How to Hire Remote Developers - Ultimate Hiring Guide 2024 [+Templates]

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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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.

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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.