Ask HN: Where do you find great remote developers?
64 comments
As someone that has actively looked for remote jobs, I'm always surprised with how few companies that are open to remote actually publicize that information. They'll both not post jobs on remote hiring sites, and will say a role is based in New York, LA, etc. and only deep in the description will say that they encourage remote workers as well.
This is a major plus for certain folks, so I sometimes wonder if companies don't realize it's such a big selling point.
This is a major plus for certain folks, so I sometimes wonder if companies don't realize it's such a big selling point.
This is so true. You can't really expect us to be actively looking on job sites for every city and expect us to find you.
Sites like freelancer is full of highly questionable jobs with low pay.
Hacker News and whoishiring.io has been a valuable resource to get my resume out there. I'd definitely suggest getting your stuff on each of those sites. In an ideal world, indeed would have a remote section, but they didn't last I checked.
Anyways, OP, it really depends on the developers you are looking for. The strategy for finding FTE and contractors are different, from the search to how you interview, how you deal with them as a worker, to your expectations.
Sites like freelancer is full of highly questionable jobs with low pay.
Hacker News and whoishiring.io has been a valuable resource to get my resume out there. I'd definitely suggest getting your stuff on each of those sites. In an ideal world, indeed would have a remote section, but they didn't last I checked.
Anyways, OP, it really depends on the developers you are looking for. The strategy for finding FTE and contractors are different, from the search to how you interview, how you deal with them as a worker, to your expectations.
> Hacker News and whoishiring.io has been a valuable resource to get my resume out there. I'd definitely suggest getting your stuff on each of those sites.
If I understand correctly, it is not possible to post your resume on either HN (this site) or whoishiring.io . If you have other sites please suggest them.
If I understand correctly, it is not possible to post your resume on either HN (this site) or whoishiring.io . If you have other sites please suggest them.
A lot of posts on the "Who is Hiring?" Thread (at least the good ones) that happens every month will contain contact information of people at the company often times who are in charge of the actual hiring. I assume this is what that was referring to
I only have my resume on indeed. I used to have it on other places, but eventually removed them.
The other comment is correct, I meant sending out my resume, not posting it.
The other comment is correct, I meant sending out my resume, not posting it.
I posted my resume on Indeed and it was one of the biggest mistakes I've ever made.
I get a phone call at least once every hour or two from an Indian recruiter with an American name who is trying to pitch me a 24 month contract-to-hire role working with technology that isn't mentioned on my resume or website.
I have to use call blocking apps just to maintain my sanity.
I get a phone call at least once every hour or two from an Indian recruiter with an American name who is trying to pitch me a 24 month contract-to-hire role working with technology that isn't mentioned on my resume or website.
I have to use call blocking apps just to maintain my sanity.
I haven't researched you, but a good piece of advice: Please be honest with your job advertisements. A friend of mine from college was telling me about his company's job posts one day, keep in mind they were a small company that makes b2b apps. They were looking for a guy that had 5 years of experience with the Swift programming language. When I questioned him about that, he suggested they wanted people who developed it at Apple...
what?
It's ok if your company or app isn't going to change the world. Seriously, that's fine. Even respectable! As a programmer myself, I just can't take companies seriously when they ask for the moon from someone, to write them a run-of-the-mill android app or whatever.
what?
It's ok if your company or app isn't going to change the world. Seriously, that's fine. Even respectable! As a programmer myself, I just can't take companies seriously when they ask for the moon from someone, to write them a run-of-the-mill android app or whatever.
We deal with this all the time at Turtle, as all devs on our network are remote. I'm not sure that advertising is the most direct way. If you're fully remote but paying well and have interesting work, you should have an easier time reaching great devs than companies who aren't remote (exceptions exist and some people do like nice space and free food).
Word-of-mouth is huge. Don't expect to get all your great devs at once. Hire a few, do right by them, and they'll help you reach others. Word-of-mouth has been our strongest referral engine yet.
Think about where your devs are most likely to be. Meetups? Conferences? Freelancer communities? Schools? Co-working spaces? Get there or find someone on the ground who can get to them.
A few tips:
(1) Be clear about why your work will be interesting. (2) Set up a process for flexibility (remote devs really value this). (3) Pay well. Mimic benefits in the markets you're hitting (example: if you're targeting Mountain View, consider giving your devs meals at restaurants serving better food than google).
