Considering Employing Remote Software Developers? Take These 7 Simple Steps

In this blog, we delve into the advantages of remote work, share valuable tips on hiring remote software engineers, and provide a step-by-step guide on recruiting remote developers. Additionally, we provide recommendations on how companies can efficiently construct their engineering dream teams in the cloud.

Now, we can begin.

The article

1. Introduction
2. Benefits of Remote Work for Companies
3. Factors to Consider When Hiring Remote Software Engineers
4. How to Locate and Hire Remote Software Developers?
   
   i. Step 1: Identify the most effective techniques for finding qualified candidates.
   ii. Step 2: Initiate the screening process.
   iii. Step 3: Arrange soft skills interviews with shortlisted candidates.
   iv. Step 4: Perform technical interviews.
   v. Step 5: Carry out detailed technical assessments.
   vi. Step 6: Provide a tempting offer.
   vii. Step 7: Seamlessly onboard.
5. Key Inquiries to Make When Interviewing Remote Software Engineers
6. What is Works and How Can it Help in Hiring Remote Software Developers?
7. What are the Benefits of Hiring Remote Software Engineers from Works?
8. Which Businesses or Organisations Does Works Serve?
9. What is the Customer Perspective on Works?

Thinking of Hiring Remote Software Developers? Follow These Seven Steps!

In 2020, many companies had to halt their operations due to the COVID-19 pandemic. Practices such as social distancing and countrywide lockdowns made it challenging for employees to work from their workplaces. However, remote working emerged as a practical approach for these businesses to keep running.

At the onset of the worldwide pandemic, Twitter announced that its employees could continue working remotely. This arrangement has been beneficial for not just large businesses, but also small and medium-sized organizations. While having a remote team can be advantageous, it can also pose challenges in terms of establishing and overseeing it efficiently.

This comprehensive guide to remote recruitment will equip you with everything you need to know about hiring remote software engineers.

The Benefits of Remote Work for Organizations

1. Remote work helps save on corporate costs.

   Dell has been a pioneer in remote working for several years, realizing the benefits of having a remote team. Since 2016, Dell has saved nearly $12 million in real estate costs through the implementation of its remote working policy. This is reinforced by a report by the Capgemini Research Institute from last year revealing that 88% of organizations have reduced costs through remote labour.
   
   Businesses that opt to hire remote software engineers may reap cost benefits such as reductions in expenses associated with leasing physical workspace and purchasing traditional office equipment, as well as employee travel expenses. By investing in a remote team, corporations can save on expenses related to having a physical presence and direct more resources towards other aspects of the organization.
   
   As per Global Workplace Analytics, a company can save up to $11,000 per remote employee per year if they work remotely for 50% of their working hours.

2. Remote work provides access to a global talent pool and streamlines recruiting.

   Working remotely has the potential to remove many of the limitations typically associated with on-site workspaces. This enables companies to widen their spectrum of potential candidates for software engineering roles, as they are no longer restricted to hiring individuals within close proximity to the office.
   
   Organizations can now focus on attracting software engineering talent from any part of the world instead of being limited to their immediate area. By eliminating geographical barriers, employers can build a more diverse and inclusive work environment. This further allows them to access a broader range of expertise, skillset and capabilities, enabling them to find the perfect fit for their specific needs.
   
   Furthermore, implementation of remote work policies can be a fantastic enticement for experienced remote engineers. Gallup research indicates that 54% of employees are willing to change jobs to secure an opportunity for remote working.

3. Remote work boosts productivity and enhances performance.

   Companies that have onboarded remote software engineers have observed an increase in productivity levels. According to Forbes, remote employees are reported to be up to 45% more productive than their office-based counterparts. This implies that remote work can serve as a highly effective solution for businesses looking to enhance their employees’ work efficiency.
   
   The remote work culture offers numerous benefits to developers, including the ability to eliminate distractions they may experience in a traditional office environment. This type of work arrangement allows developers to choose their workspace and tailor it to maximize their efficiency, thereby helping them stay focused and productive.
   
   Remote work provides developers with more autonomy, as they are no longer confined to a specific geographic area. This added freedom seems to have a favourable impact on the quality of their work, as research indicates a 40% drop in quality issues.
   
