Complete Guide to Hire .NET Developers | + Interview Questions
Hiring & recruiting developers

Simplified Guide To Hire a .NET Developer in 2024

Ihor Shcherbinin
VP of Recruiting at DistantJob - - - 3 min. to read

Hiring skilled .Net developers becomes more challenging each year. A significant factor is that many top-tier developers are already employed and not actively seeking new opportunities. As highlighted in a Stack Overflow Developer Survey, involving 90,000 participants, only 6.4% of developers are currently unemployed and looking for work. The goal, then, is not just to hire any .NET developer but to attract and recruit the senior, talented ones — far from the mediocre crowd. But how do you stand out and attract these sought-after professionals?

To catch the attention of these sought-after professionals, it’s crucial to offer an environment that mirrors high standards and a commitment to excellence. Such an environment where developers can work alongside colleagues who are equally dedicated to producing high-quality code, is highly attractive. Adding the option for flexible work-from-home arrangements further increases your appeal, simplifying the recruitment of senior .NET developers. However, this strategy is merely the starting point.

Read on to learn the steps required in the hiring process for .NET developers, the essential skills and technical expertise to focus on, and the interview questions to pose, to ensure you make the right hire.

Hire a .NET developer

Top Skills to Look For in .Net Developers

When hiring a .NET developer, focus on candidates with:

  • Strong skills in relational SQL and the ability to work with different dialects, such as T-SQL for SQL Server or PL-SQL for Oracle.
  • Solid understanding and proficiency in web development fundamentals, including HTML, CSS, and JavaScript, essential for front-end development.
  • Knowledge of TypeScript, reflecting the industry’s shift towards type-safe, scalable web applications.
  • Familiarity with .NET’s latest desktop technologies, particularly WinUI 3, as it is at the forefront of modern Windows applications, blending traditional desktop development with modern web technologies.

These skills ensure the developer can navigate both the back-end complexities and the front-end intricacies of modern .NET applications, aligning with the industry’s move towards web-centric solutions.

In the table below, depending on the level of experience you’re looking to hire, here are the must skills:

Level – ExperienceSkills – Knowledge
Junior-level .NET and its internals (JIT, CLR, GAC), Web services, C#, VN.NET, Asp.NET, OOP principles, HTML, CSS, Visual Studio.NET, JQuery, JavaScript, Angular JS, SQL.
Mid-levelAll the above and Bootstrap experience, ASP.NET, XML, HTML, CSS, experience working with AngularJS.
All the above and ASP.MVC, .NET MVC, .NET Web API frameworks, strong debugging skills, web app development proficiency, deep knowledge of C#, Agile environment familiarity, knowledge of MYSQL, experience in developing highload systems.

These are the main responsibilities of a .NET developer:

  • Design and development of software.
  • Prepare test-based applications for .NET apps.
  • Programming .NET applications.
  • Monitor the diverse system activities and provide support.
  • Enhance existing systems.
  • Identify existing problems and prepare action plans to improve and solve them.
  • Design of interfaces and components.
  • Create technical specifications and test plans.

What is the Role of a .NET Developer?

.NET Developers are responsible for designing, implementing, and managing software applications using the Microsoft .NET framework. Let’s look deeper into their role and responsibilities:

Application Development:

  • Design and Development: Create robust, scalable, and secure applications tailored to the business’s requirements.
  • Coding and Debugging: Write clean, maintainable code and troubleshoot, and debug to ensure optimal performance.
  • Performance Optimization: Optimize application performance to ensure fast load times and smooth functionality.

Collaboration and Communication:

  • Team Collaboration: Work closely with other developers, UI/UX designers, and product managers to deliver cohesive solutions.
  • Client Interaction: Communicate with clients to understand their requirements, provide updates, and gather feedback.
  • Documentation: Code documentation, create user manuals and provide training to end-users or internal teams.

Maintenance and Support:

  • Application Maintenance: Regularly update, maintain, and improve existing applications for better performance and usability.
  • Bug Fixing and Troubleshooting: Address bug reports, troubleshoot issues, and provide timely resolutions to ensure minimal disruption.

Testing and Quality Assurance:

  • Testing: Conduct unit testing, and integration testing, and work with QA teams to ensure the quality of the developed applications.
  • Code Review: Participate in code reviews to maintain coding standards and improve code quality.