Don't think of remote as a disadvantage (sounds a bit so from your post -- and from you jumping to advertising). Know that remote is seen as an advantage by money devs.
There are also a few remote job boards and twitter accounts but finding great devs within 20 miles or 2000 miles isn't all that different. Have interesting work, great process that doesn't get in the way, pay well, give freedom.
Word-of-mouth is huge. Don't expect to get all your great devs at once. Hire a few, do right by them, and they'll help you reach others. Word-of-mouth has been our strongest referral engine yet.
Think about where your devs are most likely to be. Meetups? Conferences? Freelancer communities? Schools? Co-working spaces? Get there or find someone on the ground who can get to them.
A few tips:
(1) Be clear about why your work will be interesting. (2) Set up a process for flexibility (remote devs really value this). (3) Pay well. Mimic benefits in the markets you're hitting (example: if you're targeting Mountain View, consider giving your devs meals at restaurants serving better food than google).
Don't think of remote as a disadvantage (sounds a bit so from your post -- and from you jumping to advertising). Know that remote is seen as an advantage by money devs.
There are also a few remote job boards and twitter accounts but finding great devs within 20 miles or 2000 miles isn't all that different. Have interesting work, great process that doesn't get in the way, pay well, give freedom.
I get the impression that a lot of companies still see remote work as an opportunity to hire Bay Area caliber talent for Iowa or Philippines local salaries. And then they're surprised to find a shortage of good developers applying.
The reality is (thankfully) finally coming around to the idea that you get what you pay for. A remote dev who can code his way out of a paper bag and effectively communicate that he has done so is a rare and valuable commodity. Offer to pay accordingly, and you won't have trouble attracting them.
The reality is (thankfully) finally coming around to the idea that you get what you pay for. A remote dev who can code his way out of a paper bag and effectively communicate that he has done so is a rare and valuable commodity. Offer to pay accordingly, and you won't have trouble attracting them.
I keep reading online about how remote teams are so great, but in real life they are tough as fuck and require 5x the discipline and communication skills of in-person teams.
Agreed. Making remote work well requires just about everyone to be firing on all cylinders: you, your team, and especially your manager.
And side note: The common wisdom about don't be the only remote person on a team is true. I've done it, and it absolutely sucks.
And side note: The common wisdom about don't be the only remote person on a team is true. I've done it, and it absolutely sucks.
If you're the only remote person, you're excluded from everything and there's probably no Slack or equivalent group discussion. I'm doing partially remote and I use that time to get done with some things that need more focus, but if I was fully remote I'd have big issues getting all the information I need.
I am the only remote person at my work. Sometimes I feel there's too much going on on Slack at the same time, and I haven't had any issues getting the information I need in a long time. There's always exceptions. Even though we've hit a few bumps in the road before we got to where we are now, I think it can work even for a 'traditional' company like ours (as long as you obsess about procedures and keeping things documented and in writing, which we've always done).
This is definitely true. It's taken us many years to develop practices and most importantly a nose for the type of people that can thrive working remote. It's definitely not for everyone.
A lot depends on the people and the job the team is doing. I work 100% remote, but it happens to be on software that is for web-based collaboration, so the challenges of remote work are benefits to us (at least in terms of dogfooding our products).
Also adjust that 5x number based on how many hours apart your time zones are. Remote in the same time zone is really not as bad compared to even just 3 people on different continents trying to collaborate.
absolutely! Ability to work remotely well is another bullet point on hiring requirements. It's not for everyone and you have to have a good culture around remote working at the company in the first place.
In my experience whenever you post remote jobs great devs come out of the woodwork to find you.
StackOverflow jobs with the remote flag was perhaps the most beneficial before we joined YC and could post to HN.
StackOverflow jobs with the remote flag was perhaps the most beneficial before we joined YC and could post to HN.
This might be a bit harsh, but the other comments point you in the right direction for general remote hiring and hiring developers in general, so specifically:
* After I see the quality of your website and copy, I assume you don't have $$ to pay a decent front end designer or copywriter, or even $ to outsource this.
* If this is true, hiring good devs is going to be difficult. If it isn't, I would iterate on your frontend and copy ASAP. It's the first impression for your customers and potential employees, and currently the design is not great, there are many front end bugs, and the copy sounds like it was written in an evening by the founder.
