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October 17, 2024
Why does hiring remote developers work for startups? According to Buffer's State of Remote Work Report 2023, 91% of expert remote workers say the flexibility of working remotely is a major perk, and 98% would prefer to keep working remotely for the rest of their careers. This opens up the entire world as your talent pool for startups like yours. You're no longer limited to local hires or fighting for developers in competitive (and expensive) tech hubs.
And it's not just about convenience. Hiring remote developers gives you the opportunity to optimize your budget by tapping into regions with lower living costs—without compromising on quality. Companies like GitLab and Automattic have fully remote teams and are crushing it. So, if it works for them, why wouldn't it work for you?
What if you hire a dev who slows things down and blows your budget?
Hiring the wrong developer can derail your entire project. When a developer doesn't have the skills or isn't aligned with your team, you'll waste time trying to fix things instead of moving forward.
As Rina Isakova, our lead HR for developer outstaffing at Ptolemay, puts it: "Sure, hiring a junior might look like a money-saver, but without mentorship, you'll end up with buggy code that's costly to fix later. On the flip side, going all-in with seniors will drain your budget fast when mid-level devs could cover 80% of the work just fine."
We'll show you how to avoid these common pitfalls and make smart hiring decisions that set your startup up for success. With our guide, you'll learn how to:
By the time you finish reading this guide, you'll have a clear strategy for hiring remote developers who are the perfect fit for your project.
What’s the goal?
Define your objectives using the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound). Breaking your goals into actionable steps will help you pinpoint exactly what you need to create and who you need to hire to make it happen.
Who do you need to hire?
Based on your project, your developer hiring strategy will likely involve a mix of the following specialists:
You’ll pay a fixed salary for full-time hires, ensuring predictable costs. If you’re new to technical projects, consider hiring or consulting with an experienced project manager (PM) who can translate your vision into technical terms and assist with recruiting tech talent.
"Pick a PM who knows how to code. That tech knowledge means they can keep the devs on track and ensure your project doesn't hit any bumps. Plus, they can help scout for tech talent and handpick the right candidates," says Rustam Sharapov, COO of Ptolemay, an app development company.
How can you avoid overpaying or hiring someone who can’t handle the job?
The following table will help you focus on the right level of experience for cost-effective hiring and recruiting IT professionals.
As Rina Isakova puts it: “Invest in experienced developers. It can prevent bugs that could cost 30-100 times more to fix after release. Mid-level developers often provide the best balance — they have the skills to handle complex tasks independently and can grow within your company, providing long-term value.”
If budget constraints are a concern, consider part-time or project-based roles. This allows you to access expertise without committing to full-time costs. Additionally, using open-source tools like Flutter can reduce development expenses while maintaining quality. For specialized needs, outstaffing can offer access to global talent at lower rates without compromising on skill or experience. Learn more about outstaffing benefits.
For short-term projects or specific tasks, hiring contractors can be a flexible, cost-effective solution.
Book a free consultation if you need help finding the right team members. We have an extensive database of vetted professionals and can connect you with the best talents.
When you're trying to hire remote developers, nailing the job description is everything. Here’s an example of a well-crafted job description:
After posting your job listing, keep an eye on responses. Applications often come in quickly; the initial ones will help you gauge if the listing attracts the right candidates. If reactions are low, it might not be the job description—try other platforms to reach more candidates.
Pro Tip: Simplify your application process to avoid losing up to 42% of candidates. Highlight competitive salaries, flexible work options, and other priorities for job seekers.
Consulting a tech-savvy specialist or an agency can help you save more money than you spend on them. A technical consultant can help you:
How to Choose the Right Consultant:
Where to Find Technical Consultants:
Request data-backed advice from consultants, asking for specific examples where they achieved measurable results, ideally relevant to your industry. This ensures their recommendations are grounded in proven success.
Or book a free consultation with us here, we’ll take care of everything. From a thorough analysis of your business’s needs to scheduling new hires’ time for your tasks.
Networking is still one of the best hacks for hiring remote software developers. Hit up your circle—friends, colleagues, industry contacts. Be crystal clear about the type of specialist you need, and trust that a recommendation from someone who knows your startup vibe can save you a ton of time filtering through candidates.
Other Resources:
Example: "Looking for an experienced Flutter developer for an exciting project. The budget is limited, but I offer long-term collaboration and profit-sharing. Any recommendations are appreciated!" Also, join groups related to development, such as "Flutter Developers" or "Mobile App Development." Share information about yourself and your project.
Join groups like "Mobile Software Developers - Independent Contractors Network" and actively engage by posting job opportunities or asking for referrals.
When it comes to hiring remote developers, you’ve got to be sharp with your decisions. Reviewing resumes, portfolios, and test assignments ensures only the best candidates make it to the interview stage.
Reviewing resumes is simple: just match your project's job descriptions with the skills listed in the candidates' resumes. Pay attention to these aspects to find the most suitable candidates:
Watch for common portfolio mistakes like poor grammar, lack of structure, unoriginal content, overuse of AI tools like ChatGPT, and plagiarism. These issues can indicate a lack of professionalism or originality.
Use platforms like CodeMentor, where professionals assess code quality.
To streamline the process and assess skills on the spot, prepare a concise test task in advance and have them complete it during the interview. Focus on key areas without overwhelming them.
Need help? Our remote staffing service can provide the help you need.
Soft interviews help you assess the candidate’s personality, communication skills, and motivation, beyond what's on their resume.
Start with easy questions to create a comfortable atmosphere:
Listen carefully and be open. Take notes during the interview to stay organized and make the right choice without getting lost in details.
As Rina Isakova explains: "A lot of companies use personality tests to gauge communication skills, but we don’t recommend them. The results can vary wildly depending on the candidate’s mood or how they interpret the test. Instead, we go for behavioral questions during soft interviews. Ask something like, ‘Imagine you were given this task, how would you handle it?’ This way, you get a real sense of how they think and communicate in real-world situations."
Observe how the candidate communicates, answers questions, and expresses their thoughts. Assess their clarity and persuasiveness. A few questions can reveal their teamwork, motivation, and ability to admit mistakes. Understand what motivates them and their career goals.
Additional Considerations:
Resumes and portfolios are key, but don't forget about emotional fit. Even if they're a pro, you might just not vibe together.
Think about the emotional dynamics of your team and what kind of personality you're looking for. Be clear about your company's values and rules upfront to see if you’re on the same page.
It’s easier to spend a bit more time picking the right person now than scrambling to replace them later and starting the onboarding process all over again.
If you're unsure after the interview, consider using the one-time services of a technical specialist to conduct a hard interview and get a professional assessment.
Don’t rush to reject the other candidates once you’ve picked your top choice. Keep 2-3 strong candidates in reserve and give your top pick a two-week trial period.
Congrats! You’ve found your ideal specialist. Now, follow these rules to ensure a smooth onboarding and avoid hiring the wrong fit.
It lets you see how a candidate handles real tasks and fits with the team. This helps reduce the risk of hiring the wrong person and gives you a clearer picture of their skills.
This approach helps you see if they’re the right fit for the job and your team.
Ready to find the perfect remote developers to scale your startup? Book a free consultation with our expert team today. We'll help you define your needs, craft effective job descriptions, and connect you with top-tier remote developers within your budget.
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