   The upsurge in productivity can largely be attributed to the autonomy that remote workers enjoy in terms of selecting their work hours and working from locations that optimize their efficiency. According to another study, even though remote staff allow themselves more breaks during the day, they still spend a significantly longer time dedicated to work.

4. Remote work promotes crisis preparedness.

   Businesses that hire remote software engineers should develop a comprehensive contingency plan that encompasses potential situations, such as natural disasters, local or national lockdowns, and disease outbreaks. Such planning helps ensure that business activities can continue even in unanticipated situations.
   
   Remote work empowers organizations to respond promptly during an emergency, ensuring that their operations remain stable and their personnel remain secure.

5. Remote work increases employee satisfaction and boosts morale.

   According to Flexjobs’ 10th Annual Survey, 58% of the respondents expressed their desire to continue working remotely full-time even after the current pandemic has ended. Moreover, 39% of the participants preferred a flexible work setting.
   
   This translates to approximately 97% of survey respondents seeking some form of remote work!
   
   The report also revealed that 24% of respondents felt remote work was indispensable and were willing to accept a pay cut of 10-20% in exchange for its flexibility. Additionally, 21% of employees were willing to sacrifice some of their vacation time to have a flexible work arrangement.
   
   The flexibility and benefits of remote work, whether monetary, schedule-based, or lifestyle-oriented, have a direct impact on the satisfaction and morale of employees.

6. Remote work contributes to higher employee retention and reduced absenteeism.

   Employees who are required to relocate to a remote location away from their workplace often face a difficult decision, which can lead to increased employee turnover. However, employers need not forfeit the services of their employees in order to hire remotely; the employee’s choice of residence does not affect the company’s operations.
   
   Absenteeism is a significant challenge for businesses that employ traditional, on-site labor. However, employing remote software engineers allows companies to effectively address this issue. Remote work results in much lower rates of absenteeism since it is more convenient to access one’s laptop than to commute to an office.

7. Remote work promotes a healthy workforce.

   Various reasons, such as lengthy commutes, office politics, job dissatisfaction, and more, may cause employee stress at work.
   
   Remote work provides employees with several benefits, such as the flexibility to manage personal and professional commitments without sacrificing job performance. A Hubstaff survey found that a remarkable 84% of employees believe that remote work has helped them better cope with mental stress.

8. Remote work enables a 24-hour work cycle.

   Companies that employ remote software engineers can easily implement a 24-hour work cycle. While most businesses operate during standard 9-5 hours, companies with a 24-hour schedule can provide seamless 24/7 services with employees working across multiple time zones. This can be advantageous for businesses that require round-the-clock customer support or need to address critical issues at any time.

9. Remote work streamlines the onboarding process.

   Remote onboarding is much simpler, more efficient, and easier to navigate than traditional onboarding due to its lack of complex paperwork. This type of onboarding enables businesses to integrate new employees more quickly and efficiently while also ensuring that they become familiar with their job responsibilities in a shorter amount of time. Additionally, organizations that hire remote software engineers can save money as there is no need for written documentation, contracts, or other formal arrangements.

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 emphasised the importance of remote work, and it is evident that it will continue to exist in some form or the other. Therefore, it is crucial to understand the most effective methods of recruiting a remote software developer.

Now, let’s examine the factors that hiring managers should consider before hiring remote software engineers.

Factors to Consider When Hiring Remote Software Engineers

• Establish project criteria before hiring remote software professionals.

  Before beginning the process of recruiting remote software professionals, it is crucial to identify and evaluate the software development needs of your company. This important first step enables you to determine the type of resources required to achieve your desired objectives.
  
  You may choose to outsource the entire project to a remote team, sign a contract with remote freelance engineers, or create your development team through platforms like Works. All of these options provide access to professionals with the necessary skills and experience to achieve your desired outcomes.
  
  Determine the required level of experience and expertise for your developers to ensure that your project is carried out efficiently and on schedule.
  
  Prior to hiring remote software engineers, establish your project timeline and budget.

• Create a screening procedure before recruiting remote software engineers.

  While remote hiring opens up a wider pool of skilled candidates, it is not without its challenges.
  
  To accurately assess the technical abilities of a remote software engineer, it is advisable to implement a comprehensive evaluation process. Multiple technical interviews and live coding challenges are among the most effective tools for this purpose. These methods enable a thorough examination of the engineer’s expertise, skills, and knowledge in the field.
  