Not trying to be overly critical - shipped is better than perfect. But your current first impression means I didn't even look at your jobs page, so it might be something you want to focus on before going into full hiring mode.
* After I see the quality of your website and copy, I assume you don't have $$ to pay a decent front end designer or copywriter, or even $ to outsource this.
* If this is true, hiring good devs is going to be difficult. If it isn't, I would iterate on your frontend and copy ASAP. It's the first impression for your customers and potential employees, and currently the design is not great, there are many front end bugs, and the copy sounds like it was written in an evening by the founder.
Not trying to be overly critical - shipped is better than perfect. But your current first impression means I didn't even look at your jobs page, so it might be something you want to focus on before going into full hiring mode.
Relatedly, there's a typo in their HN profile: "We're hiring remove developers". Sometimes it's the little things that leave a good impression, no matter how seemingly insignificant.
I nearly added exactly this, and then didn't want to be that guy. Glad it's not only me..
Maybe there is a remove.js framework to remove UI elements.
A lot of websites have poor design but plenty of customers. It sounds like they would source most of their customers offline rather than online, and that the website is just an official presence or pamphlet.
Heh, yeah this is exactly us. We're growing, profitable, doing well but also twelve years old and so is our website. We are, in fact, in the middle of redesigning it but the quite correct commentary here is a great reminder / kick in the pants. Thank you!
Take a look at where great companies hire outside of the US.
Argentina, Brazil, Chile, Estonia, New Zealand - all not very well "known" as offshore, but great because there's plenty of people working at local companies that you can poach at a discount compared to your head office. Now start invading their local hangouts.
Generally speaking you should advertise where those people hang out weekly or daily. Pay for an advertisement in the latest tech-framework-that-relates-to-your-work-newsletter with a project donation, that really specific podcast that people who work in your stack listen to, StackOverflow (targeted), subreddits, Slack and Discord channels all centered around your stack.
LinkedIn and recruiters generally won't get you the crème de la crème, because it's not as cost effective for them.. You have to work to find them. So go out, seek and offer!
Argentina, Brazil, Chile, Estonia, New Zealand - all not very well "known" as offshore, but great because there's plenty of people working at local companies that you can poach at a discount compared to your head office. Now start invading their local hangouts.
Generally speaking you should advertise where those people hang out weekly or daily. Pay for an advertisement in the latest tech-framework-that-relates-to-your-work-newsletter with a project donation, that really specific podcast that people who work in your stack listen to, StackOverflow (targeted), subreddits, Slack and Discord channels all centered around your stack.
LinkedIn and recruiters generally won't get you the crème de la crème, because it's not as cost effective for them.. You have to work to find them. So go out, seek and offer!
The New Zealand dollar is brutal right now (USD1 = NZD1.35) so it's not going to be much of a discount.
The hacker news thread on the first of every month.
There are a number of remote only job boards like weworkremotely.com finding all of those and posting there is a good start.
Good remote jobs are highly valued by developers who have worked remotely in the past.
I have been working remotely for 22 years, and each new job is a bit of a herculean task to find.
At the risk of sounding presumptuous, I'm considering a job change myself and will be prioritizing remote opportunities. I didn't see any contact information in your HN profile or on your website or I would have contacted you there. If you are interested in talking my contact information is available in my HN profile.
More generally, consider remote specific job boards like Remote OK (https://remoteok.io/) or We Work Remotely (https://weworkremotely.com/).
As others have mentioned, StackOverflow's job board is also a good resource. You can tag your posting as being remote.
More generally, consider remote specific job boards like Remote OK (https://remoteok.io/) or We Work Remotely (https://weworkremotely.com/).
As others have mentioned, StackOverflow's job board is also a good resource. You can tag your posting as being remote.
I didn't want to presume myself, but I've now updated my profile. I'll reach out to you directly too, thanks!
We usually advertise on both of those but didn't have much luck some years ago with StackOverflow, but maybe we'll give it a second try.
We usually advertise on both of those but didn't have much luck some years ago with StackOverflow, but maybe we'll give it a second try.
Might be a very dumb sounding answer but money is usually where it is: Pay well and you will magically have them :)
Even though I haven't really considered pure remote jobs, I have always at least peeked at recruiter mails that come in with an impressive number as an opener.
Even though I haven't really considered pure remote jobs, I have always at least peeked at recruiter mails that come in with an impressive number as an opener.
Having been working remotely on and off for the last few years, I would tend to agree.
