Handpicked Remote Software Developers to Match Your Company Hiring Needs

1. Define your Ideal Candidate

Defining the job position is about knowing what this person will be doing and analyzing the person beyond their technical tasks. When you hire someone to work for your company, you expect them to understand your culture because it reflects on their job, and therefore, on results.

2. Remote Interview Process – Create the Job Add

You need to set up a hiring process. A hiring process contains relevant aspects such as writing down a job description that encourages talented developers to apply and the tools you’ll use during the hiring process.

3. Choosing the Right Platform to Post your Job Add

Writing a good job description and looking for them in the right places matters.

You can post a job ad on popular job boards or freelancing platforms, or you can opt for recruitment agencies specialized in remote developers such as DistantJob agency.

4. Interview Remote Developers

Interviewing candidates gives you the first glance into a developer’s skills and experience. However, besides only asking them questions keep in mind that testing is a must. Give them one project to start and see how they manage it.

Sometimes candidates can dazzle you during remote interviews , but it’s still better to make sure that person is the right one. During interviews, always keep in mind that you are not only looking for the technical abilities and the hard skills, but you also need to look for soft skills.

Tip: Make team interviews. Especially if you are looking for a dev that will be working in a team with other developers.

5. Send the Offer and Onboard

By now you know who you want to hire and you are sending the offer. The following step is onboarding your new developer,  Did you know that great employee onboarding can improve employee retention by 82%?

Sitting at a desk, in front of their laptop or workstation. The more health-minded may use a standing or treadmill desk, of course.

I kid, of course. What you want to know about is focus. DistantJob makes it a point of only soliciting full-time, career-driven developers who care more about writing great code than having a margarita-fueled tan. We are not a hanging-out place for digital nomads. We are squarely in “work-from-home” territory, and we find people equipped to do it properly.

There really is no answer but this one: there’s no reason for the best developers in the world to flock to a specific geographic location. Sure, some countries have better IT education than others, and you can look at that rank by checking our article.

Realize that if you look for a developer in a tech hub or in a G7 capital, you likely have to settle for hyper-expensive or mediocre (sometimes, both!). The reason is simple: all the top talent has been poached by companies with billions in hiring budget.

Conversely, if you look for a programmer who has opted to live a quieter life in a country like Portugal, Spain, Romania, or Argentina — often, so they could spend less time fighting the commute and more time practicing their craft — you’ll be able to get a real gem for a reasonable price.

(Do note: we don’t do cheap. We find great software engineers because we have a reputation for finding people good jobs with good pay. Don’t think of us as your shortcut to Uncle Scrooge land.)

The cost of hiring a team of developers depends on where they are located, on the tech stacks they master and on that individual’s experience.

In North America are the highest rates, around $80-$ 120- per hour for a senior dev, followed by Central Europe where an expert will charge $50 – $100.

The lowest rates are charged by developers from Latin America and East Europe starting from $30-$65 per hour.

We offer an industry-first employee lifetime guarantee, which is to say, if your developer doesn’t work out, we find you a replacement free of charge. Other recruitment companies wash their hands a handful of months after you hire, and even before that, they are not motivated to do a good job after they got their payment. DistantJob is different because we are your partners for the whole duration of the employee lifecycle, and we will be there with our proactive HR support to make sure you are never dissatisfied.

Absolutely. First: DistantJob has no access to your IP — how you communicate with your developer is up to you. We only get in touch periodically to make sure they have a productive (and secure!)

In addition to that, we will run standard background checks on every candidate, and extra ones if you deem it necessary to do so. Finally, we provide stronger IP protection through local entities. We own legal entities worldwide, eliminating the chance of IP infringement or theft. Our legal team constantly monitors changes in IP law and updates our contracts and protections accordingly.

Yes, that’s part of our charm. One of our main goals is to save our clients time and effort. We are not in the business of pressing a couple of buttons in our ATS to get you spammed with CVs. Our recruitment team handles the grinding and vetting, and you only get 3-5 beautiful candidates at a time — and most of our clients hire from that first batch.

You’ll start seeing the first batch of candidates within 2-3 weeks. The full cycle will depend on your requirements for interviewing and testing, but assuming you pick a candidate from that first batch — again, that’s what happens with most of our clients — we’ll have the paperwork sorted in one week. That’s about a month, counting from our first meeting! 40% faster than the industry standard.

How much each specific developer will cost will depend on their salary expectations. In general, this is tied to their location and their level of experience. To maximize every hire’s compensation, our accounting team continuously optimizes the payment options available for each region, so every individual is compensated the way it’s the most advantageous to them. We’re committed to helping both you and your developers get the best “bang for your buck.” DistantJob charges a flat fee on top of each developer’s compensation.