Continuous Learning and Improvement:

  • Technology Upgradation: Stay updated with the latest technologies, frameworks, and best practices in .NET development.
  • Professional Development: Engage in professional development opportunities to hone skills and stay competitive in the field.

Strategic Input:

  • Technical Strategy: Provide input on technical strategy, architecture, and best practices to optimize development efforts.
  • Innovation: Identify opportunities for process improvement and innovative solutions to meet business needs.

Project Management:

  • Timeline Management: Manage project timelines, and deliverables, and ensure deadlines are met.
  • Resource Management: Efficiently manage resources, prioritize tasks, and ensure project goals are achieved within budget.

9 Simple Steps to Hire .Net Developers

Finding the right .NET talent might appear daunting, but it can be done. By the end of this step-by-step guide, you’ll be able to hire the .NET developer you want.

Let’s dive in.

How to Hire a .NET Developer

1. Knowledge of .NET Framework is a Must

For hiring competent .NET developers, you as a hiring manager or someone in your team should have a good knowledge of the dot net framework. Put it simply, you need a team member qualified to vet them. This includes knowledge of its framework, cross-platform capabilities, language interoperability, and limitations.

When evaluating .NET developers, focus on spotting their specific skills in areas like ASP.NET, Entity Framework, and Windows Forms.

2. Specific Project Requirement Analysis

A nuanced analysis of specific project requirements is crucial before making a hiring decision. This involves a deep dive into the project’s technical demands, such as the necessity for system integration with existing platforms or third-party services, which might include CRM systems or cloud services.

It’s equally important to consider any special security needs, especially if the project deals with sensitive data, requiring compliance with standards like GDPR or HIPAA.

Assess the project’s scale and complexity to understand the level of expertise required from a .NET developer.

3. Have a Clear Job Add

Creating an effective job description is a critical step in attracting the right candidates, especially for a specialized role like a .NET developer.

When crafting your job description, start with a precise job title, like ‘Senior .NET Developer,’ followed by a concise summary that underscores the role’s significance within the company.

Detail the key responsibilities, specifying daily tasks, project types, and collaborative aspects of the role. Clearly articulate the required technical skills, such as expertise in C#, .NET Framework, and Agile methodologies, while also mentioning desirable skills, like familiarity with cloud technologies.

Don’t forget to give a snapshot of your company, highlighting its culture and unique selling points, and be transparent about the compensation and benefits offered. Conclude with a straightforward application process and an equal opportunity statement to reflect your commitment to diversity.

Remember, the essence of a great job description lies in not just listing the requirements, but in effectively marketing the role and your organization to prospective candidates.

4. Targeted .NET Talent Sourcing

With your job description in hand, the next step is to strategically post your job ad to reach candidates effectively. Aim to place your ad where developers are most engaged and active.

Explore platforms where .NET experts are active, such as Stack Overflow, GitHub, or .NET community forums. Simultaneously, leverage professional networks like LinkedIn, using specific filters to pinpoint .NET talent.

When reaching out to potential candidates, especially those who are already employed—since top talent often is—it’s crucial to send personalized messages that connect with their specific experiences and interests.

One successful strategy in attracting .NET developers is to highlight the opportunity for remote work. Offering the flexibility to work from anywhere not only appeals to high-quality candidates who prioritize such freedom but also broadens your talent pool significantly.

5. Advanced Technical Evaluation

Stay away from generic or repeated tests when evaluating Dot Net developers.

Employ practical coding tests relevant to .NET, such as creating a basic console application, which they should complete in a reasonably short period. This test should be designed to evaluate their coding, and it’s best conducted after you’ve screened out less suitable candidates.

Complement these practical assignments with live coding sessions, reviews of the candidate’s past project codes, and assessments of their theoretical understanding in areas like C#, the .NET framework, and database management. This comprehensive testing strategy ensures you evaluate both their hands-on coding skills and their grasp of essential .NET concepts and practices.

6. Focused Soft Skills Assessment

Assess candidates’ communication skills and their ability to work effectively in a team. Use behavioral interview techniques to gain insights into their professional experiences and how they handle real-world challenges.

