Evaluating the Right Developer for Remote Work

After you’ve created your job posting and placed it on the tech talent like developers, designers, and marketers’ hiring platforms, you’ll start getting applications and responses from remote professionals.

Now it’s time to make a decision.

The selection process is based on an assessment of business needs that might be completed by a team extension, someone with enough technical knowledge to work in one of their roles, someone who has specialized in working with certain tech stacks but not necessarily writing code themselves.

As a business owner, you know how important it is to have the right person for the job. When it comes to remote work, finding and evaluating a proper developer can be a challenge.

To employ a remote engineer to fully satisfy your company’s demands, you must go through several stages of screening and interviews before evaluating potential employees based on various criteria.

But first things first: in order to hire someone who will completely meet your business requirements, there are numerous phases of selection, screenings, and interviews that you need to complete.

Here’s a look at why evaluating a potential developer before hiring them is essential and how to do it right.

First Screening

After you’ve chosen candidates and pre-screened skillset, have a preliminary video chat with each to learn more about them. At this point, the goal is to get acquainted with the technical resource while learning more about his/her culture and personal beliefs.

Try your best to comprehend what value this professional may add to your team.

In other words, during the initial screening, the soft qualities of the developer are evaluated. The importance of which we touched on previously is that these questions will be asked at this time.

Technical Screening

The next step is to have a technical interview. This is already an assessment of the developer’s hard skills, practical experience, portfolio, resolved problems, theoretical knowledge, professional competencies, and implemented projects.

You’ll be able to see how well the candidate’s expertise and abilities match your project’s demands during this technological testing.

At this point, you may ask questions about the job and conduct a series of practice tasks and tests to assess directly the developer’s work. This approach allows a more thorough screening of remote tech engineers’ knowledge and skills.

So take a sample programming test, make a short exam to evaluate how deep your candidate’s technological background is, and do some pair programming tasks with them.

Final Interview

The final interview is after successful first and technical screenings, during which the candidate who is best suited for your project will be selected. This session should include an agreement on expectations, a discussion of pay and schedule, as well as consent to other terms of cooperation.

Conclusion

Finding and evaluating a proper developer for remote work is no small feat!

But with careful consideration of their experience, soft skills, availability, and online presence, you can ensure that your next hire will be a great fit for your team dynamic and projects alike!

So what are you waiting for? Get out there and find your ideal remote developer today!

Written by:

Camila John

Author

Camila John is a passionate technical content writer with 8+ years of extensive experience in a variety of industries including cybersecurity, SaaS, and emerging technologies. With her collaborative nature with the team of writers, she has created and updated 500+ technical blogs, articles, and case studies, research papers for top tech startups and Fortune 500 companies. While working in a remote environment her dedication to technology reflects into her writing.

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