Xamarin jumped to the market a few years ago with a game-changing solution that bridges the gap between Android and iOS, allowing businesses to expand to more flexible hybrid solutions, especially those already invested in .NET framework. The growth in popularity does not change the fact that it will not be easy or cheap to hire a skilled Xamarin developer locally in the US. The most talented individuals, are often already working on projects or are hired very quickly and the cost of such skills is often quite high.
The reality is that there are many companies competing for top talent, especially when it comes to hiring senior developers. Your competition is no longer just the company down the street and you need to adapt, and hire the right people.
This article will provide a practical, hands-on guide to how a US manager can find, test, and hire the right Xamarin developer.
1. Become a Headhunter or Hire One
The first step is to take on the role of a headhunter, or at least act like one. This is the exact opposite of posting a job ad and waiting for people to apply. This is a process where you manually search for passive candidates, those candidates who are not looking for a job but might be open to an offer. They usually are the best option.
You can find them through professional networks such as LinkedIn, or through places where developers hang out, such as GitHub. For passive candidates, you need to approach them directly.
Why you should approach them? The reality is the best ones are usually already hired and they are not interviewing with many companies, like typical candidates who are searching for a job.
If it’s too much of a hassle for you, use a recruitment service. Some even specialize in technology and some even specialize in Xamarin!!! (Yes, they do exist). Check their background, make sure they have a good reputation, and let them do their job. (I heard these DistantJob guys are pretty good ☺. They understand the market, they create the right connections, and help you save a lot of time and aggravation. They handle all the payroll and legal issues, and offer you peace of mind.)
2. Stop Chasing Unicorns
Even when you are recruiting for a senior-level position, waiting for a full-stack developer who has ten years of Xamarin experience and is willing to work for less, is not reasonable. What you should ask for is a successful track record, strong C# knowledge, and adaptability. Xamarin is a specialized technology, but let’s be honest, it’s built on .NET, which means a good senior-level .NET developer can ramp up quickly.
Rather than delaying the hiring process with impossible requirements, look for a developer with strong domain expertise, true problem-solving capabilities, and a great attitude with a hunger to learn. These three elements are what make a real senior developer, not a résumé filled with all the matching skills.
3. Create a Friendly Recruitment Process
Act fast. Great Xamarin developers don’t stay on the market for long. If you find someone you want, don’t wait. Don’t sound corporate. Be honest and straightforward in the way you communicate with the developer.
Show that you care and make the communication personal. Tell the developer that you appreciate their experience or skills. Make the developer feel special.
4. Promote Your Company
Do your best to sell your company.
Think of your company as an assest that you want to sell. You need a developer to buy into your company, so why would they want to do that? What makes your company unique, and how can they benefit from working for you?
■ Do you have a great mission where the developer can feel like they are making a difference in this world?
■ Do you have an amazing company culture?
■ Do you offer professional growth?
■ Do you pay well?
5. Remow Work is Here to Help
If you are still asking people to come to your office five days a week, you are living in the stone age.
Remote work creates work-life balance; it’s a huge selling point. Great developers in any specialized technology, including Xamarin, want to work remotely. They want to work near home, sometimes from home, and sometimes from the beach while traveling.
Get over your control freakishness and let people work remotely. You will have access to a much larger pool of candidates and can afford to hire those skilled Xamarin experts you needed.
And if the fear of productivity comes to your mind, you can always implement a time-tracking solution (although we are against it). Give it a chance and soon you will learn that remote workers are just as productive, if not more productive, than on-site workers.
6. Consider DistantJob Services
There are plenty of options to hire a Xamarin developer. The service can be flexible to your needs and to your budget. Websites such as Upwork and Fiverr have pre-vetted freelancers that can be employed by your company, but rest assured, they will work on multiple projects. For big companies this might work, but if your resources are limited then you might want to consider other options such as DistantJob remote staffing services.
The huge advantage of working with an international remote placement service is that we have access to a much larger pool of candidates, and we provide a much more streamlined service that saves you time and allows you to focus on what you do best. That’s why DistantJob has been doing this for more than 10 years, finding superstar remote Xamarin experts that are great from day one.
Conclusion
The process of hiring an Xamarin developer is a critical step toward bringing your hybrid application to life.
One of the best ways of hiring great Xamarin developers is to poach top employees from companies that also have great company cultures and processes. One of the best ways to attract those people to come work for you is to promote your business and talk about how great it is to work remotely. There is a gigantic world out there with many awesome people who would be an amazing fit for your company.
So, how can you find the ideal candidate? By partnering with DistantJob. As an IT recruitment agency, we focus on finding remote developers who meet evolving demands and market trends. With our headhunting approach, we ensure that candidates not only meet your technical requirements but also adapt to your culture and dynamics.
Want to learn more? Let’s talk.
