Hire Freelance Programmer

How to facilitate rapid development for web and mobile.
In a time when digital transformation is the next step for many organizations, hiring top-notch programmers has become a priority for businesses looking to stay ahead of the curve.

Creative professionals and talented engineers and computer programmers are vital in a company’s core businesses. But with the tech community teeming with potential hires waiting to be discovered, how does one exactly find a strong, top-notch talent that will fit perfectly in their organization?

1. Weed out weak candidates early in the process

Software engineers are the ones who pave the way for your software or app development landscape. Before starting the hiring process, however, it is important you drill down the skill sets that suit your business development needs and goals.

Set expectations before hiring. It is important that you and the candidate are on the same page in terms of expectations from one another. Be straightforward with the basics such as work arrangements and hours, workload, and the like. If you do not see eye to eye on such things, then it is best to part ways sooner rather than later. This narrows down the hiring pool and saves you a lot of time by weeding out the ones who are not a fit for your organization.Developers work to improve the performance of your business. However, if you are already working with a particular framework or system, you will want to make a note of this before the hiring process.

If you are building a team from scratch, having a plan and a list of program and development requirements will make it easier to find the right programmers for you. If you are improving an in-house team, then you already have a good idea of your team’s strong suits and what can be improved.

A candidate’s coding proficiency will also be helpful to look at particularly if you are looking for niche development skills. The ones with the skill to help push your business will no doubt stand out from the hiring pool.

2. Be impressed with their brainpower

When looking for programmers to join your team, the first thing to check for credentials is their résumé. On-paper accolades are great but it is also important to focus on the in-person interview and the tests you will be giving them.

Problem-solving skills are essential for any programmer, as they are the ones responsible for creating, deploying, managing programs, and everything that falls under it. They must be able to quickly identify the cause of an issue and to solve it efficiently. This can be anything from a bug within an existing code, to dealing with a scalability problem.

Every certification, project, and skill highlighted on a candidate’s CV should give you a more complete picture of their logical, problem-solving mindset.

Consider sending them an automated algorithmic test, or schedule up to 20 min tech interview call with your junior engineer (senior would be better of course, but sadly, the majority of the candidates are super weak, so in order not to waste precious engineering time of your team – a junior would be a better interviewer at the early stage from your end) to quickly test if they can solve complex programming problems.

Moreover, the STAR (Situation, Task, Action, Result) interview strategy is a great way to further test their practical problem-solving skills. This technique gives you an idea not only on the knowledge of the candidate but also on how they react to roadblocks and if they have overcome similar development issues in the past.

3. Test if they are up-to-date with the latest tech

In the fast-paced digital world, being one of the first is always important to get ahead. For programmers, this means they need to be up-to-date with the latest design and UI trends. After all, there is no point in catching up with the competition only to have your design or program be outdated in a couple of months.

It is not only important for a programmer to have solid fundamentals and understanding of their domain, but they should also be adept at the specific tech subdomain they are being considered for. For example, a generalist developer (full-stack engineer) can do both front-end (UI) and back-end development work, but might not be that updated with the newest trends. Meanwhile, A web specialist may know more about front-end development than a generalist but know little about the back-end.

This is why testing for specific on-the-job skills is important to find the right candidate who will most effectively contribute to your company’s specific needs and goals.

4. Make sure they have security at heart

Software security is one of the top concerns in the tech industry, and especially important in finance and banking (and we treat is seriously at DevsData). The number of cyberattacks on companies is expected to climb, but still, a recent study shows 50% of organizations have not updated their security strategy in more than three years. Moreover, about one in three cyberattacks target operational infrastructure. This just makes it all the more important that any design, application, and infrastructure you use for business needs to be rock solid.

Great programmers should have a concrete understanding of the most important software security in the industry – this is especially important for Back-End engineers. Processes like the Trusted Software Methodology and the Trustworthy Computing Security Development Lifecycle should be integrated into all designs or systems they make or manage.

During the interview, ask candidates about their experience with the latest security models, potential attacks and how they would ensure that software security is embedded in every stage of the development process.