I’m flexible where I work, so if I can earn more working in an office I’ll do it - I’m not taking a 40% paycut just to work remotely.
As a company you are already saving by not paying employment taxes (most remote workers are contractors on paper) and not having an office, so don’t skimp more by paying your team a low wage.
I’m flexible where I work, so if I can earn more working in an office I’ll do it - I’m not taking a 40% paycut just to work remotely.
As a company you are already saving by not paying employment taxes (most remote workers are contractors on paper) and not having an office, so don’t skimp more by paying your team a low wage.
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I am sitting on the other side of the table. If I am actively looking for a gig, which rarely happens, I have a look into all the remote job boards. Then it depends on the job description and how the company presents itself. Otherwise the HN Freelancer/Job Threads each month are valuable too.
However, I must admit that 90% of my professional opportunities are generated through my own website. Recruiters for remote jobs or people with project based opportunities are reaching out to me after reading a blog post of mine. So I guess that many people/companies looking for remote professionals are evaluating websites from individuals (blogger/open source maintainer/...) too.
However, I must admit that 90% of my professional opportunities are generated through my own website. Recruiters for remote jobs or people with project based opportunities are reaching out to me after reading a blog post of mine. So I guess that many people/companies looking for remote professionals are evaluating websites from individuals (blogger/open source maintainer/...) too.
If you're at an incubator / coworking space, that is the best place. Second to that, meetups. Third, you can start interviewing en masse - but when it gets to that point, both sides decay in quality.
I've gotten most of my work through incubators, people using my open source projects, and finally through HN.
In hindsight, the reason why incubators/coworking spaces were so effective is people can form a connection beforehand and know your personality. They can see that you're in front of a terminal happy getting stuff done, "in the zone" with your headphones, and not yapping about politics or meta stuff.
If you do python, django, or stripe, check my profile.
I've gotten most of my work through incubators, people using my open source projects, and finally through HN.
In hindsight, the reason why incubators/coworking spaces were so effective is people can form a connection beforehand and know your personality. They can see that you're in front of a terminal happy getting stuff done, "in the zone" with your headphones, and not yapping about politics or meta stuff.
If you do python, django, or stripe, check my profile.
Cold outreach. Github Advanced Search is your friend.
E.g. query for devs with at least one javascript repository (substitute whatever tech you're targeting), > 5 total repos (show they're fairly active on GH), with > 10 followers.
https://github.com/search?utf8=%E2%9C%93&q=language%3Ajavasc...
Search documentation https://help.github.com/articles/searching-users/
E.g. query for devs with at least one javascript repository (substitute whatever tech you're targeting), > 5 total repos (show they're fairly active on GH), with > 10 followers.
https://github.com/search?utf8=%E2%9C%93&q=language%3Ajavasc...
Search documentation https://help.github.com/articles/searching-users/
I think you will find a lot of remote devs here or you could put an ad on StackOverflow.
To retain them, pay well and keep work interesting. Most good remote devs are very self-sufficient so don't micromanage but show trust.
To retain them, pay well and keep work interesting. Most good remote devs are very self-sufficient so don't micromanage but show trust.
Some of it is finding remote developers that aren't necessarily for hire, and getting to know them. Meetups, discussion boards, etc. Remote developers value their clients because of the flexibility, and finding a good remote client is harder than finding an FTE. So that means that if a remote developer has a relatively solid gig, they're often going to stay there even if they're theoretically open to something better.
Depends on definition of "excellent". Usually great engineers tend to live in the most expensive places, because 1) they can afford it 2) there are many companies which offer relocation. So here you just have to pay a big buck (and compete with top tech companies for the talent), so devs can pay for the housing and expensive life, let's say in SFBA.
If you're not looking for stars with Google on their resumes or 5 year SV experience, which is also OK, there are plenty of engineers who can do a great job without Google on their resumes. Maybe little bit slower, maybe not. If you can't find them, your interview process is broken.
If something doesn't work right, it means you're looking inexpensive talent in expensive areas, or exceptional talent in places where you can't find it. You're remote, but talent often is more about geography.
Also, use GitHub (or git-awards.com) for your search. I have pretty popular repos, in the top 100 JS devs for San Francisco, email is specified in profile, but recruiters don't reach. They just don't use this channel. They only know about one site - LinkedIn.
