Considering Employing Remote Software Developers? Take These 7 Simple Steps

This article explores the benefits of remote work, provides insights into the considerations to bear in mind before hiring remote software engineers, outlines the steps to take when recruiting remote software developers, and offers advice on how organisations can quickly build their engineering dream teams in the cloud.

Let’s get started.

The content

  1. Introduction
  2. The Advantages of Remote Work for Businesses
  3. Considerations when employing remote software engineers
  4. How can I find and recruit remote software developers?

    i. Step 1: Determine the best routes for locating qualified individuals.
    ii. Step 2: Begin screening applicants.
    iii. Step 3: Schedule the soft skills interviews with the applicants.
    iv. Step 4: Carry out technical interviews
    v. Step 5: Conduct detailed technical assessments.
    vi. Step 6: Make an enticing offer
    vii. Step 7: Easily integrate
  5. Questions to ask when interviewing remote software engineers
  6. What exactly is Works? How does it aid in the recruitment of remote software developers?
  7. Why should you hire remote software engineers from Works?
  8. Who are Works clients?
  9. What do consumers think about Works?

Hire Considering Employing Remote Software Developers? Take These Seven Simple Steps!

Due to the ongoing pandemic, many businesses were forced to suspend their operations in 2020. Measures such as social distancing and nationwide lockdowns made it difficult for people to travel to workplaces. Fortunately, remote working provided a viable solution for these companies to continue their business operations.

In the early stages of the global pandemic, Twitter declared that its employees would be able to work remotely on an ongoing basis. This has been beneficial for not only large corporations, but also small and medium-sized businesses. While having a remote workforce can be advantageous, it can also be a challenge to develop and manage effectively.

So, in this in-depth remote recruiting guide, you’ll discover all you need to know about hiring remote software engineers.

The Advantages of Remote Work for Businesses

  1. Remote employment reduces corporate costs.

    Dell has long understood the advantages of having a remote workforce and has been taking advantage of this for several years. Since 2016, Dell has achieved impressive savings of nearly $12 million in real estate costs due to its remote working policy. This is backed up by a report from the Capgemini Research Institute from last year, which found that 88 percent of organisations are taking advantage of the cost reductions associated with remote labour.

    Companies that choose to hire remote software engineers may benefit from cost-saving measures, such as not having to lease a physical workspace, purchase equipment for a traditional office setting, or reimburse employees for travel expenses. By investing in a remote workforce, businesses can reduce costs associated with having a physical presence and focus more of their resources on other areas of the organisation.

    According to Global Workplace Analytics, a single company may save up to $11,000 per remote employee per year if they telecommute 50% of the time.
  2. Remote employment provides access to a global talent pool and facilitates recruiting.

    Working remotely has the potential to significantly reduce the constraints typically associated with a traditional physical workspace. This opens up a much wider pool of potential candidates for software engineering roles, as companies are no longer limited to hiring individuals based on their proximity to the office.

    Organisations no longer need to focus on hiring software engineers within their local area; instead, they have the opportunity to recruit talent from all over the world. By removing geographical boundaries, businesses can create a much more diverse and inclusive workplace. This provides them with access to a much wider range of skills, talents and expertise, enabling them to find the perfect candidate for their specific requirements.

    Additionally, the implementation of remote work policies can be a great incentive for experienced remote engineers. According to Gallup research, 54 percent of employees are willing to switch to a different job that offers the opportunity to work remotely.
  3. Remote work increases productivity and improves performance.

    Companies who have employed remote software engineers have observed an increase in productivity. According to Forbes, remote staff members have been reported to be up to 45% more productive than their office-based counterparts. This data suggests that remote working can be a viable and beneficial solution for businesses who are looking to improve the efficiency of their employees.

    The remote work culture offers a number of benefits to developers, such as the ability to eliminate distractions that they may face in a traditional office setting. By allowing developers to choose their own workspace and customise their environment to maximise productivity, this type of working arrangement can help them to stay focused and productive.