  These processes can aid in analysing and evaluating the skills of potential remote software developers.

• Create technical competence assessments before recruiting remote software engineers.

  As hiring managers for remote positions, it is crucial that we thoroughly evaluate the skills and experience of software engineers before making any hiring decisions. Assessing the expertise and knowledge of developers is essential to ensure that we are bringing on the most suitable candidates for the job. We must be diligent in evaluating the qualifications of engineers to guarantee successful outcomes for remote software engineering projects.
  
  As it is now evident that software development requires the use of various programming languages, it is essential to understand the required proficiency level when recruiting remote software developers depending on the project’s scope of work.

• Investigate the experience of remote software engineers before hiring them.

  Remote hiring managers should bear in mind that experience does not necessarily equate to knowledge.
  
  As an employer, it is crucial to ensure that a software developer’s experience is supported by relevant expertise and knowledge. For instance, a developer may have several years of work experience with Python, but it does not necessarily indicate their proficiency. Therefore, it is vital to thoroughly evaluate the candidates’ abilities during the recruitment process rather than relying solely on impressive resumes.
  
  Furthermore, it is important to focus your recruitment efforts on finding remote software engineers with practical experience in developing applications comparable to your organisation’s requirements.

• Consider cultural values before hiring remote software engineers.

  When hiring remote developers, it is crucial to recognize that they are not simply freelancers, but rather a vital part of your team. Therefore, they should be viewed as an extension of your business and its values throughout the period of their contract.
  
  Developing a remote recruitment strategy entails considering how well the values and work habits of a potential remote software engineer align with your company’s culture. This will ensure that the individual is a good fit for the organisation.

• Assess communication abilities before hiring remote software engineers.

  For a remote team to function productively and successfully, effective communication is crucial. Even the most skilled engineers may not be able to contribute effectively without it. Establishing clear and consistent lines of communication is necessary to promote efficient collaboration among team members.
  
  To prevent communication issues from hindering the productivity of your software development team, it is essential to recruit remote software engineers with effective communication skills and flexibility in their communication style. By recruiting remote software engineers who are communicative and adaptable, you can ensure that communication obstacles do not impede your team’s progress.

• Consider variations in location and time zone before hiring remote software engineers.

  Thanks to modern technology and communication advancements, companies can now easily access software engineers from any part of the world. This convenience is a significant benefit of remote hiring and simplifies interactions with professionals across the globe. As a result, remote recruitment has become increasingly popular in the business world.
  
  Employing remote software engineers in the same time zone can improve communication efficiency by removing delays in responses, since team members won’t have to wait for hours for a reply.
  
  It’s not necessary to strictly adhere to remote hiring policies. Consider scheduling overlapping hours (usually four hours) when the entire team can be available. This ensures that team members can communicate with one another as needed.

• Consider your options before hiring remote software engineers.

  • Freelance programmers

    If you have a small project that needs to be handled by an expert, hiring freelance developers might be an excellent option.
    
    Employing freelance developers can be more cost-effective than hiring in-house developers as you do not need to bear the costs associated with office space and equipment. Additionally, this approach allows for scaling the development team according to project requirements. However, managing freelance developers can be challenging despite these cost savings.

  • Internal developers

    If you need a full-time remote employee to join your company, hiring an in-house developer is an excellent option. This is particularly advantageous if you have various projects to oversee and wish to maintain control over the entire development process. An in-house developer can provide you with the necessary resources, expertise, and dedication to support your business’s objectives.
    
    However, managing a complete team can be challenging and time-consuming, requiring constant engagement.

  • Outsourced programmers

    Outsourcing is an effective solution for those who wish to avoid the time-consuming and challenging tasks that come with recruiting and managing personnel. By engaging outsourced developers, businesses can benefit from having a team with an extended reach, available to provide assistance at any stage of the project, from start to finish. This can help to reduce the burden of project management, enabling businesses to concentrate on other areas of their operations.
    
    Outsourcing is particularly suitable if you need to quickly hire remote developers and have the flexibility to scale the team up or down as required.

Do you think that recruiting software developers is the right choice for your business? If so, Works is worth exploring further. Works is a data-driven, jobs platform that simplifies the process of finding and hiring the best software developers and engineers. With just a few clicks, this platform allows you to quickly build a remote engineering team.