5. Find out what drives them

Life is much more than just a job. Great programmers are methodical thinkers, passionate creatives, and problem-solvers all rolled into one. They like solving problems of all kinds, from codes to Rubik’s cubes – and they are passionate about the work they do.

Passionate programmers consider programming a job and a hobby. They like to play around with new technology and concepts and are always trying to push their limits not because they need to, but because they like the challenge.

When asked if something is possible, they will shrug and might murmur a few complaints, but then go on to build it with such efficiency to get the most value per line of code. They will also likely spend their free time being excited and learning about new technology.

6. Do not brush aside communication and organization skills

Programmers should be organized. The higher-level you become, the more you think in terms of structure and architecture. This means being able to visualize and understand how every piece of code fits together in the overall structure. This takes theoretical, abstract and critical thinking.

Programming is a social discipline. Being able to properly communicate with teammates and stakeholders is something that makes a great developer stand out. Also falling under communication, good programmers make sure their code can be managed and maintained by others.

7. See if they truly understand your business

It is not enough that a programmer has the right skills; they should also have the mindset, understanding, and attitude that fits your company ethos. Candidates can stand out during the one-to-one interviews, but be sure to also have them meet with the members of the team they would be working with.

This is where a multi-stage hiring process proves to be effective. More than the initial interviews, you will want to test a candidate for several aspects: from how they handle real-life technology problems, to making sure they are a team player.

A good connection between the candidate and their possible future teammates gives you the comfort that not only will they work well together, but they will also make a positive impact on the team.

By taking the extra time to ensure a candidate understands your business and the team culture, you may also be discovering someone who will stay with you for long-term projects, even become a long-time member.

Moreover, it’s also very important for the engineers to actually understand the business objectives and goals of your company, as well as the basis of marketing strategy so that the entire organization knows what the direction is. Lack of business understanding might results in software being overengineered, without accomplishing the expected business objectives, because of misunderstanding of the priorities.

Conclusions

In the fast-paced digital world, being one of the first is always important to get ahead. For programmers, this means they need to be up-to-date with the latest design and UI trends. After all, there is no point in catching up with the competition only to have your design or program be outdated in a couple of months.

It is not only important for a programmer to have solid fundamentals and understanding of their domain, but they should also be adept at the specific tech subdomain they are being considered for. For example, a generalist developer (full-stack engineer) can do both front-end (UI) and back-end development work, but might not be that updated with the newest trends. Meanwhile, A web specialist may know more about front-end development than a generalist but know little about the back-end.

This is why testing for specific on-the-job skills is important to find the right candidate who will most effectively contribute to your company’s specific needs and goals. Software engineers are the ones who pave the way for your software or app development landscape. Before starting the hiring process, however, it is important you drill down the skill sets that suit your business development needs and goals.

Set expectations before hiring. It is important that you and the candidate are on the same page in terms of expectations from one another. Be straightforward with the basics such as work arrangements and hours, workload, and the like. If you do not see eye to eye on such things, then it is best to part ways sooner rather than later. This narrows down the hiring pool and saves you a lot of time by weeding out the ones who are not a fit for your organization.

Developers work to improve the performance of your business. However, if you are already working with a particular framework or system, you will want to make a note of this before the hiring process.

If you are building a team from scratch, having a plan and a list of program and development requirements will make it easier to find the right programmers for you. If you are improving an in-house team, then you already have a good idea of your team’s strong suits and what can be improved.

A candidate’s coding proficiency will also be helpful to look at particularly if you are looking for niche development skills. The ones with the skill to help push your business will no doubt stand out from the hiring pool.

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Acknowledgements

Unbeatable tech experience

“I interviewed about a dozen different firms. DevsData LLC is truly exceptional – their backend developers are some of the best I’ve ever worked with. I’ve worked with a lot of very well-qualified developers, locally in San Francisco, and remotely, so that is not a compliment I offer lightly. Their depth of knowledge and their ability to get things done quickly.
group-139nicholas_circle
Nicholas Johnson

MENTOR AT YC, CEO OF ORANGE CHARGER LLC

Acknowledgements

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