How Should You Evaluate Potential Programmers?

If your business is looking to expand, one potential avenue to explore is bringing on additional software developers. It is important to ensure the appropriate personnel are in place for the project and the organization, regardless of if they are hired directly or through an outsourced development company, and whether they work on-site or remotely.

It is essential to select the right candidate to ensure the successful completion and delivery of a project, and to protect the internal workings of a business. Finding a suitable developer who is both technically proficient and a good team player can be challenging, but it is vital to avoid hiring an individual who would be detrimental to the project and the company.

In order to ensure that suitable software developers are recruited, what criteria do you use to evaluate candidates? There may be certain requirements which need to be taken into consideration which differ from those of other staff members. Do you have any specific standards that applicants must meet?

We still don’t know what the X-Factor is. Qualities like these are highly sought for, but it’s not always possible to teach them.

We should consider some key elements to be aware of when working with an offshore development business or recruiting in-house staff.

Find the top developers (but not demand to be in charge)

Developers require project management skills in order to effectively manage a task. Achieving a successful balance between taking responsibility and requesting authority is essential. The former should be a priority, as this focuses on completing a task, whereas the latter concentrates on improving one’s personal reputation.

It is essential to ask interviewees prompting questions which demonstrate their attitudes during the interview process. If a candidate appears eager to take on a project as a leader, it may be cause for concern. It is important to have developers who are able to take charge when necessary, but also able to assign responsibilities appropriately.

If this is not done, there is a risk of recruiting a programmer who may not be compatible with the other engineers, which could lead to further issues.

Search for programmers who have a genuine interest in learning new things.

The general perception is that developers are not limited to following existing boundaries; rather, they have the ability to create them. This, however, is not the case. Highly talented programmers are capable of pushing the limits of conventional boundaries, and redefining what is possible.

It is recommended to hire programmers who demonstrate a natural inquisitiveness. This trait can be a source of the most creative ideas. In addition, those with a curious mind are not afraid to explore alternative solutions which may not have been previously considered.

If you solely employ “grey-hat” programmers, you could potentially miss out on the opportunity to benefit from innovative and creative ideas that could revolutionize and revolutionize your business in ways you never anticipated.

Invest time and energy into finding developers that can aid in the growth of your company’s worth.

It is possible to assume that bringing on additional developers is the only way to accelerate the completion of a project. While this may be true, hiring a knowledgeable programmer can also be beneficial for your organization, not solely for the current project.

If you recruit the appropriate developers, your business may gain a significant advantage over the competition by introducing a feature that is unavailable elsewhere. This could prove to be beneficial to your company in the long-term, rather than just the current project.

To get an edge over the competition, you need developers that can see things from several points of view. Such a programmer can accomplish that goal.

Recruit developers that are very gifted but yet genuinely modest

As a profession, software developers tend to be highly focused, dedicating their energy and expertise to the development of software. This dedication is often a contributing factor to their success in the field. However, it is important to remember that there can be a downside when a developer’s confidence reaches a point where they are too focused on demonstrating their own intelligence. In such cases, it can lead to issues arising.

Look for candidates who demonstrate a healthy level of self-awareness and humility. Despite their technical ability, they should be modest and open to learning. An overinflated sense of self-importance can create tensions in the workplace and with management.

Find programmers that can take constructive criticism without allowing their pride get in the way and making them defensive.

Find programmers who are loyal… kind of.

Maintaining loyalties is not a straightforward task. When recruiting developers for your team, it is important to be mindful of those who may be overly obedient to management decisions, even when the outcome may be unfavorable for the project.

Developers who prioritize the success of the project ahead of their own professional development and the requirements of the organization and its customers are ideal for undertaking your most crucial software development tasks (whether they are for consumers, clients or the organization itself).

Find designers who have worked on a wide range of projects.

It is important to consider the skillset of the programmer when undertaking Project X, which primarily requires a fluency in GoLang. However, it is also important to consider the ability of the programmer to adapt to any changes in the language requirements for future projects. For example, if the project were to be completed and the next one uses Java or Rust, would the GoLang programmer be able to quickly gain the new skills necessary to keep up with the project?

Organizations should strive to hire developers who possess a breadth of skills across a range of programming languages. While it is not necessary for a developer to be fluent in ten or more languages, showcasing proficiency in multiple languages could be beneficial to the business. Therefore, when recruiting it is important to seek out those who are proficient in one area yet also demonstrate versatility in others.

Find programmers who can fill in the blanks

Identifying gaps in existing development teams and finding suitable personnel to fill them is a viable strategy. For example, some groups may be proficient in web application development but lack the expertise to create mobile apps. Similarly, teams may excel in backend development but lack the necessary skillset to develop frontend applications.

You should enter the hiring process with a clear understanding of the requirements of your present development teams.


It is essential to take into account the X-factors in addition to the standard criteria (e.g. teamwork, skills and overall compatibility) when conducting developer interviews. With any luck, you will be able to identify a suitable candidate who possesses these qualities, thereby adding a valuable asset to your team.

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