Seven primary methods for recruiting remote software engineers

Step 1: Identify the most effective ways to find qualified candidates.

In today’s world, there are various approaches to finding and recruiting software engineers. Below are some of the most effective:

• When hiring remote software engineers, ask for references.

Based on a LinkedIn study, employee referrals account for up to 50% of skilled hires in the United States.

If your company has employees who work remotely, it is crucial to encourage them to suggest qualified candidates to fill any job openings. By incentivizing your staff to recommend potential candidates, you can build a strong and comprehensive system for identifying and recruiting skilled engineers from any location. This can be an excellent approach for expanding your talent pool and finding the best possible candidates for any available roles.

• When searching for remote software engineers, advertise in specialist groups.

Networking is critical for finding and recruiting remote software engineers.

Using social networking as a means of increasing visibility is crucial, but it is also important to be cautious. Social media sites vary in popularity across different countries. For instance, just because Instagram and LinkedIn are widespread in one nation, it does not imply that the same holds true in another. It is critical to research the most popular social media sites in a particular country before including them in a marketing strategy.

To accurately identify appropriate remote software professionals, it is crucial to understand the nuances of a country’s virtual landscape. To accomplish this, it is important to research job posting sites specific to each country. This will help to more effectively source and hire remote software professionals in the country of interest.

• When hiring remote software engineers, search for talent in the right markets.

One of the most widespread methods for sourcing and recruiting remote software engineers is to post job vacancies on job boards and platforms like Indeed. Furthermore, employers can utilize job platforms to effectively advertise remote job opportunities, which can aid in attracting qualified candidates.

While these platforms may connect remote professionals, locating experienced and skilled engineers can be challenging.

Therefore, instead of using generic platforms like Upwork and Indeed, search for specialized platforms with specific expertise, such as Works.

Step 2: Start screening candidates.

Resume screening is a pivotal step in the recruitment process, aiding in the identification of the most fitting candidates for a particular role. This process entails comparing the job requirements to the candidate’s qualifications, evaluating other key criteria like experience, education, skills, and attitude. By considering these elements, employers can make informed decisions about which individuals are ideal for the position.

• Familiarity with the job
• Educational qualifications
• Skills and abilities
• Competencies
• Personal traits

When seeking to efficiently hire remote software engineers, it is probable that a significant amount of time will be required for evaluating applications. To simplify this procedure, many human resources experts are utilizing resume screening software to rapidly assess the appropriateness of potential candidates.

Here are five of the most popular resume screening tools:

• Newton
• Ideal
• Recruiterbox
• Freshteam
• Big Biller

Step 3: Arrange for interviews with the applicants to assess their soft skills.

After finishing the initial assessment of applicants, it is vital to organise one-on-one interviews to make an educated decision. The key objective of these soft skills interviews is to ascertain if the applicant’s values, work ethic, and interpersonal abilities are aligned with the organisation’s culture.

When hiring and managing remote teams, HR experts frequently apply behavioural interviews to acquire insights into an employee’s character, temperament, and principles. These interviews present an opportunity for HR professionals to obtain a better comprehension of a candidate or employee’s conduct, allowing them to make more knowledgeable judgements regarding their suitability for a specific role or job function. Moreover, these interviews can deliver precious information to employers regarding how the employee is expected to interact with their peers, how they go about solving problems, and how they will integrate into the company’s organisational culture.

Here are five commonly asked behavioural interview questions:

• How do you accomplish tasks when operating under a constrained timeline?
• What is your approach to coping with an unmanageable to-do list?
• What is your method of handling conflict with colleagues?
• What actions would you take if a team member declines to work or collaborate?
• Can you describe a time when you had to adjust to an unforeseen change in your job?

Step 4: Conducting technical interviews.

Once you have concluded the behavioural interviews, arrange for the technical interviews.

Technical interviews are a crucial aspect of recruitment, as they examine a candidate’s technical skills, as well as essential abilities such as analytical thinking and planning skills. These assessments are usually performed by a senior engineer, team lead, or technical architect to evaluate the applicant’s competence and experience in their respective domain.

Below are some of the technical questions that may be asked during the interview:

• What is the number of programming languages you are knowledgeable about?
• Which types of operating systems have you worked with previously?
• What is the number of various development tools you have used in the past?
• What is the precise function of a solution design document?
• Have you utilised source code analysis software before? If yes, kindly provide further details.