    Working remotely provides developers with increased autonomy as they are no longer restricted to a specific geographic location. This enhanced freedom appears to have a positive effect on the quality of their output, as research has found that it has led to a 40% reduction in quality issues.

    The enhancement of productivity can be largely attributed to the autonomy that remote employees have in terms of selecting their own working hours and working from locations that maximise their efficiency. Another study discovered that, although remote employees allow themselves more breaks during the course of the day, they still dedicate significantly more time to work.
  4. Remote working encourages catastrophe readiness.

    Companies that employ remote software engineers should create a comprehensive contingency plan that covers potential scenarios such as natural disasters, local or national lockdowns, and disease epidemics. Preparing for such scenarios will help ensure that business operations can continue as normal, even in the face of unexpected events.

    Remote work enables businesses to swiftly react during an emergency, ensuring that their operations remain steady and their personnel remain secure.
  5. Employee happiness and morale are high while working remotely.

    According to the 10th Annual Survey conducted by Flexjobs, a majority of the participants (58%) expressed their desire to continue working remotely full-time even after the end of the current pandemic. Additionally, 39% of the respondents indicated that they would prefer a blended work setting.

    That is about 97 percent of respondents who sought some type of remote job!

    According to the report, twenty-four percent of the respondents expressed that remote work is essential. Additionally, they indicated that they were prepared to accept a pay cut of 10 to 20 percent of their current salary in exchange for the flexibility of remote employment. Furthermore, twenty-one percent of employees indicated that they were willing to relinquish some of their vacation time in order to have a flexible work arrangement.

    Remote work’s monetary, time-based, and lifestyle perks have a direct influence on employee happiness and morale.
  6. Remote employment leads to higher staff retention and decreased absenteeism.

    Employees who must relocate to a remote location away from their workplace are often faced with a difficult decision, as this can be a major contributor to employee turnover. However, employers are not required to give up their current jobs in order to hire remote employees, and the employee’s decision of where to live has no bearing on the company’s operations.

    Absenteeism presents a significant challenge for businesses employing traditional in-house labour. By employing remote software engineers, however, companies can effectively manage this issue. Remote working offers a much lower rate of absence, as it is far more convenient to access one’s laptop than to commute to the office.
  7. Remote employment contributes to a healthy workforce.

    Employees are stressed at work for a variety of reasons, including lengthy commutes, office politics, dissatisfaction with their jobs, and so on.

    Remote employment offers numerous advantages to employees, providing them with the flexibility to manage their personal and professional commitments without compromising on their job performance. According to a survey conducted by Hubstaff, an impressive 84% of employees believe that the ability to work remotely has enabled them to better cope with mental stress.
  8. Remote employment provides for a 24-hour work cycle.

    Companies that hire remote software engineers have the potential to easily implement a 24-hour work cycle. Whereas the majority of firms operate within a standard 9-5 format, businesses with a 24-hour schedule are able to offer a continuous 24/7 service with personnel working from multiple time zones. This can be beneficial to those organisations that require continual customer support or need to attend to urgent matters around the clock.
  9. Remote employment expedites the onboarding process.

    Due to its lack of complex documentation, the process of remote onboarding is far more efficient, straightforward, and simple than traditional onboarding. This type of onboarding facilitates the incorporation of new personnel into the business more quickly, and helps them to become familiar with their job duties. In addition, organisations that hire remote software engineers can save money since there is no need for contracts, arrangements, or any other kind of written documentation.
  10. Working from home decreases one’s carbon impact.

    While working remotely may not be able to completely eliminate a business’s carbon footprints, it can drastically reduce the amount of greenhouse gas emissions, which is beneficial not only for the environment but also for the company itself. This reduction of emissions can have a substantial impact on the success and sustainability of the business.

    Customers will trust you more if they understand you’re a firm that hires remote software engineers while keeping the environment in mind.

