So you've decided to hire offshore developers to boost your team. Smart move. Offshore talent can help scale your business fast without breaking the bank. But how do you find and hire the right offshore developers? It may seem daunting, but follow these tips and you'll be working with an offshore dream team in no time.
Define Your Hiring Needs and Requirements
Before you start searching for offshore developers, you need to determine exactly what skills and experience you're looking for.
- Do you need a full stack developer, front-end specialist or back-end expert? Be as specific as possible about the technologies and programming languages required.
- How many years of experience are you looking for? Entry-level developers are more affordable but may require more oversight. Senior developers are highly skilled but charge higher rates.
- Consider the soft skills that are important for your team and company culture. Strong communication, the ability to work independently, and a growth mindset are useful for remote work.
- Determine if you need someone full-time, part-time or on an on-demand, project basis. Full-time developers provide stability but part-time or on-demand gives you more flexibility.
- Set a budget range based on average salaries for your required skills and experience level. Rates vary significantly based on location, so you may find lower costs in some markets. Do research on sites like PayScale, Glassdoor or LinkedIn to determine reasonable rates.
- Consider time zones and how much overlap you need with your developer. More overlap means easier collaboration but may limit your options to certain locations.
Defining all of these details upfront will help you find high-quality candidates that truly meet your needs. With the job requirements and hiring criteria clearly specified, you can confidently start evaluating offshore developers and make the best match for your team.
Research and Select Reputable Offshore Development Firms
To find an offshore developer that’s a great match for your needs, you’ll want to do some research on potential partners. Look for firms with relevant industry experience, technical capabilities, and a proven track record of success.
Check their credentials
Look for companies certified in relevant practices like ISO 9001 (quality management) or CMMI (process improvement). Read online reviews from their clients to get a feel for their level of service and technical skills. If possible, ask if you can speak to some of their references directly.
Evaluate their technical expertise
Make sure any developers you consider have expertise in technologies that are important for your project like web frameworks (React, Angular), programming languages (Python, Java, C++), or mobile platforms (iOS, Android). They should be up-to-date with current technologies and able to explain technical concepts clearly.
Consider location and time zone
Most offshore developers will work during normal business hours in their time zone, so look for a firm located in a compatible time zone or one willing to adjust their hours to overlap with yours. Some countries like the Philippines and parts of Eastern Europe have large pools of English-speaking developers, often with technical degrees, in time zones well-suited for collaboration with Western companies.
Discuss communication and management
Talk to the firm about things like their typical communication channels, availability for calls, and how they handle collaboration and source control. You'll want to ensure you have a solid plan in place for requirements gathering, sprint planning, and progress reports to keep your project on track, even from a distance.
With the right partner, hiring offshore developers can be a win-win, giving you access to quality technical talent at lower costs. But do your homework - a little research upfront will help ensure you find developers with the skills, availability, and collaborative abilities to meet your needs.
Interview and Assess Candidates for Cultural Fit
When interviewing offshore developers, it’s important to evaluate not only their technical skills but also how well they’ll mesh with your company culture. Some things to consider:
- Communication style. Make sure their communication skills match what you need. Do they seem proficient communicating in your preferred method - email, phone, video chat? Can they express themselves clearly while also listening well? Strong communication is key to successful remote collaboration.
- Work ethic and priorities. Discuss their typical work schedule and habits. Are they self-motivated and able to work independently? Do their priorities and work-life balance align with your expectations? For example, how do they handle work outside of normal business hours in your time zone?
- Adaptability. Working across cultures requires patience, empathy and flexibility. Try to get a sense of the candidate’s adaptability and openness to different ways of thinking or doing things. Someone who is open-minded and willing to learn will integrate much more easily into your team.
- Cultural fit. Think about the candidate’s personality, sense of humor and overall vibe. While cultural differences will exist, you want to find someone you connect with and who will thrive in your company environment. If possible, have multiple team members interview them to get different perspectives.
- References. Speaking with former clients or managers is one of the best ways to gain insight into a candidate’s soft skills, work style and cultural fit. Ask open-ended questions about the candidate’s communication, work habits, and ability to adapt to different cultures or work environments.
