For Employers

Automation Testing Trends to Lookout for in 2022
For Employers

The Top Eight Automation Testing Trends to Lookout for in 2022

With rapid advancements in modern technologies, the demand for automation testing is at an all-time high. Here are the top automation testing trends for 2022.

Unlike in the past, software testing is not just about identifying and troubleshooting application errors. Earlier, the goal of such testing was to ensure high performance and quality in the shipped products. Nowadays, companies need to optimize their time-to-market metrics, automate manual tasks, maximize resource utilization, and scale their team’s productivity to deliver an exceptional user experience. Automation testing helps companies achieve their business goals by speeding up the product delivery process while maintaining quality.

With rapid advancements in modern technologies such as IoT, Artificial Intelligence, Machine Learning, etc., the demand for automation testing is at an all-time high. 

According to MarketsandMarkets, “The Automation testing market size is expected to grow to USD 49.9 billion by 2026, at a Compound Annual Growth Rate (CAGR) of 19.2% during the forecast period.”

This post will discuss the top eight automation testing trends for 2022. 

Let’s get started!

  1. Hyperautomation testing

    One of the top trends in the automation testing market, hyperautomation, combines the power of Artificial Intelligence, Machine Learning, and automation technologies. It augments human capabilities and offers flexible, scalable, and faster product development.
    QA teams can now deploy digital testers (supported by various test pipelines) to reduce human intervention and automate the entire testing process. In addition, companies can leverage advanced technologies such as Business Process Management (BPM), Robotic Process Automation (RPA), AI, and ML to achieve their business goals.
  2. Cloud-based cross-browser testing

    Gone are the days when developers wrote different codes for different devices and browsers. With advancements in technology supporting cross-platform development, automating the testing processes across multiple browsers and testing environments has become crucial.
    Companies nowadays adopt cloud-based cross-browser testing methods to reduce testing infrastructure costs and enhance scalability. This process enables QA teams to test their web apps seamlessly across various device-OS-browser combinations and deliver high-quality products.
  3. Non-functional testing

    Customer satisfaction is one of the crucial metrics to measure a software product’s success. Therefore, it becomes critical to perform non-functional testing to increase the efficiency and usability of the product and reduce production risks and costs. Some of the main categories of non-functional testing are:
    • Accessibility testing

    • Security testing

    • Performance testing

    • Infrastructure testing

    • Stress testing

    • Load testing

    • Disaster recovery testing

  4. Automated regression testing

    Automated regression testing ensures that recent code modifications do not break the existing functionalities and provide a safety net to find regression bugs. This feature saves time and helps deliver efficient solutions with enhanced scalability and speed.
    ROI and effective bug detection are the key advantages of automated regression testing. Automated regression testing tools include Selenium, TimeShiftX, IBM Rational Functional Tester, SilkTest, TestComplete, Ranorex, etc.
  5. API testing

    It is common to use third-party libraries and APIs while developing web applications and software solutions. However, with thousands of applications using the same API, testers and developers must test these APIs thoroughly to ensure the error-free performance of applications.
    Automating the API testing process helps QA teams quickly identify and troubleshoot bugs. It also allows seamless integration with third-party API services.
  6. DevTestOps

    Trends in automation testing

    Trends in automation testing: DevTestOps

    DevTestOps is the latest trend in the software testing domain and will continue to trend in 2022. While DevOps helps organizations deploy system changes efficiently and quickly, DevTestOps enhances deployment quality through continuous and automated testing.
    QA teams can use CI/CD pipelines with AI to boost the automated testing and product delivery processes.
    The main advantage of DevTestOps is the identification of bugs before the final release of the software, which improves the customer experience.
  7. Codeless automation

    Codeless automation is the next big thing in the world of automated testing. Testers can now save a lot of time by automating the process of writing and running test scripts.
    According to Future Marketing Insights, “The demand for codeless testing will rise at 15.5% CAGR between 2021 and 2031.”
    Codeless automated testing eliminates the need to write thousands of code lines, regardless of the application’s type and size. This feature maximizes testing efficiency, reliability, and stability across the SDLC process. Selenium is one of the most popular testing tools that offer codeless automation, allowing developers to focus more on building innovative products. 
  8. Mobile automation testing

    With the ever-increasing usage of mobile devices and the internet, mobile automation testing will continue to be a top automated testing trend in 2022.
    According to Market Research Future (MRFR), “The global mobile application testing services market is expected to reach a market value of USD 13585.73 Million by 2026, growing at a CAGR of 20.3%.”
    By automating mobile application testing, QA teams can improve regression test cases, boost testing productivity, reduce product delivery time, and ensure higher customer satisfaction.