    A recent Neilsen poll has revealed that consumer behaviour is heavily influenced by a company’s efforts to be environmentally conscious. This indicates that consumers are increasingly demand more environmentally friendly practices from the businesses they purchase from, and are selecting to spend their money on companies that actively demonstrate a commitment to sustainability.

    This data provides compelling evidence of the potential of remote labour and remote software engineers to significantly increase operational efficiency. Now that the benefits of employing remote professionals have been established, let us explore how you can go about recruiting remote software engineers.

Considering hiring remote software developers? Here’s a step-by-step tutorial.

The COVID-19 pandemic has highlighted the potential of remote work, and it is clear that it is here to stay in some form or another. Consequently, it is essential to be aware of the best approaches to hiring a remote software developer.

Let’s take a look at the variables hiring managers should think about before recruiting remote software engineers.

Considerations when employing remote software engineers

  • Before employing remote software professionals, establish project criteria.

    Prior to initiating the process of recruiting remote software professionals, it is essential to identify and assess the software development requirements of the company. This initial step is critical in order to determine the type of resources that will be necessary to meet the desired objectives.

    You have the option of outsourcing the entire project to a remote team, entering into a contract with remote freelance engineers, or creating your own development team with the help of platforms such as Works. All these alternatives will provide you with access to professionals with the right skills and experience, allowing you to achieve your desired outcomes.

    Estimate how experienced and proficient you want your developers to be so that you can accomplish your project quickly and on schedule.

    Determine your project timetable and budget before employing remote software engineers.
  • Before recruiting remote software engineers, create a screening procedure.

    As previously said, remote recruiting broadens the skill pool accessible to businesses. However, this does not make remote hiring simple.

    In order to accurately evaluate the technical skills of a remote software engineer, it is advisable to implement a comprehensive assessment strategy. Two of the most effective tools for this purpose are multiple technical interviews and live coding challenges. These methods allow for a thorough assessment of the engineer’s knowledge, skills, and abilities in the field.

    These procedures will assist you in analysing and evaluating the skills of a possible remote software developer.
  • Before recruiting remote software engineers, create technical competence assessments.

    As remote hiring managers, it is essential that we evaluate the talents and experiences of software engineers when making employment decisions. Examining the expertise and knowledge of developers is crucial to ensuring that we are bringing on the right personnel for the job. We must be diligent in assessing the qualifications of engineers to ensure that we are recruiting the best candidates for successful remote software engineering projects.

    It is now evident that the development of software necessitates the utilisation of multiple programming languages. Therefore, depending on the scope of the project, it is critical to understand the proficiency required when recruiting a remote software developer.
  • Before employing remote software engineers, critically investigate their experience.

    Remote recruiting managers should keep in mind that experience does not necessarily imply knowledge.

    As an employer, it is important to verify that a software developer’s experience is backed up by relevant knowledge and expertise. For example, a developer may have worked with Python for a number of years, but this does not necessarily mean they are proficient in its use. Therefore, it is essential to thoroughly assess the candidate’s abilities during the recruitment process, rather than be swayed by impressive resumes alone.

    In addition, ensure that your recruitment efforts are focused on locating remote software engineers with practical experience in developing applications that are comparable to the requirements of your organisation.
  • Before employing remote software engineers, consider culture and values.

    When engaging remote developers, it is important to remember that they are not mere freelancers, but rather an integral part of your team. As such, they should be considered an extension of your business and its values throughout the duration of their contract.

    It is essential to consider how well a potential remote software engineer’s values and work habits match those of your company when designing a remote recruitment strategy. Taking this into account will ensure that the individual will be a good fit for the organisation and its culture.
  • Before recruiting remote software engineers, assess their communication abilities.

    Effective communication is essential for a remote workforce to be productive and successful. Without effective communication, even the most capable of engineers may not be able to contribute to the team in a meaningful way. Establishing clear and consistent lines of communication is essential for ensuring that everyone on the team is able to collaborate effectively and efficiently.