Finding offshore developers who are not only technically qualified but also a great cultural match will help ensure a successful working relationship and project outcome. With the right questions and evaluations, you can determine if a candidate has the soft skills and fit to integrate seamlessly into your team.
Negotiate Rates and Formalize Contracts
Once you’ve found promising offshore developers, it’s time to negotiate contracts and rates. Some key things to keep in mind:
Do Your Research
Get a sense of the typical salary range for that position in that location. Check sites like Glassdoor, PayScale, and Salary Expert. You want to make a fair offer that will attract good talent, without overpaying.
Consider Cost of Living
The cost of living in places like Eastern Europe, India or Southeast Asia is often much lower than in Western countries. Adjust your salary offers accordingly. A wage that seems modest to you could be quite generous in another market.
Discuss Expectations Upfront
Be very clear about the role, responsibilities, hours required, and key performance indicators. Put as much detail as possible in the initial job listing and contract. This will help set the right expectations and avoid issues down the road.
Start With a Trial Period
It’s a good idea to establish an initial trial period, such as 3 to 6 months. This allows both parties to evaluate the working relationship before committing to a long-term contract. You can provide feedback, ensure the work quality is up to par, and determine if you're a good match. The developer also has a chance to decide if they enjoy the work and want to continue.
Consider Productivity Bonuses
For some roles, offering bonuses based on productivity or performance can be an incentive for your offshore team members to excel. Bonuses are especially useful when there may be a disconnect between a set monthly salary and actual hours worked. But use them carefully, as they can also lead to overwork if not monitored properly.
Get Help With Contracts
If you’re not familiar with international hiring laws and best practices, consider working with a lawyer who specializes in offshore contracting. They can help ensure your contracts are fair, legally compliant, and protect both parties. This is worth the investment to avoid issues in the long run.
Following these tips will help you find the right balance of fair pay and productivity with your offshore developers. With good communication and mutually agreeable terms, you can build a successful long-term working relationship.
Manage and Optimize Your Offshore Development Team
Once you have your offshore development team in place, the real work begins. Managing a remote team requires effort and oversight to keep projects on track. Here are some tips to optimize your offshore development team:
Communication is Key
Make time for frequent calls, especially in the beginning. Discuss expectations, processes, and tools to keep everyone on the same page. Provide constructive feedback and ask lots of questions. Overcommunicate details to avoid confusion and rework.
Set Clear Roles and Responsibilities
Explicitly define each team member's duties, priorities and limitations. This helps set proper expectations and ensures work is distributed effectively. Provide detailed task lists and timelines to keep the team focused.
Use Project Management Software
Collaboration tools like Trello, Asana or Jira help coordinate work across locations and time zones. Set up boards to organize tasks, deadlines, issues and milestones. Require daily or weekly status updates to monitor progress and make real-time adjustments.
Conduct Regular Code Reviews
Reviewing code helps ensure high quality, consistency and alignment with best practices. Schedule code reviews, especially for complex features or modules. Provide feedback for improvement to help developers strengthen their skills.
Be Flexible and Understanding
Offshore teams often work non-traditional hours to be available when you need them. Respect their time and be understanding of holidays, vacations and sick days. Be open to feedback on how to improve processes. A positive, flexible environment will lead to higher job satisfaction, productivity and retention.
Managing an offshore development team does require effort, but by focusing on communication, setting clear expectations, using the proper tools and being understanding, you can build an efficient, optimized team to help your business succeed. The key is finding the right balance of oversight and autonomy to get the best results.
Key Thoughts
So now you're equipped with some insider tips for finding and hiring top offshore developers. The key is to be very clear on what skills and experience you need, set a budget, and take the time to thoroughly vet candidates. Don't get dazzled by low hourly rates—look for developers with a proven track record of success and expertise in your tech stack. And once you find some great candidates, move quickly before someone else snaps them up! By following these best practices, you'll build an offshore team that feels like an extension of your in-house staff. Before you know it, you'll be scaling your business and achieving more than you ever thought possible. The world is your oyster! Now go out there, take action, and start building your dream team.