If you're not looking for stars with Google on their resumes or 5 year SV experience, which is also OK, there are plenty of engineers who can do a great job without Google on their resumes. Maybe little bit slower, maybe not. If you can't find them, your interview process is broken.
If something doesn't work right, it means you're looking inexpensive talent in expensive areas, or exceptional talent in places where you can't find it. You're remote, but talent often is more about geography.
Also, use GitHub (or git-awards.com) for your search. I have pretty popular repos, in the top 100 JS devs for San Francisco, email is specified in profile, but recruiters don't reach. They just don't use this channel. They only know about one site - LinkedIn.
1) pay well
2) offer max flexibility
3) pay bonuses
4) make sure you handle all client problems
For an out there perspective, I am a big fan of fixed price contracts. I know what I can do and what it's worth. Can't speak for others but I want to share because I don't see people talk about it. A product can be dozens of pieces if you can integrate them.
Incentives are what you need to focus on. Why are they working remote? Why are you seeking remote? Are you investing or just using their labor? I appreciate when somebody is honest and treats me like shit over a dishonest time waster. Really, if given a choice I'd go back to a direct a-hole over a shifty smile. A little brief and all opinion, but my 2c.
Incentives are what you need to focus on. Why are they working remote? Why are you seeking remote? Are you investing or just using their labor? I appreciate when somebody is honest and treats me like shit over a dishonest time waster. Really, if given a choice I'd go back to a direct a-hole over a shifty smile. A little brief and all opinion, but my 2c.
It almost always pays to have your finger on the pulse of whatever industry you're looking to recruit from.
If someone posts a neat article on something that's relevant to your problem space, don't be bashful and reach out to them (same with useful github projects, etc).
Twitter is another one if you've already curated a good base (or your developers/security folks/designers/etc have), just start DMing people who look like they're great and passionate about what they do.
If someone posts a neat article on something that's relevant to your problem space, don't be bashful and reach out to them (same with useful github projects, etc).
Twitter is another one if you've already curated a good base (or your developers/security folks/designers/etc have), just start DMing people who look like they're great and passionate about what they do.
Pay 6-figures, even if they are located in "cheap" locations. Offer flex/part-time. Forget about office-like holy 40 hours per week.
You still need to separate the wheat from the chaff. Compare yourself to your old colleagues, do they make a lot more than you? Are you more effective than them? What about the reverse?
There are plenty diamond in the rough engineers. By nature, a vast quantity of people don't know their worth, and what's available to them - so don't just seek those that already know, seek skills and reward them for those skills.
There are plenty diamond in the rough engineers. By nature, a vast quantity of people don't know their worth, and what's available to them - so don't just seek those that already know, seek skills and reward them for those skills.
I am currently working remotely for a company. Both the company and me are satisfied with my work. The way I found it is: a friend of mine I met at uni, told me that his boss was looking for new developers and was considering remote. I was interviewed and we agreed. I only go to the company once a month to plan the next one. The rest of the month we are using slack.
We found a great remote developer using Github. For a while I had been keeping track of high quality repos which mentioned that the author was for hire. When we finally needed to hire a developer, I reached out to the first guy on the list, and he's been working with us for more than a year now. I think a good open source track record is the best resume.
It depends on kind of products / applications you want to build. If you are looking for mainstream developers who can create web/data processing applications, (As suggested in other comments ) StackOverflow & Github are two places to find candidates based on their actual work.
Another place to look for remote developers is freelance websites. https://www.upwork.com/o/profiles/browse/ Just an example. A quick search can bring other names.
From my experience, many projects listed in freelancing site lacks Clarity in requirements, asks a lot of productivity for minimal costs.If someone manages good feedback, they can ideally be called a good developer. And yes you can filter by technology, type of projects (long, short, tight or trivial).
Your work culture and process, will be the driving factors in building a positive word of mouth and feedback. Only that can help in retention and additions in the longer term.
Another place to look for remote developers is freelance websites. https://www.upwork.com/o/profiles/browse/ Just an example. A quick search can bring other names.
From my experience, many projects listed in freelancing site lacks Clarity in requirements, asks a lot of productivity for minimal costs.If someone manages good feedback, they can ideally be called a good developer. And yes you can filter by technology, type of projects (long, short, tight or trivial).
Your work culture and process, will be the driving factors in building a positive word of mouth and feedback. Only that can help in retention and additions in the longer term.