    In order to ensure that communication issues do not impede the productivity of your software development team, it is essential to locate and recruit remote software engineers who possess effective communication skills and demonstrate flexibility in their communication style. By hiring remote software engineers who are communicative and adaptable, you can ensure that communication obstacles do not interfere with your team’s progress.
  • Before employing remote software engineers, consider the variations in location and time zone.

    With the advent of modern technology and advances in communication, companies can now access software engineers from any corner of the world without any worries. This is a major benefit of remote hiring, as it greatly simplifies the process of interacting with professionals from different parts of the globe. As such, remote recruitment has become increasingly popular in the business world.

    Remote software engineers that are based in the same time zone can offer improved communication efficiency due to the elimination of delays in responses, as there will be no need to wait for hours for a response from other team members.

    It is not necessary to adhere strictly to a remote hiring requirement. Consider scheduling overlapping hours (typically four hours) when the entire team must be available. This will ensure that all team members are able to communicate with each other as needed.
  • Before employing remote software engineers, consider your choices.

    • Freelance programmers

      If you have a small project that has to be managed by an expert, freelancing developers might be an excellent alternative.

      Due to the fact that costs associated with office space and equipment are not necessary when employing freelance developers, it is often more cost-effective than hiring in-house developers. This provides the added benefit of scaling the development team according to the specific needs of the project. Despite the savings, however, managing freelance developers may be challenging.
    • Internal developers

      If you require a full-time remote employee to join your company, hiring an in-house developer is an ideal option. This is especially beneficial if you have a variety of projects to manage and want to maintain control over the entire development process. An in-house developer would be able to provide you with the resources, expertise and dedication necessary to help your business achieve its goals.

      However, managing a full team is a time-consuming and difficult endeavour that requires constant engagement.
    • Outsourced programmers

      Outsourcing is an effective solution for those looking to avoid the time-consuming and often difficult tasks associated with recruiting and managing personnel. By engaging outsourced developers, businesses can benefit from having an extended team that is available to provide assistance with any stage of their project, from start to finish. This can help to reduce the burden of project management, allowing businesses to focus their efforts on other areas of their operations.

      Outsourcing is perfect if you need to recruit remote developers quickly and have the freedom to grow the team up or down at any moment.

Do you believe that hiring software developers is the right decision for your business? If so, you should take a closer look at Works. Works is a data-driven, deep jobs platform that makes it easy to locate and hire the best software developers and engineers. This platform makes it possible to quickly create a remote engineering team with just a few clicks.

Seven basic approaches for hiring remote software engineers

Step 1: Determine the best routes for locating qualified individuals.

There are several methods to identify and recruit software engineers in today’s world. Here are some of the best:

  • When recruiting remote software engineers, request references.

According to a LinkedIn research, up to 50% of organisations in the United States get skilled employees via employee recommendations.

If your organisation currently has employees who are working remotely, it is essential to encourage them to recommend qualified candidates to fill any job vacancies. By incentivizing your employees to recommend potential candidates, you can create a strong and comprehensive system for sourcing and recruiting skilled engineers from any location. This can be a great way to expand your talent pool and find the best possible candidates for any open positions.

  • While looking for remote software engineers, post in specialist groups.

Networking is essential for locating and recruiting distant software engineers.

It is important to utilise social networking as a tool for increasing visibility, however, it is also important to exercise caution when doing so. Different nations have varying levels of popularity for different social media sites. For example, just because Instagram and LinkedIn are widely used in one nation, it does not necessarily mean that the same is true in another. It is important to take the time to research the most popular social media sites in a given nation before utilising them as part of a marketing strategy.

It is essential to understand the nuances of a nation’s virtual landscape in order to accurately identify suitable remote software professionals. To do so, it is important to research job posting sites that are country-specific. This will enable you to more efficiently source and employ remote software professionals in the desired country.

