’s clear that knowing the best practices for hiring remote developers is key to assembling an efficient coding team. Because we know the challenges of searching for remote programmers, this post is all about how to hire remote software developers. These tips will help you streamline your recruitment process and attract qualified coding candidates. Keep reading to learn how to find the perfect remote software development team! 

How to hire remote software developers that are a good match for your company

#1 Get clear on what coding solution/s you really need. 

Nothing scares off qualified coding candidates as an ambiguous job posting. Plus, how will you hire the right developer if you don’t know what type of coding solution you need? That’s why you need to know exactly what kind of developer you’re looking for. What work will they be doing? What are some of the day-to-day tasks you can foresee? Which coding languages do they need to be the most experienced in? List all of these details on the job posting and keep them in mind as you look through potential candidates! 

#2 Prioritize qualified coding candidates over cheaper ones. 

We are well acquainted with the true cost of software development. If a candidate offers its services at an incredibly low rate, even for nearshore outsourcing, then maybe they’re not as experienced as they say they are. Cheap developers are a complete hit or miss – you never know how they will perform. If you want to get things done from the get-go, it’s best to invest in quality developers with solid references and a strong portfolio. 

#3 Hire remote software developers who are a good fit for your company culture and work ethic. 

Don’t just think about their work experience and professional references. Company culture is crucial when working with remote teams, so you can build trust with your remote software developers. It’s best to hire a developer with a little bit less experience that is a solid cultural fit for the team than a superstar coder who clashes with your company culture. Aim for balance to be able to assemble a long-lasting remote software development team! 

#4 Pay attention to the English skills of your potential remote software development team. 

At Next Idea Tech, we make all potential candidates go through an English proficiency interview. During this live call, we ask them technical questions in English to make sure they are a good fit for all types of coding projects. We also use programming-specific terms to ensure their proficiency both in English and in different coding languages. This is a must if you want to hire remote software developers from non-English speaking countries!

#5 Evaluate them through a live coding assessment. 

This is something we also do at Next Idea Tech when evaluating qualified coding candidates. We organize a live coding assessment by giving them remote access to a coding computer and making them perform a sample programming task. This task is one they can expect to do on a daily basis, so it’s necessary to evaluate their capacity to do so. It’s a simple and fairly quick assessment that never fails to show us if the candidates are indeed good software developers! 

#6 Always ask to see their portfolio. 

The basics of how to hire remote software developers include taking a good look at their portfolio. This will show you their coding experience, style, and industry knowledge. Usually, most qualified coding candidates send over their portfolio alongside their curriculum and job application. Still, if this is not the case, contact the developer to ask for their portfolio site/attachments. If they don’t have any proof of past work, it’s a considerable red flag! 

#7 Discuss all contract details beforehand when hiring remotely.

It’s best to keep things as transparent as possible from the get-go! You should let all qualified coding candidates know the terms of the position. Tell them about the hours, the salary, the day-to-day tasks, and any other details you consider relevant. Get clear about vacation time, sick leave, corporate obligations, and so on. Remote software developers will appreciate you being honest about the job! 

#8 Look into all of your options when you hire coders remotely. 

Learning the ins and out of how to hire remote software developers on your own takes a bit of trial and error. This learning curve is natural, but if you’re in a rush, consider hiring a nearshoring firm to assist you with the process. That way you don’t have to turn to freelancer platforms like Upwork or spend hours searching for the perfect candidate on LinkedIn. Though maybe you can ask for a referral and hire coders in record time. Look into all of your options to make sure you find the right remote software development team! 

What is your recruitment process like when you hire remote software developers? We can help you hire coders!


That’s how to hire remote software developers while ensuring to find the perfect fit for your business! We know it’s a lot of details you need to pay attention to when looking for qualified coding candidates. That’s why we offer staff augmentation and direct placement services to our clients, so they can just focus on vetting the potential candidates. We hire from a nearshore talent pool of qualified coders, UI designers, and software engineers. Schedule a consultation with us to find the perfect coding team!

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Posted on

October 29, 2021