Here is a list of the top eight automation testing tools to use in 2022:

  1. Selenium

  2. IBM Rational Functional Tester (RFT)

  3. TestComplete

  4. Katalon Studio

  5. Appium

  6. Cucumber

  7. SoapUI

  8. WorkSoft

Wrapping up

Automation testing helps organizations significantly reduce product delivery time and accelerate progress. It also assists development and testing teams to improve software quality by providing comprehensive error reports. 

Large-scale enterprises and fast-growing start-ups can leverage automation testing services to ensure the smooth functioning of their business operations, reduce operational costs, and improve customer experience. 

Undoubtedly, automation testing is the future of software testing. Adopting the latest trends will prove to be an effective strategy for businesses to gain a competitive edge in the industry.

Turing is a data-science-driven deep jobs platform helping companies spin up their engineering teams in the cloud at the push of a button. Turing’s Intelligent Talent Cloud uses AI to source, vet, match, and manage over a million developers worldwide. With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Jan 21, 2022
project management tool
For Employers

The Six Best Project Management Tools for 2022

Project management is tricky without a good project management tool at your disposal. Here are six project management software to make your life simpler.

It’s challenging to run a business and stay organized simultaneously. You’re swamped with project deadlines, hiring requests, and a slew of other distractions. It’s easy for things (especially project management) to slip by the wayside amid the commotion. Let’s face it. Project management is challenging. And it’s especially tough to run a small firm without a efficient manager or a good project management tool at your disposal. 

There are so many things that may go wrong, and you may find yourself having to reschedule your deadlines due to a few minor errors. That is why it is critical to use the right project management software to manage your time and activities effectively.

Here are six project management tools that can save you from tedious work and make your life simpler in 2022:

Basecamp Project Management Tool 

basecamp project management tool

Basecamp project management software

Have you ever seen an online application that’s too difficult to use? If you have, you know how annoying that can get.
But Basecamp is different. Basecamp is a straightforward tool that makes project management less stressful. The tool improves collaboration, communication, and production.

File sharing, chat boards, timetables, notifications, to-do lists, and milestones are just a few of the features Basecamp offers for effective teamwork.

Features:

  • The user interface is intuitive and simple to use, even if you’re new to project management systems.
  • Ideal for small groups and businesses.

Drawbacks:

  • The UX (User Experience) might use some work. 

Related Post: Three Tips for Team Leaders to Support Their Teams in the Face of Technical Unknowns

Confluence Project Management Software

Project management is all about getting things done, no matter where, no matter how. Confluence assists teams in organizing their projects through the use of pages arranged into spaces. 

Confluence is ideal for any team or project since spaces can be created with a single click and are entirely customizable.

Features:

  • It’s ideal for organizing resources and ideas and keeping track of project progress. 
  • Maintain transparency and control by keeping your staff and supervisors informed.

Drawbacks:

  • This tool might not be the best option if you’re looking for a highly sophisticated project management tool with a complete feature set.
  • Confluence has a learning curve, so getting started can be difficult.

 

Microsoft Project Management Software

MS Teams project management tool

Microsoft project management tool

Microsoft Project is a project management application that has been around for a long time. It’s a trusted product because it comes from Microsoft and is quite popular among project managers.

Microsoft Project is primarily used in large and complex projects to ensure that task completion occurs on time. This project management application also assists you in assigning tasks to team members, tracking progress reports, and much more. It essentially enables you to handle all of your projects without difficulty.

Features:

  • MS Projects is a full-featured project management application designed for larger, more complex projects. 
  • Great for managing activities from beginning to end, allowing you to track progress and make necessary changes.

Drawbacks:

  • This app might not be the ideal choice for you if you’re searching for a simple project management tool. 
  • When it comes to utilizing Microsoft Project, there is a learning curve.

