To implement IT projects, entrepreneurs are always try to hire high-level developers. But you agree, it’s not always possible to recruit such guys quickly. The reasons can be very different: there may not be enough free specialists in the city, it is difficult to compete with large IT companies in terms of working conditions, local employees’ salary expectations are too high, etc. A way out of this situation is to hire developers remotely.
Customers ask a quite obvious question: “How do I know that my remote developers devote their work time to our projects?”, “What kind of software development project management tools should I use?”. Fortunately global digitalization did not pass by this issue and solid number of PM tools appeared to assist us.
Some customers still have concerns regarding remote work with their team of employees. Yes, software engineers are specific employees, and in many ways problems of development are caused by different views between them and those who are not related to the technical part.
When hiring outstaff developers, clients want to find professional and responsible individuals with a high level of training and reputable soft skills. In this article, we have prepared for you some recommendations for interviewing techniques and for which kind of questions you should ask potential developers in order to most effectively determine if the candidate is suitable for your project or not.
In the IT sector, just like in any other industry, it is important to have confidence in your employees. Potential partners want to work with reliable, professional, stable companies which provide services in a straightforward, transparent and quality manner.
Look around and you will see a lot of outstaffing vendors that could help you seamlessly implement all the benefits of this model into your business processes. But how to forge a partnership with the right company to reduce all the existing risks as much as possible?