  • When employing remote software engineers, look for talent in the proper markets.

One of the most pervasive ways to source and hire remote software engineers is to post job openings on job boards and job platforms, such as Indeed. Additionally, employers can leverage job platforms to effectively advertise remote employment opportunities, which can be beneficial in helping to attract talented candidates.

While these platforms may offer to connect remote professionals, it is difficult to locate experienced and talented engineers.

As a result, rather of utilising generic platforms like Upwork and Indeed, seek for specialist platforms with a narrow specialisation, such as Works.

Step 2: Begin screening applicants.

Resume screening is a critical step in the recruitment process, helping to identify the most suitable applicants for a given role. This involves comparing the job requirements to the candidate’s qualifications, as well as assessing other key criteria such as experience, education, skills, and attitude. By taking these factors into account, employers are able to make well-informed decisions about which individuals are best suited to the position.

  • Working knowledge
  • Qualifications in education
  • Knowledge and abilities
  • Competencies
  • Personality characteristics

If you are looking to recruit remote software engineers efficiently, it is likely that you will have to spend a considerable amount of time reviewing applications. To streamline this process, many human resources professionals are opting to use resume screening software to quickly assess the suitability of potential candidates.

Here are the top five resume screening applications:

  • Newton
  • Ideal
  • Recruiterbox
  • Freshteam
  • The Big Biller

Step 3: Schedule the soft skills interviews with the applicants.

Once you have completed the preliminary evaluation of applicants, it is important to facilitate individual interviews in order to make an informed selection. The primary objective of these soft skills interviews is to determine whether the candidate is a good fit for the organisation in terms of their values, work ethic, and interpersonal skills.

When recruiting and managing remote teams, Human Resources professionals often use behavioural interviews to gain insights into an employee’s attitude, personality, and set of values. These interviews provide an opportunity for HR professionals to gain a better understanding of a candidate or employee’s behaviour, enabling them to make more informed decisions about their suitability for a particular role or job function. Additionally, these interviews can provide invaluable information to employers about how the employee is likely to interact with their colleagues, how they approach problem-solving, and how they will fit into the company’s organisational culture.

Here are five often asked behavioural interview questions:

  • How do you get things done when you’re on a tight schedule?
  • What do you do when your to-do list gets unmanageable?
  • How would you handle a disagreement with coworkers?
  • What should you do if a member of your team refuses to work or cooperate?
  • Please tell us about a moment when you had to adapt to a new and unexpected change at work.

Step 4: Conduct technical interviews.

When you’ve finished with the soft skills interviews, schedule the technical interviews.

Technical interviews are an important part of the hiring process, and involve the assessment of a candidate’s technical proficiency, as well as core skills such as problem-solving abilities and strategic thinking. To evaluate these abilities, technical interviews are often conducted by a senior engineer, team leader, or technical architect. This allows the interviewer to gain an understanding of the candidate’s knowledge and expertise in the relevant field.

During the interview, they may ask the following technical questions:

  • How many programming languages are you familiar with?
  • What kinds of operating systems do you have experience with?
  • How many different development tools have you previously used?
  • What exactly is the purpose of a solution design document?
  • Have you ever used source code analysis software? If so, please elaborate.

Step 5: Conduct detailed technical assessments.

This is the final phase of the recruitment process for remote software engineers. To evaluate potential candidates, we recommend assigning a few tasks to be completed within a limited timeframe. These tasks may include case studies, problem-solving exercises, coding challenges, and so forth.

