What You Need to Know Before Hiring Remote Software Developers

Hiring remote software developers can make a world of difference for your enterprise. The remote working model makes it easier to hire talented people from anywhere, yet brings special difficulties to overcome. 

How do you ensure the person you’re hiring isn’t just a technical whiz but also the right fit for your team? That’s where evaluation comes into play. 

Let’s break down how to evaluate remote software developers across three critical dimensions: skills, experience, and cultural fit.

Evaluating Technical Skills

To hire remote programmers, technical skills are the first thing that come to mind, and for good reason. But how do you go beyond the resume and actually assess if they’ve got the chops for your project?

1. Define Your Required Skill Set

Start by pinpointing exactly what you need for your project. 
Are you building a mobile app? Then proficiency in Swift, Kotlin, or React Native might be non-negotiable. 
For web development, you might need someone well-versed in JavaScript, Node.js, or Laravel. 
Clearly defining the skill set ensures you’re not wasting time evaluating the wrong candidates.

2. Leverage Online Coding Assessments

Platforms like HackerRank, Codility, or LeetCode are fantastic for testing a candidate’s problem-solving abilities. 
Customize coding tests to match real-world scenarios they’ll face on your team. For example, if your team heavily uses APIs, include an API integration task in the test. These assessments not only test their knowledge but also, how they approach and solve problems under time constraints.

3. Review Portfolios and GitHub Repositories

Looking at a candidate’s past projects gives you a clearer picture of their capabilities. Pay attention to:

• The complexity of the projects.
• Code quality and documentation.
• Innovation and problem-solving approaches.

Don’t just glance at their portfolio, dig in! If they’ve worked on open-source contributions, that’s a bonus, as it shows collaboration and initiative.

Assessing Experience to Hire Remote Programmers

Experience isn’t just about how many years they’ve been coding. It’s about what they’ve achieved and how that aligns with your needs.

1. Examine Work History

Look for relevant experience that matches your project’s domain. For instance:

• Have they built something similar to your product?
• Have they worked in environments with similar team sizes or workflows?

Check their LinkedIn profile or ask for a detailed CV to get insights into their career journey.

2. Conduct Behavioral Interviews

This is where you dig deeper into their problem-solving abilities and work ethic. 

Use the STAR method (Situation, Task, Action, Result) to frame your questions. 

For example:

• Can you tell me about a time when you faced a challenging bug? How did you resolve it?
• Describe a situation where you had to collaborate with a difficult team member. How did you handle it?

These questions reveal how they’ve handled real-world challenges and their approach to teamwork.

3. Verify References

Don’t skip this step! Speaking to former colleagues or managers can provide invaluable insights. Ask questions like:

• How did they perform under pressure?
• Were they good at meeting deadlines?
• How well did they collaborate with others?

References often reveal qualities that might not surface in interviews.

Determining Cultural Fit when Hiring Remote Software Developers

Here’s the thing: even the most talented developers can struggle if they don’t align with your team’s culture. Cultural fit is about more than just liking someone—it’s about shared values, communication styles, and adaptability.

1. Align with Company Values

Start by defining your company’s core values. Is your team driven by innovation? Collaboration? Transparency? Ensure the candidate’s values align with these. 

You can ask questions like:

• What kind of work environment helps you thrive?
• How do you handle feedback?

2. Evaluate Communication Skills

In remote work, communication is everything. Gauge their ability to articulate thoughts clearly during interviews. If you use asynchronous communication tools like Slack or email, consider giving them a small written exercise to evaluate their clarity and tone.

3. Test Their Adaptability to Remote Work

Ask about their experience with remote setups:

• How do you manage your time when working remotely?
• What tools do you use to stay organized?

Look for signs of self-motivation, time management, and comfort with tools like Trello, Zoom, or Jira.

Conclusion

Hiring remote software developers isn’t just about finding someone who can code, it’s about finding the right balance of skills, experience, and cultural fit. 

By clearly defining your requirements, using robust assessment tools, and asking the right questions, you can build a remote team that doesn’t just get the job done but also elevates your business.

So, what are you waiting for? Start putting these strategies into action and watch your remote hiring process transform. To hire dedicated developer for your team might just be one evaluation away