Slack Project Management Tool

Slack is a project management tool that revolutionized project management for distributed teams. It blends the real-time chat features of instant messengers with the project management features of applications such as Basecamp.

You can use Slack to build separate channels for different teams to connect. You can also set up keyword notifications to alert you whenever someone mentions a word or sentence of interest.

Features:

  • It combines messaging and project management tools, allowing you to connect with your team while managing tasks simultaneously. 
  • Slack is simple to use, making it an excellent choice for teams of all sizes, from tiny businesses to large organizations.

Drawbacks:

  • Some of its features may appear gimmicky and pointless. For some users, it is a distraction.

Related Post: Three Communication Mistakes Hybrid Teams Must Avoid

Trello Project Management Tool

Trello is a project management tool built with productivity in mind. The app relies on the Kanban method, which uses cards to represent different tasks to help you visualize your workflow.

Trello allows you to divide projects into individual tasks. It also allows you to assign cards to individual team members, which is a terrific method to delegate tasks.

Additionally, Trello excels when it comes to handling numerous tasks at once. It offers a ‘card’ structure that lets you track your workflow and progress on different activities. The tool also enables you to establish deadlines for various tasks.

Features:

  • Trello is an excellent choice for small and medium-sized teams who need to handle numerous projects simultaneously. It uses the Kanban approach to help you view your workflow and activities. 
  • It also has a user-friendly UI.

Drawbacks:

  • Trello isn’t the best choice for large, complex projects requiring extensive project management features. 
  • Scaling to large teams and more members could be challenging.  

Wrike Project Management Software

wrike project management tool

Wrike project management software

Wrike is the primary project management application used by companies such as Airbnb. It’s a web-based program with a highly straightforward user interface that helps you create and manage projects from anywhere in the world.

Wrike enables users to construct various task lists and handle projects efficiently. In addition, the app comes with another solid feature, visualization, which allows users to create custom dashboards and workflows. It is also incredibly helpful to generate job lists and streamline processes.

Features:

  • It enables you to construct various work lists and manage projects simply and intuitively. 
  • It’s ideal for project planning, especially when working with small groups.

Drawbacks:

  • To set up Wrike, you’ll need some technical skills. For non-technical folks, this could be an issue.

Conclusion

The success of your company depends heavily on project management. As a result, it is prudent to find the best project management software for your needs. 

You can make the most of your time and grow your business if you have the proper project management tools with you.

Each project management tool has its own set of benefits and drawbacks. And thus, you need to identify your needs and pick the one that works best for you.

With Turing’s Intelligent Talent Cloud, you can hire the top 1% of 1 million+ software developers. Get Silicon Valley-caliber engineers with a 100% risk-free two-week trial. Head over to the Hire page to learn more!

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Jan 20, 2022
Back-end developers vs Back-end engineers
For Employers

Back-end Developers vs Back-end Engineers: Key Differences Between Skills, Roles, and Responsibilities

You can build a solid software development team only if you hire great back-end developers as well as back-end engineers. Want to know why? Keep reading!

You may be all set to build a bacekend development team for your company. But do you know how back-end engineers differ from back-end developers? If yes, whom should you hire? Most importantly, will hiring any one of them be enough for your project?  

This post will highlight the differences between a backend developer and a backend engineer to help you build a solid software development team. 

Let’s dive in. 

Who is a back-end engineer? What do back-end engineers do? 

Back-end Engineers vs Back-end Developers

Who is a back-end engineer?

A back-end engineer is responsible for designing, building, and maintaining the server-side of software applications. 

Back-end engineers lay the groundwork for the software development team. Their role includes writing business logic, server scripts, and APIs later used by other software development team members.

On a day-to-day basis, a back-end software engineer has to optimize servers for speed and stability, ensure the security of the structures, create code libraries that can be reused, and create data storage solutions. In addition, back-end engineers can also work on business rule implementation logic. 

The key responsibilities of backend engineers:

  • Ensuring that the server is optimized for speed and is stable
  • Improving the quality of the team’s code 
  • Working with the front-end team to understand the end-user requirements 
  • Ensuring that the backend is usable for all the front-end applications such as UI/UX design, etc.

Which skills should you look for in a back-end engineer?

