Most business entities operate either online or have a great share of their work handled within various systems, so the need for tech specialists is higher than ever. And it doesn’t really matter if you need an in-house development team to work on a native mobile app or looking for a remote developer, you are most likely will witness an incredible tech talent shortage. And while it is a common problem all over the world, some countries still have a bigger pool of developers you can hire (for example, check this article on the cost of Ukraine programmers you can hire). So let’s find the best solution for your case.
Basically, there are 2 options: either hire a developer who will complete your team or choose a remote specialist to file the work. While having a developer on sight might seem like the best option as you can control their work and communicate easily on the daily basis, it also comes with a lot of additional expenses. You have to provide them with a proper workspace, sometimes pay for their relocation, and they will waste the time commuting to the office.
Outsourcing vs. Outstaffing
Another alternative is to look for an expert abroad or overseas. Contrary to local recruitment, remote management comes with the process complications, as you have to establish proper communication channels and learn to trust the employee. Outsourcing the projects means the client trusts the other company to perform the project from A to Z, whereas outstaffing means hiring only a single individual to complete an existing team. Many people would wonder why this is a good alternative. The answer is simple: the chances of hiring tech talent with proper experience and qualifications are much higher if you consider a wider area. Among other benefits is the potentially reduced expenses (for more detailed information, check out this articles that provides current information on developer salary by country).
How to Hire a Developer?
The first thing to do is to learn what type of specialist is needed, what is the average software developer salary for such type of technical skills and what will be its share in the overall software development costs. Next, contact the recruiter or create a job offer, describing not only the requirements for the candidate (such as experience, skills, technologies, and languages)but describe the type of work your company does, what benefits the candidate can count on, etc.
If you choose offshore software development, make sure to carry out interviews yourself (to get to know the person), as well as plan technical expertise and language skills evaluation (if needed). Set clear requirements and expectations about team management, schedules, and deadlines, expected terms of communication and overall ideas about the project. For in-house employees, make sure to introduce them to the rest of the team. Any new developer (or employee in general) needs proper onboard training and guidance throughout their adaptation.
While making the decision, pay attention to the details of your project and make the decision based on what’s better for the company. But don’t forget that there are lots of remote tech jobs, make sure you offer both a friendly atmosphere and compensationpackages in order to keep the employee.