Step 5: Conduct comprehensive technical evaluations.

This is the concluding stage of the selection procedure for remote software engineers. To assess prospective candidates, it is advisable to assign a set of tasks to be finished within a specified time frame, which may include exercises like case studies, problem-solving sessions, coding challenges, etc.

This enables the evaluation of their technical skills along with the below additional competencies:

• Analytical and logical thinking abilities
• Creativity
• Numerical and verbal reasoning proficiencies
• Problem-solving aptitude
• Time management
• Communication and presentation skills

Find below some case studies and situation-based challenges to begin with:

• A worldwide manufacturing corporation is grappling with stagnant revenues, necessitating the development of a cost-saving strategy by the IT department. For this purpose, it is required that the IT team performs an extensive evaluation of prevailing IT systems and procedures to single out areas which can reduce expenses. This evaluation must cover aspects like the application of existing technology, the effect of modifications on existing operations, and the implementation of novel technologies or systems to reduce expenses. Furthermore, the IT team must coordinate with other departments to guarantee that the cost-saving strategy aligns with the enterprise’s overall business objectives. By adopting a comprehensive approach to cost-cutting, the IT department can ensure that the enterprise reduces expenses without compromising quality or effectiveness.
• As a renowned sports league, our aim is to move the entire data centre to the cloud within six weeks to establish the requisite infrastructure for our new mobile video application. This is a daunting task, and we anticipate encountering various obstacles along the way. Initially, we will need to assess and evaluate the current data and applications, followed by transferring the data to the cloud environment. Furthermore, we must guarantee that the data is secure and that the applications are correctly adjusted and optimised for the new cloud environment. Lastly, we will have to test the applications and data to ensure adequate performance and output quality.
• As the Director of a forward-thinking, technologically advanced regional hospital chain, it is concerning that the enterprise’s profits are only half those of the industry leader. Leveraging my expertise in IT and business, I would suggest executing strategies that foster increased efficiency and cost reduction across the organisation. This may encompass investments in digital health technologies like electronic health records, telemedicine, and automated billing and scheduling systems to simplify operations and diminish administrative expenses. Moreover, I propose investigating new sources of income, such as the launch of digital health products and services, and exploring ways to monetise data generated from digital health tools. Finally, I advocate running targeted marketing and advertising campaigns to reach out to potential new customers and rekindle engagement with existing customers. By utilising technology, optimising efficiency, and exploring novel revenue streams, the hospital chain can elevate its net income.
• In the event that my present project is lagging behind schedule owing to a lack of team member engagement from the client’s side, I would take a proactive approach to tackle the situation. Firstly, I would politely approach the client and enquire about the reasons for the team members’ non-participation. I would further scrutinise the situation to identify which tasks have fallen behind schedule and the time necessary for completing them. Additionally, I would propose methods to the client to increase the team members’ participation and assess the project’s progress to ensure that it regains momentum. Lastly, I would keep all concerned parties informed regarding the project’s progress and any modifications to the schedule.

In light of the expansive range of technologies that could be employed in coding challenges, there may be numerous queries available. To explore the various questions available, please visit the URL mentioned.

Six Tips to Prepare for Works Developer Tests or Tech Stack MCQ Tests

Step 6: Create an attractive offer

Drafting a job offer for a potential candidate is a critical aspect of recruiting remote software workers and requires considerable attention. This task is not as simple as it appears, necessitating substantial time, effort, and meticulous coordination. The offer letter must be meticulously prepared and sanctioned by management before transmitting it to the candidate. Guaranteeing that all essential measures are taken to formulate an offer is crucial for a successful recruitment process.

It is advisable to incorporate the job title, salary, benefits, and expected commencement date in the job offer letter. To accelerate the job offer process, all other factors like compensation, availability, and tenure must be finalised before initiating the process. Adopting this approach will enable prompt dispatch of the job offers.

Here is a sample offer letter:

Hello, [name],

We are delighted to present you with a chance to become a member of our team at [business name] in the position of [role title]. We are assured that your expertise and abilities will contribute significantly to our organisation.