This allows you to evaluate their technical talents as well as the following additional abilities:

  • Ability to think analytically and logically
  • Creativity
  • Mathematical and verbal reasoning
  • ability to solve problems
  • Time administration
  • Communication and presentation abilities

Here are a few case studies and situation-based challenges to get you started:

  • A global manufacturing company is facing stagnant revenues, prompting the IT department to develop a strategy for cost reduction. To achieve this, the IT team should conduct an in-depth assessment of existing IT processes and systems to identify areas where costs can be minimised. This assessment should consider factors such as the use of existing technology, the impact of changes on existing operations, and the implementation of new technologies or processes that can reduce costs. Additionally, the IT team should collaborate with other departments to ensure that the cost-cutting strategy is fully integrated with the organisation’s overall business objectives. By taking a comprehensive approach to cost reduction, the IT department can ensure that the organisation minimises costs without sacrificing quality or efficiency.
  • As a prominent sports league, we are looking to move our entire data centre to the cloud in six weeks in order to provide the necessary infrastructure to support our new mobile video application. This is no small feat and we expect to face a variety of hurdles along the way. The first of these will likely include analysing and evaluating the current data and applications, as well as migrating the data to the cloud environment. Additionally, we will need to ensure that the data is secure and that the applications are properly configured and optimised for the new cloud environment. Finally, we will need to test the applications and data to ensure they are functioning as expected and that they are providing the desired results.
  • As the Director of a progressive, technologically advanced regional hospital chain, it is concerning that the company’s profitability is only half that of the market leader. With my IT and business experience, I would recommend implementing strategies that promote increased efficiency and cost savings across the organisation. This may include investing in digital health technologies, such as electronic health records, telemedicine, and automated billing and scheduling systems, which can streamline operations and reduce administrative costs. Additionally, I would suggest exploring new revenue streams, such as launching digital health products and services, and exploring ways to capitalise on the data generated from digital health tools. Finally, I would recommend launching targeted marketing and advertising campaigns to reach potential new customers, as well as re-engaging existing customers. By leveraging technology, increasing efficiency, and exploring new revenue streams, the hospital chain can boost its net income.
  • If I am faced with a scenario in which my current project is falling behind schedule due to a lack of participation from members of a client’s team, I would take a proactive approach to the situation. First, I would reach out to the client and politely enquire as to why the team members are not participating. I would also assess the situation to identify which tasks are behind schedule and how much time is needed to catch up on the work. Additionally, I would suggest strategies to the client to increase team members’ participation and evaluate the progress of the project to ensure that it is back on track. Finally, I would keep all stakeholders informed about the progress of the project and any changes to the schedule.

Due to the vast range of technologies that may be used in coding challenges, there could be a multitude of questions available. To explore the various questions available, please visit the URL provided.

Six Preparation Tips for Works Developer Tests or Tech Stack MCQ Tests

Step 6: Make an enticing offer

Creating a job offer for a prospective candidate is an essential part of recruiting remote software workers, and should be given due consideration. It is not as straightforward as it may seem, as the process requires a significant amount of time, effort, and careful coordination. The offer letter must be composed and approved by management before it can be sent to the applicant. Ensuring that all the necessary steps are taken to make an offer is essential for a successful recruitment process.

It is recommended that you include the job title, salary, benefits and anticipated start date in the job offer letter. To expedite the job offer process, all other variables such as salary, availability and length of employment should be agreed upon before you begin. Taking this approach will allow you to send out the job offers quickly.

Here’s an example of an offer letter:

Greetings, [name],

We are thrilled to extend an opportunity for you to join our team at [business name] as [role title]. We are confident that your knowledge and skillset will be a great asset to our organisation.

If you accept this offer, you will be entitled to the following benefits under our company’s policies:

  • You may get up to XX percent of your yearly gross earnings.
  • Up to xyz% of performance bonus
  • Standard advantages include:
    • N paid vacation days per year
    • N days off for illness
    • Medical and dental coverage
    • XYZ retirement strategy
    • Xyz% of tuition reimbursement
    • Childcare

Please sign the letter and send it to us by 2022 if you accept this offer.

We are delighted to inform you that your projected start date with us is 2022. Your direct supervisor will be [Supervisor’s name]. We are very pleased to have you joining our team and look forward to your contributions. Should you have any questions, please do not hesitate to contact [recruiter’s name].