What soft skills do you value the most? Figure them out and create questions that can help you identify those skills.

7. In-depth Interviews with a Technical Panel

When hiring senior .NET developers, evaluating their technical abilities and problem-solving skills is key. In the screening process, use a multiple-choice quiz to cover C# syntax, .NET frameworks (like .NET Core and ASP.NET), basic SQL, HTML/CSS/JavaScript basics, SOLID principles, and Git usage. This assesses their knowledge across essential areas. Code reviews and live coding tests can provide a practical assessment of their skills.

Another way to vet them is to assign a homework project where they build a simple CRUD application with .NET Core, and any front-end technology (like Blazor or ASP.NET Razor) to demonstrate their practical skills. Lots of developers would be open to a home assignment instead of pair programming interviews. In the end, choose the method that works best for you and your team, but don’t skip this step.

8. Competitive Market Analysis for .NET Developer Rates

Research current market rates for .NET developers using platforms like Glassdoor and Payscale.

Here’s a detailed approach to ensure you offer a competitive and fair package that aligns with current market trends and your budget:

  • Start by researching current market rates – Use platforms like Glassdoor, Payscale, Indeed and others to gather data on salaries. 
  • Consult recruitment experts – Reach out to recruitment agencies that specialize in tech and development roles, as they can easily provide you insights about the current global market and help you position your offer, finding you the ideal candidate.
  • Analyze job postings – Review job positions for developers to see what other companies are offering. 
  • Consider additional benefits – Developers are not only into high compensation. They are also looking for benefits, including health insurance, retirement plans, flexible hours, remote work, and more.

9. Strategic Onboarding Plan

The final step is onboarding. This is as important as the first step. Onboarding is fundamental not only to help the new developer understand more about the team and its dynamics but also to generate vbvn7uyhtbf engagement from the start. Research shows that great onboarding improves employee retention by up to 82%.

Implement an effective onboarding process to integrate new .NET developers into your team. Include pre-onboarding communication, technology setup, training in your specific .NET implementations, and regular check-ins for support and feedback.

In-house vs. Remote .Net Developers: Making the Right Choice

As a staffing agency, we understand the complexities of choosing between in-house hiring and remote recruitment agencies such as DistantJob.

The table below breaks down the differences between using DistantJob’s services for hiring remote tech experts and traditional in-house hiring processes.

AspectDistantJob ServicesIn-House Hiring
Speed of hiring2-4 weeks4-8 weeks
Customization of recruitment processYesNo
Access to global talentYesNo
Candidate vettingVets candidates at three levels, top 5 out of thousandsLimited to local talent pool
Soft skills and culture fit assessmentYesVaries
Comprehensive global HR supportYesNo
Continuous post-hiring supportYesTypically handled internally
100% cash money back guaranteeYesNo
Experience with international complianceYesTypically limited
Pushes reconsideration of rejected candidatesNoYes
Deep dive into company cultureYesEasier to align with existing culture
Specialization in remote work expertsYesMay vary
Quality of candidatesHighly vettedVaries
Risk managementLower risk due to guarantees and experienceHigher risk
Cultural fitActively sought and matchedEasier to assess in person

As you can see, we offer several advantages in terms of efficiency, global reach, and specialized support for remote work. In-house hiring may also benefit in terms of direct cultural alignment and familiarity with local practices.

The interview questions to ask when Hiring a .Net developer

By preparing a mix of technical and behavioral questions, you’ll be able to gain a holistic understanding of the candidate’s capabilities and how well they’ll mesh with your team. This comprehensive approach to interviewing will aid in making an informed hiring decision. Let’s start with the:

Technical questions:

1. What is the difference between a while and for loop? Give a .NET syntax for both types

Every developer you are looking to hire should know the difference between a while and for loop as they are very frequently used any time a unit of code must repeatedly be executed. The for loop is used when the number of iterations is known, whereas the while loop should be utilized until a given statement become true.

An example of this syntax in VB.NET is below.

While loop:

While condition [is True]


End While

for loop:

For counter [As datatype] = start To end [ Step step]


Next [ counter ]

2. Explain what .NET web services are

Almost every single application that your .NET developer codes will need to access the web. .NET web services are “reusable components that allow developers to publish an application’s function over the internet to make it accessible and directly interactable with other applications and objects online.”