Argentina. I have worked with multiple developers from Argentina and I have only had positive experiences. They are much lower cost the American devs, but just as good quality.
They also live in a North American-friendly timezone, which makes it easy for them to work business hours.
They also live in a North American-friendly timezone, which makes it easy for them to work business hours.
Hi. I'm living in the middle-of-nowhere California.
I'm a generalist, have written software for half a dozen of the worlds major corporations. I live 75 miles from OC, SD and LA, but have family obligations that keep me where I am.
If any of this sounds interesting please say hello :)
I'm a generalist, have written software for half a dozen of the worlds major corporations. I live 75 miles from OC, SD and LA, but have family obligations that keep me where I am.
If any of this sounds interesting please say hello :)
February's "Who's Hiring?" story should arrive in about a week. If you're serious about getting a remote job, that's a great place to start.
Gracias.
I've been thinking about trying to start a remote job board for devs in Canada. Would you be interested in posting there? The problem is, I'm not sure I could come up with enough jobs to keep it filled.
This post is helpful. I personally look a lot on stackoverflow jobs with remote tag and a salary displayed. I check also those without salary but with a good tech stack, but it's harder to filter there
word of mouth. make an easy-to-forward email and send it to your remote developers, saying:
> "we're looking to find a great person on our team, but job postings are low-value. Could you forward this email to someone who may be interested, or someone who might know someone who's interested?"
Remote devs keep tabs on other remote devs.
Source: on year 3 of full-time remote work, spread across many time zones.
I like to connect good opportunities to good people, and vice versa. I'd forward that email to three or five people.
Good luck!
> "we're looking to find a great person on our team, but job postings are low-value. Could you forward this email to someone who may be interested, or someone who might know someone who's interested?"
Remote devs keep tabs on other remote devs.
Source: on year 3 of full-time remote work, spread across many time zones.
I like to connect good opportunities to good people, and vice versa. I'd forward that email to three or five people.
Good luck!
I don't have any first-hand knowledge. From what I've read, three main sources are: word-of-mouth, stack overflow, and github.
> I am posting to say that I cannot review the product because I didn't buy it.
An Amazon reviews lurker.
An Amazon reviews lurker.
WeWorkRemotely.com
Reddit /r/ForHire
Job boards that are specifically targeted to your language (LaraJobs in our case)
Reddit /r/ForHire
Job boards that are specifically targeted to your language (LaraJobs in our case)
You've certainly based your decision to go 100% remote on sound logic. An increase in talent base size and reduction in hourly costs are two of the most common reasons to move to a remote workforce.
I run Scalable Path, a network of developers and designers. A significant part of the business involves finding and retaining great talent. So I'm very familiar with some of the pain points you describe. I've found that, if you carry out the following basic steps, you will see a much higher retention rate within your remote team.
Our own remote onboarding process has 3 goals:
- Facilitate the seamless integration of new contractors into team and project workflows. - Enable management to monitor performance of new hires easily - Ensure talent are matched with projects that challenge and motivate them
We do this by following these steps:
1. Set up a regular communication channel
Setting up a regular and reliable line of communication is vital. It ensures that the contractor immediately feels included in the business, and as such will be more accountable to it. Regularly touching base also means potential problems can be caught early. We encourage our Team Leaders to have two major touchpoints: a daily standup with the whole team and a weekly 1-1 session. These meetings can be short, but they should be about more than just work. It's important to connect with your remote workers like you would with onsite staff.
2. Make sure everyone is using source control
This may be Captain Obvious to most of you, but less experienced developers and project managers may not realize how essential source control can be - until it’s too late.
Because source control links code to its author, it serves another function, it enables you to see the quality of work of an individual. This can be particularly useful in the early days when you are onboarding a contractor, or if you feel a contractor may not be performing as expected.
3. Project Management Platform
If correctly utilized, your task management platform can serve as a complete introduction and information repository for your project(s). Many of the leading products do more than just managing tasks. They also work as chat rooms and file storage.
Just be sure you own the task management access. This is beneficial because you can add and remove people from the platform without losing historical task information. It also means you can slowly bring developers into the fold with specific isolated tasks for them.
4. Time Tracking
Let me preface this by saying that trusting your contractor(s) is crucial to the success of a project. Contractors should be judged on their productivity, not their attendance. What really matters is whether they are getting things done. Pouring over and questioning every entry on a timesheet is counterproductive and breeds distrust.