[Name of Sender]

It is highly recommended that companies extend a privacy and security agreement in addition to an offer letter to ensure the protection of their data, information, and intellectual property. By taking this precautionary step, companies can help safeguard their valuable assets and maintain the confidentiality of their confidential information.

Step 7: Easily integrate

Even if the official ‘hiring remote software developer‘ procedure is complete, one more essential step remains: employee onboarding.

Employee onboarding involves setting up appropriate communication channels, introducing new members of staff to existing colleagues, outlining a review schedule, and scheduling initial project meetings. This helps to ensure a smooth transition into the workplace and encourages positive collaboration and productivity.

It is imperative that a comprehensive list of information about the company be created for the new employee. This list should be detailed and should include everything the employee needs to know. Additionally, it is recommended that knowledgeable in-house personnel be assigned to provide assistance and answer inquiries from remote employees. This will help ensure the employee is informed and up-to-date with company information.

Questions to ask when interviewing remote software engineers

  1. Do you have past remote work experience?

    Working remotely requires a unique set of skills that differ from those needed in a traditional office setting. Additionally, individuals who are new to remote employment may have an overly optimistic view of what it entails, and the reality of the situation may not always live up to expectations.
  2. What were some of the difficulties you encountered when working remotely?

    This question will help you determine if the developer knows the intricacies of remote work and is capable of dealing with them.
  3. Where would you rather work?

    This question will reveal your candidate’s ideal workplace and if they have access to everything they need to execute their job effectively.
  4. How do you plan your workday?

    This question seeks to ascertain how proficiently a remote worker manages their time. During what hours do they tend to be most productive? Do they require close oversight and guidance from a manager to remain productive, or are they self-disciplined and able to effectively manage their own time?
  5. Have you ever collaborated with a worldwide remote team? How did you pull it off?

    Working in an office environment facilitates easy interaction between coworkers. However, when dealing with a team that is distributed across multiple time zones, effective communication can be a challenge. When speaking to potential team members, it is important to ask them how they have managed communication difficulties when working in a dispersed team.
  6. What communication tools have you utilised when working in a remote team?

    In order to stay connected and work together on projects, remote teams often use a variety of applications, including Zoom, Slack, Google Drive, Asana, and other similar programs. Through this inquiry, we will be able to evaluate their expertise in using various virtual tools.
  7. What is the one thing you can do to ensure the success of a remote project?

    By posing this question, you can gain insight into how your applicant approaches a remote project. Do they, for instance, make an effort to acquire comprehensive information by inquiring extensively at the outset, or do they stay in close communication with their supervisor and other developers to make sure everybody is informed?
  8. Describe a disagreement you’ve had with a distant colleague. How did you handle it?

    The challenge of resolving disputes when working remotely is greater than when working in an office environment. This inquiry can provide insights into how proactive the developer is in resolving workplace issues and how effectively they can bring things back to a productive state.
  9. How do you concentrate on your job while you work from home?

    Working remotely can present a variety of distractions that can impede productivity. It is important to understand the strategies that your remote developer has in place to remain productive, even in the face of regular interruptions. Knowing these tactics can help ensure that your remote developer is able to remain focused and efficient while working from home.
  10. How do you unplug from work?

    Working remotely can present unique challenges in terms of maintaining a healthy work-life balance. Without an effective system in place to set boundaries, it can be difficult for an applicant to differentiate between their professional and personal lives. This can have a negative effect on their performance, leading to fatigue and burnout. It is essential that applicants have an appropriate strategy to ensure that they are able to switch off and take the necessary breaks to keep their health and productivity at optimal levels.

What exactly is Works? How does it aid in the recruitment of remote software developers?

Works enables businesses to quickly and easily build world-class engineering teams. The Palo Alto-based startup provides businesses with access to pre-vetted and highly-skilled remote software engineers with expertise in over 100 different competencies. By connecting these engineers with prominent US organisations, Works is creating career opportunities for remote engineers all around the world, allowing them to pursue their dreams of working in the Silicon Valley.