Web services use the standard web protocols and data formats, such as HTTP and XML, so they can connect across numerous platforms and languages. With ASP.NET your programmers can develop web services, and the .NET framework has built-in classes that are made to build and consume web services.

3. Explain what a delegate is in .NET

The .NET programmer who you’re interviewing should be able to explain that using a delegate lets the developer encapsulate a reference to a method inside a delegate object, similar to a pointer in C and C++. Then, the delegate object can be given code that can call the reference method without needing to know which method will be invoked at compile time.

Additionally, delegates can be used to create custom events within a class. Here’s an example:

public delegate void FooDelegate ();

class FooClass


// custom event

Public event FooDelegate FooEvent;


FooClass FooObj = new FooClass ()

FooObj.FooEvent += new FooDelegate ();

4. What is the difference between managed and unmanaged code?

The main goal of this question is to understand if your potential .NET developer to hire understands CLR, which is a major portion of the .NET framework. The CLR provides functionalities that are important for development like memory management and garbage collection and runs managed code, like Visual Basic.NET.

Because of this, the manage code is platform-independent because it runs within the CLR instead of the operating system of the machine using the application. Languages like C or C++ produce unmanaged code, so the CLR doesn’t provide this functionality with them. However, unmanaged code is still used in .NET, such as in COM components, ActiveX interfaces, and Win32 API functions.

5. What is Inheritance?

Inheritance is one of the most relevant concepts in OOP, along with encapsulation and polymorphism. Inheritance allows developers to create new classes that reuse, extend and modify the behavior defined in other classes. All this enables code reuse and speeds up development. Developers are able to write and debug one class only once, and then reuse that code as the foundation for the new classes. 

6. What is the difference between an abstract class and an interface in .NET?

An abstract class provides a partial implementation for functionality and some abstract/virtual members that have to be implemented by the inheriting entities. It can declare fields as well. The interface, on the other hand, declares a contract or behavior that implementing classes should have.

In other words, an Abstract class allows you to create functionalities that subclasses can also implement. An interface will only allow you to define functionality but not implement it.

Behavioral Questions for. Net Developers

  • Describe a time when you had to work closely with a team to complete a project. What was your role, and how did you handle conflicts or disagreements?
  • How do you stay updated with the latest advancements in .NET technology?
  • Describe a situation where you had to learn a new technology or framework quickly to meet project requirements.
  • Share an example of a challenging problem you faced in a previous project and how you resolved it.
  • How do you prioritize your tasks when working on multiple projects with tight deadlines?
  • Describe a time you received constructive criticism and how you responded to it.


These hiring steps and interview questions will help you ensure that you hire a .NET developer with the right experience and skills.

You can find .NET developers through freelancing platforms, job boards, or by looking through social media platforms. However, this will require you to spend a lot of time trying to find the perfect match.

If you need assistance or prefer to bypass the complexities of the hiring process, don’t hesitate to contact us. We’re here to simplify and streamline your recruitment experience.

At DistantJob, as an IT remote staffing agency, we can help you find a qualified, guaranteed expert without the pain of searching and interviewing to join your team. You tell us what type of candidate you need, and in less than a month, you’ll have a skilled full-time remote .Net developer ready to start working with you. Contact DistantJob today for a free consultation!

What is .Net Development?

.NET is a software development framework and ecosystem that was created and released by Microsoft in 2002 to allow easy desktop and web application engineering. The framework significantly speeds up the development process by offering secure and simple ways to create an application or a website.

What is a .NET Developer?

NET developers are primarily responsible for designing, implementing, and developing software applications according to the different business needs. They also analyze to identify specific problems to provide and develop the appropriate system requirements.   

Ihor Shcherbinin

Ihor, is the VP of Recruiting at DistantJob. He specializes in sourcing and placing top remote developers for North American companies. His expertise covers the entire recruiting cycle, from pinpointing job needs to finalizing hires. Known for his skill in remote staffing solutions and offshore team integration, Ihor excels in matching the best tech talents with U.S. organizations. His approach to virtual developer hiring is marked by insightful candidate selection and strategic offer negotiation, ensuring the right fit for every role.

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