Working with remote software developers is a budget saving mode of creating digital products and services like healthcare platforms, websites, mobile applications apps, and more. The only condition is… you have to do it properly, otherwise your business fails. So what is right and what is wrong when choosing an oversea team?
First of all, no hurry and fuss is needed in making choices. You might already have your big plan and perfect vision, but if you hire those who are neither able to think wide, nor grasp your idea, and/or support and provide technical maintenance of your products in future? You are starting in a tight spot. Luckily, a great many of famous companies have successful experiences with remote software teams partnership globally. Google, WhatsUp, Yahoo, Nike are just some of the names who did great things this way.
Let us look at this comparison.
| In-house team | Remote software development team |
|---|---|
|
Hand-pick job applicants based on various factors |
Applicants are selected for you based on expertise and skills
|
|
Difficult to rate |
Easy to rate
|
|
Valuable communication and cleverness |
Strong dependence on precise roadmap
|
|
Workflow organizational delays |
Ready-to-work unit makes more time to market
|
|
Narrow talent pool due to location and competition |
Easy access to globally sourced talent
|
|
Part of the most high-priced development worldwide |
Vastly reduced development budgets |
|
Reliability and obedience and altruism |
Potential encouragement issues
|
|
Capability to hire culture complements and misfits |
Contractor’s company culture decides upon hires
|
When you choose a remote software development team style, you are provided with a team of experts who have been accurately picked out to handle the peculiarities of a specific job task.
These new software developers appear to be an organic enlargement of your in-house team, and you get the most of this partnership when you have the same attitude to both kinds of employees.
A remote team usually consists of project managers, designers, analysts and different kinds of engineers, etc. All their attention is fully concentrated on your project. The responsibility of an outsourcing vendor is recruiting new experts and also managing organizational routines to the remote developers.
Tips on How to Hire a Remote Software Team
We usually don’t get married after the first date. Choosing a team for the project full workflow is very similar. Contacting a sales representative at a firm and having a nice talk is a cool beginning! On the other hand, you will probably work with your remote developers for more than a month, or even more than a year. Going like lightning here is no way wise.
Follow these tips consistently to make sure you’ve chosen a team who can understand your idea, think widely, execute the steps of your project correctly, and assist your business in future.
- Answer a list of important questions and answer them honestly
What do you want to achieve and take care of? It is not only about the device itself to create, no. Envision your utmost business destinations and what road you want to take on the way to your final point.
Do you know who your target audience is? And competitors, can you challenge any of them and what do you need for that?
What about MVP? Are you ready to create a no-frills product model to understand people’ reaction before the big investment into developing a more powerful product with their feedback outcomes?
It is ok, if some of these questions may remain open. A good partner will assist you in further envisioning and clarifications. The most important is that you are trying hard to bring your idea to life, and it makes sense for a Request for Proposal (RFP) at this point. The more profound your RFP is, the more powerful your future partners are in providing exactly what you need.
- Do the Investigation of Remote Development Teams
With the help of all available resources you should create a checklist of possible tech collaborators, verifying the Yes and No of each write-in. The data can be collected either by examining their portfolios, websites, or clients reviews on specific platforms like Clutch and G2. Focus on the products they created which are similar to what you need – do you like it or not. As soon as you have covered your list, it is time to send out your RFP and see who replies and what they come out with.
- First Interview
There is no other way but live talk performed via any kind of video chat you like. Now keep an eye on the following. Do you find the company’s communication style pleasant, easy and trustworthy enough? Do you like the way your questions were answered? Was it an open talk?
Apart from that, pay special attention to mutual understanding quality, conversation flow, interest and eagerness, ability to see your vision, the methodologies they use.
- Cutting Down the List and Extra Meetings
While cutting down the number of your potential remote software developers, you might have to fix interviews with the ones you liked best. This time it is great to talk to a designer, project manager, developer, and other members of the team. This way you will build up a better picture of their working culture and whether they are good for your project goal. It is totally fine, by the way, to check their technical knowledge, do not worry.
- Asking for References
Talking to past clients is the most interesting, almost like gossiping time. There is a lot to learn from past projects experience. As a rule, the company’s website references are happy with the results. Put some effort and ask uncomfortable questions, you are close to something valuable.
What could have been improved during the process? Why did the client stop collaboration? There is a lot to find if you are both lucky and determined.
- Find out about their Quality Standards
Make sure you have respect for their culture of following standards. It is vitally important. Security habits, for instance, or data coding and storage, management practices, and more.
- Signing the Contract
Congratulations, you have found your crew! Signing the contract may be a long process. So, protect your interests with the help of an attorney to feel safe and confident.
Conclusion
So now you are empowered with the hiring methodology not to miss any of the important steps and nuances.
Here is one more fact in favor of remote development team style of work. Recruiting internal developers in the United Kingdom, the USA, and Canada is a notably exhausting and vying practice. Statistics show that only around 16% of all developers are in an active job search, but 75% are curious about new chances and projects. This clearly demonstrates a long hiring process with innumerous interviews lasting forever.
You are welcome to contact our ZenBit team for more information. Good luck!