Works Intelligent Talent Cloud leverages the power of artificial intelligence to uncover, evaluate, pair, and administer more than one million developers across the world. In a nutshell, Works assists companies in unlocking the hidden human potential that exists on a global scale.

Why should you hire remote software engineers from Works?

  • You may recruit the best 1% of 1 million+ developers from 150+ countries that have applied to Works for half the price.
  • You may employ React, Node, Python, Angular, Swift, React Native, Android, Java, Rails, Golang, DevOps, ML, Data Engineers, and other expertise.
  • There is no danger since you will not be charged if you cancel your membership within two weeks.
  • The process of hiring new employees at Silicon Valley is more intensive than in other areas, requiring a minimum of five hours of examinations and interviews. These tests are designed to assess more than one hundred different abilities, such as familiarisation with data structures, algorithms, system design, software specialisations and frameworks, among other technical skills.
  • Seniority tests: We look for great communicators who can take aggressive ownership of the company and its goals without micromanagement.
  • Daily updates: With automated time monitoring and virtual daily stand-ups, Works’s Workspace provides you insight into your remote developer’s work.
  • Works developers are easier to handle due of their high visibility.
  • Match your time zone: Works developers match your time zone and overlap your workday by at least 4 hours.

Who are Works clients?

Works proudly serves clients from a broad range of industries, including banking, finance, healthcare, information technology, fast-moving consumer goods, media and entertainment, and beyond.

Works has been instrumental in providing on-demand software talent to hundreds of businesses. In addition, a diverse range of enterprises, including large Fortune 500 companies and high-growth startups, have relied on Works to quickly expand their remote engineering teams.

Our pre-vetted engineers have been hired by more than two hundred organisations, including those backed by Google Ventures, A16Z, Bloomberg, Disney, Pepsi, and Khosla Ventures.

What do consumers think about Works?

Works has provided invaluable assistance to more than 200 Fortune 500 corporations and burgeoning start-ups alike in their search for pre-screened engineers on an as-needed basis. Our satisfied customers have had the following to say about our services:

Works reviews:

At one point, I had to spend my whole day interviewing potential new hires, and yet, none of them were suitable for the role. This left me with no time to get my own tasks done, let alone train the new hires. Fortunately, after partnering with Works, I was able to get back to what I do best, as their pre-vetted freelancers possess a high level of technical competency and can require minimal supervision. Moreover, they have consistently been meeting our expectations.

Principal Engineer, Shawn Lee

It was an absolute pleasure to have worked with the Amazon Web Service cloud solutions architect that we had onboarded through Works. His strong background in cloud architecture and technology is a testament to the rigorous screening process that Works has in place. Moreover, he has been extremely collaborative with our team, and his designs are nothing short of stellar. With his help, we have successfully achieved our goal of deploying a cloud-based Internet of Things project. We highly recommend Works to any business looking to expand their technical personnel.

HR Manager, Melanie Khoo

It was a difficult situation for our team when our Chief Software Engineer suddenly departed only days before we were due to begin a large-scale project. This project was going to rely heavily on his expertise, so it was a devastating blow. Thankfully, our Human Resources Manager quickly contacted Works, who were able to find us a highly qualified professional with the necessary skills and project experience in less than 48 hours. He is still with us today, and his technical acumen and knowledge have proved invaluable to us.

IT Manager, Bryan Wee

For years, our organisation has found it difficult to identify and recruit experienced developers and product designers to meet the needs of our pressing projects. Fortunately, we discovered Works, which enabled us to promptly assemble a highly-skilled team of professionals with the expertise we required, while also complementing the dynamics of our pre-existing team. Compared to the time-consuming process of manually reviewing potential candidates, utilising Works was a much more efficient solution. We now rely on Works to add to our team’s size and capabilities as our projects experience a surge in demand.

Project Manager, Sabrina Yeo

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