That being said having daily, or at the very least weekly, access to contractor's hours and task descriptions is a simple way to gauge the level of effort being spent on a project. Particularly useful at the beginning of a relationship, to see if time spent equates work/productivity committed.
Many of these steps help to make the workflow transparent to everyone. It is this transparency which is key to the successful retention of remote workers.
5. Orientation
Last but not least, it is vital to help orient your new team members around the business. From its culture to the location of documentation they will need. Even the most basic onboarding process will help settle your new employees. In turn, this has positive effects on job satisfaction, productivity, and stress. What’s not to like?
Good luck with your search.
I run Scalable Path, a network of developers and designers. A significant part of the business involves finding and retaining great talent. So I'm very familiar with some of the pain points you describe. I've found that, if you carry out the following basic steps, you will see a much higher retention rate within your remote team.
Our own remote onboarding process has 3 goals:
- Facilitate the seamless integration of new contractors into team and project workflows. - Enable management to monitor performance of new hires easily - Ensure talent are matched with projects that challenge and motivate them
We do this by following these steps:
1. Set up a regular communication channel
Setting up a regular and reliable line of communication is vital. It ensures that the contractor immediately feels included in the business, and as such will be more accountable to it. Regularly touching base also means potential problems can be caught early. We encourage our Team Leaders to have two major touchpoints: a daily standup with the whole team and a weekly 1-1 session. These meetings can be short, but they should be about more than just work. It's important to connect with your remote workers like you would with onsite staff.
2. Make sure everyone is using source control
This may be Captain Obvious to most of you, but less experienced developers and project managers may not realize how essential source control can be - until it’s too late.
Because source control links code to its author, it serves another function, it enables you to see the quality of work of an individual. This can be particularly useful in the early days when you are onboarding a contractor, or if you feel a contractor may not be performing as expected.
3. Project Management Platform
If correctly utilized, your task management platform can serve as a complete introduction and information repository for your project(s). Many of the leading products do more than just managing tasks. They also work as chat rooms and file storage.
Just be sure you own the task management access. This is beneficial because you can add and remove people from the platform without losing historical task information. It also means you can slowly bring developers into the fold with specific isolated tasks for them.
4. Time Tracking
Let me preface this by saying that trusting your contractor(s) is crucial to the success of a project. Contractors should be judged on their productivity, not their attendance. What really matters is whether they are getting things done. Pouring over and questioning every entry on a timesheet is counterproductive and breeds distrust.
That being said having daily, or at the very least weekly, access to contractor's hours and task descriptions is a simple way to gauge the level of effort being spent on a project. Particularly useful at the beginning of a relationship, to see if time spent equates work/productivity committed.
Many of these steps help to make the workflow transparent to everyone. It is this transparency which is key to the successful retention of remote workers.
5. Orientation
Last but not least, it is vital to help orient your new team members around the business. From its culture to the location of documentation they will need. Even the most basic onboarding process will help settle your new employees. In turn, this has positive effects on job satisfaction, productivity, and stress. What’s not to like?
Good luck with your search.
Disclaimer: I work for a vetted freelance developer community CodementorX, but just want to chip in.
A lot of people here has already pointed out great resources on where to find developers, but as some has also mentioned, having a good job description can also do wonders. We happened to write something about that here: https://www.codementor.io/blog/software-engineer-job-descrip...
Based on my experience, not every company is ready to embrace the 100% remote culture. Distributed teams like Zapier has a very thorough and fleshed out framework on how to integrate remote colleagues into their company culture: https://www.codementor.io/blog/remote-team-management-zapier...
Hope it doesn't come up as too promotional, just thought that some of our resources can help!
A lot of people here has already pointed out great resources on where to find developers, but as some has also mentioned, having a good job description can also do wonders. We happened to write something about that here: https://www.codementor.io/blog/software-engineer-job-descrip...
Based on my experience, not every company is ready to embrace the 100% remote culture. Distributed teams like Zapier has a very thorough and fleshed out framework on how to integrate remote colleagues into their company culture: https://www.codementor.io/blog/remote-team-management-zapier...
Hope it doesn't come up as too promotional, just thought that some of our resources can help!
here is the link
twitter.com/remote_ok
Are there any places you've found particularly effective for advertising? Any other tricks or best practices you've found effective and finding and retaining great developers?
Thanks!