Upon accepting this offer, you will be eligible for the subsequent benefits under our company’s policies:

• You may receive up to XX percent of your annual gross income.
• Performance-based bonus up to xyz%.
• The list of standard benefits comprises:
  • N annual paid vacation days.
  • N days sick leave.
  • Health and dental insurance.
  • XYZ pension plan.
  • Reimbursement of xyz% of tuition fees.
  • Childcare

Kindly sign the letter and return it to us by 2022 to accept this proposal.

We are excited to share that your anticipated start date with us is in 2022, and your direct supervisor will be [Supervisor’s name]. We are thrilled to have you as a part of our team and eagerly anticipate your valuable contributions. If you have any queries, please feel free to contact [recruiter’s name].

Sincerely,

[Sender’s Name]

It is highly advisable for companies to provide a privacy and security agreement, alongside the employment offer letter, to ensure the safety of their data, information, and intellectual property. By adopting this preventive measure, companies can protect their valuable assets and maintain the secrecy of their sensitive information.

Step 7: Seamless integration

Once the formal ‘remote software developer recruitment‘ process is finished, there is another crucial step that companies must take – onboarding their new employees.

Employee onboarding consists of establishing suitable means of communication, acquainting new employees with their coworkers, specifying a performance review timeline, and arranging preliminary project meetings. This ensures a seamless transition into the work environment and promotes constructive teamwork and efficiency.

It is essential to prepare a comprehensive list of company information for the new employee. The list should be exhaustive and contain all the necessary details that the employee should be aware of. It is also advisable to appoint knowledgeable personnel within the company to provide assistance and answer queries from remote employees. This will ensure that the employee has access to up-to-date and relevant company information.

Inquiries to make when interviewing remote software engineers

1. Have you worked remotely in the past?

   Remote work necessitates a distinct skill set that varies from that required in a conventional office setting. Furthermore, individuals who are not accustomed to remote employment may have an overly idealistic view of its demands, while the realities may not always be as anticipated.

2. What were some of the challenges you faced while working remotely?

   Asking this question can help you ascertain if the developer is familiar with the complexities of remote work and has the ability to handle them effectively.

3. What is your preferred work environment?

   This question can help you identify the candidate’s ideal workplace and whether they have access to all the necessary resources required to perform their job efficiently.

4. How do you schedule your workday?

   This question aims to determine how effectively the remote worker manages their time. What are their peak hours of productivity? Do they require frequent supervision and direction from a manager to remain productive, or are they self-motivated and capable of managing their time efficiently?

5. Have you collaborated with a globally distributed remote team? How did you manage to overcome communication barriers?

   Physical proximity in an office setting makes it easier for colleagues to interact. However, effective communication can be a challenge when working with a team dispersed over multiple time zones. As you speak with prospective team members, it is crucial to ask them how they have dealt with communication difficulties while working on geographically dispersed teams.

6. Which communication tools have you used while working on a remote team?

   Remote teams often employ a range of applications, such as Slack, Zoom, Asana, Google Drive, and other similar software, to keep in touch and collaborate on projects. By asking this question, we can assess their knowledge of a variety of virtual tools.

7. What is the most important thing you can do to guarantee the success of a remote project?

   This question can help you understand how the candidate approaches a remote project. For example, at the outset, do they strive to gather extensive information by asking numerous questions or do they maintain close communication with their manager and other developers to ensure everyone is kept up to date?

8. Tell us about a disagreement you had with a remote colleague. How did you resolve it?

   Dealing with conflicts remotely can be more challenging than in a face-to-face work environment. Asking this question can reveal the candidate’s ability to proactively resolve workplace issues and effectively restore a productive atmosphere.

9. What methods do you use to maintain focus while working from home?

   Remote work can lead to various distractions that may hinder productivity. It is important to comprehend the techniques that the developer has in place to remain productive, even in the face of frequent disturbances. Knowledge of such methods can help ensure that the remote worker remains focused and efficient while working from home.

10. What is your approach to disconnecting from work?

    Working remotely can pose specific challenges in terms of preserving a healthy work-life balance. Without a reliable system to establish boundaries, it may be tough for the candidate to distinguish between their personal and professional lives. This can have negative impacts on their performance, resulting in exhaustion and burnout. Therefore, it is important for the candidate to have a suitable strategy in place to allow them to unwind and take proper breaks to maintain their well-being and productivity at optimal levels.

What is Works and how does it assist in remote software developer hiring?

Works offers a fast and convenient way for companies to establish high-performing engineering teams. This Palo Alto-based startup grants businesses access to a pool of pre-screened and proficient remote software engineers specialised in over 100 different areas of expertise. Works facilitates connections between these engineers and leading US firms, creating new career prospects for remote engineers all across the globe and enabling them to fulfil their aspirations of working in Silicon Valley.

With the Works Intelligent Talent Cloud, the potential of over one million developers worldwide can be unlocked and assessed using the capabilities of Artificial Intelligence (AI). In essence, Works helps businesses tap into the previously untapped human potential available on a global scale.

What are the advantages of hiring remote software engineers from Works?

• Hiring developers from Works affords you the opportunity to choose from over 1 million developers from 150+ countries that have applied to the platform and select the top 1% of talent for half the usual cost.
• At Works, you have access to developers with proficiency in React, Node, Python, Angular, Swift, React Native, Android, Java, Rails, Golang, DevOps, ML, Data Engineering, and other specializations.
• With Works, there is no risk involved as you will not be charged if you cancel your membership within two weeks.
• Recruiting new hires in Silicon Valley involves a more comprehensive process that demands at least five hours of examinations and interviews. These assessments evaluate over a hundred different abilities such as data structure familiarity, system design, algorithmic expertise, familiarity with software specialisations and frameworks, and other technical proficiencies.
• Seniority evaluations: We seek exceptional communicators with a strong sense of ownership, who can drive the company’s objectives without the need for close monitoring.
• Daily progress reports: With automated time tracking and virtual daily stand-up meetings, Works’s Workspace offers visibility into the work of your remote developers.
• Works developers are easier to manage because of their heightened visibility.
• Matching your time zone: Works developers align their work schedule with your time zone and ensure there is at least a four-hour overlap in your workday.

Who are the clients of Works?

Works takes pride in catering to a diverse clientele spanning across various industries such as banking, finance, healthcare, information technology, fast-moving consumer goods, media and entertainment, among others.

Works has been a crucial contributor in providing readily available software talent to hundreds of businesses. Moreover, several diverse organizations, ranging from large Fortune 500 companies to high-growth startups, have counted on Works to rapidly expand their remote engineering teams.

Our pre-screened engineers have been employed by over two hundred organizations, including those supported by Google Ventures, A16Z, Bloomberg, Disney, Pepsi, and Khosla Ventures.

What is the customer feedback for Works?

Works has provided indispensable aid to over 200 Fortune 500 companies, as well as emerging startups, in securing pre-vetted engineers on an on-demand basis. Our contented customers have shared their experience with our services, as follows:

Reviews for Works:

There was a time when I had to dedicate my entire day to interviewing prospective employees, but none of them were a good fit for the role. This left me with no time to focus on my own tasks, let alone train the new employees. Fortunately, my experience improved considerably after teaming up with Works, as their pre-screened freelancers exhibit a high degree of technical expertise and require minimal oversight. Furthermore, they have consistently delivered on our expectations.

Shawn Lee, Principal Engineer

Our experience working with the Amazon Web Service cloud solutions architect that we hired through Works was exceedingly delightful. His extensive background in cloud architecture and technology is a testament to Works’ stringent screening process. Additionally, he has exhibited a highly cooperative approach towards collaborating with our team, and his designs have been exceptional. With his assistance, we were able to successfully deploy a cloud-based Internet of Things project. We highly recommend Works to any organization seeking to augment their technical workforce.

Melanie Khoo, HR Manager

Our team found ourselves in a tough situation when our Chief Software Engineer abruptly departed just days before we were scheduled to commence a significant project. Since the project relied heavily on his expertise, it was a significant setback. However, our Human Resources Manager expeditiously approached Works, and they were able to source a highly skilled professional with the requisite expertise and project experience in under 48 hours. The professional is still employed with us, and his technical fluency and knowledge have been crucial to our success.

Bryan Wee, IT Manager

Our organization has struggled for years to identify and recruit experienced developers and product designers to cater to our pressing projects. Fortunately, we came across Works, which allowed us to promptly form a highly skilled team of professionals with the expertise we required, as well as complementing our pre-existing team dynamics. Compared to the laborious process of manually assessing potential candidates, utilising Works was a much more efficient answer. We now trust Works to augment our team’s size and capabilities as our project requirements increase.

Sabrina Yeo, Project Manager