While hiring backend engineers, look out for the following skills:

  • 2-3 years of experience in the related field. 
  • In-depth knowledge of PHP, Python, Ruby, Java, .NET, JavaScript, etc.
  • Server-side experience with SASS and LESS.
  • Familiarity with front-end development platforms such as JAVA, HTML5, and CSS3.

Who is a back-end developer? What do back-end developers do?

Back-end Engineers vs Back-end Developers

Who is a back-end developer?

While a backend engineer works on a broad range of areas of software development, backend developers focus on individual components of the server-side system. 

A backend software developer should be familiar with the agile software development process. From a broader perspective, a backend developer has the following responsibilities:

  • Troubleshooting and debugging applications.
  • Write clean codes for sustainable web application development. 
  • Conduct UI tests and optimize performance. 
  • Actively participate in the application development lifecycle. 
  • Provide training and support to other team members. 

Which skills should you look for in a back-end developer?

While hiring a back-end software developer, ensure that the candidate has the following skills:

  • In-depth knowledge of JavaScript, HTML5, CSS3, NodeJS, ES2015+, and jQuery 
  • Expertise in platforms like ReactJS, VueJS, and AngularJS
  • Proficiency in writing a clean code and working with different functions in the team
  • Familiarity with server-side popular programming languages such as PHP or Ruby.

Apart from the above-mentioned technical skills, anyone who is keen to join a software development team should have the following soft skills:

  • Possess excellent communication skills
  • Be a team player
  • Learn quickly
  • Capable of adapting to stressful situations

So, both backend developers and backend engineers have similar tech skill requirements. Both of them focus on tasks like ensuring server speed and optimization, conducting troubleshooting, and so on. But there are some critical differences between the two that you must know while building a software developer team.

What are the fundamental differences between back-end developers and back-end engineers? 

  • Backend engineers finish the groundwork for a software development project while backend developers work on component parts
  • Backend engineers work cross-functionally for the project, while backend developers restrict themselves to a particular project application. 
  • Backend engineers ensure the smooth functioning of product designs, security of the structures, and data storage solutions, while backend developers don’t work on the same.

Summary

If you want to build a successful software development team, you should consider hiring both backend developers and backend engineers. While back-end engineers help you design the project’s architecture, back-end developers work on the various components.

But hiring a team of engineers and developers, training them for your project, and ensuring timely completion of the same can be quite a hassle. 

Don’t worry. Turing’s got you covered. With Turing, you can hire the top 1% of 1 million+ software developers and engineers at a push of a button. Get in touch with us and build your team of highly-skilled, experienced software developers today. Visit our Hire page to know more! 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Jan 14, 2022
custom software development
For Employers

Eight Advantages of Custom Software Development

In this post, we’ll talk about what’s custom software development, its benefits, and how much it costs to build a custom software solution for your business

Commercial off-the-shelf software solutions don’t always cater to the specific needs of enterprises, which is where custom software development comes into play. 

Businesses looking for software solutions tailored to their demands need custom software development. 

A custom software development process includes brainstorming, designing, building, testing, and maintaining applications developed with specific functionalities in mind. 

In this post, we will:

  1. Understand what custom software development is
  2. Discuss the benefits of custom software development
  3. Compare custom software with off-the-shelf software solutions
  4. Learn how to create custom software, and
  5. Understand how much it costs to build custom software.

So, let’s jump right in!

What is custom software development?

Custom software, also known as bespoke software or tailor-made software, is a technological solution explicitly designed based on a company’s unique needs. Businesses build them to improve efficiency, productivity, and customer relationships.

Commercial off-the-shelf software (COTS) solutions are mass-produced for many customers. 

Custom software development, also termed custom application development, is creating software applications to be used within an enterprise. It serves to automate complex, manual, or repetitive tasks that may otherwise require several systems.

Custom software development helps businesses gain an edge over their competitors and scale their business to the next level.

Custom Software vs. Off-the-Shelf

  1. Speed. Since off-the-shelf products don’t need to adhere to specific requirements, they are often faster to build. 
  2. Price. Developing a custom application is a pricier option. 
  3. Customization. Custom software allows businesses full reign to customize their software to tackle specific challenges. Unfortunately, it’s decidedly difficult to do so with COTS products. 
  4. Community. COTS solutions have a bunch of businesses that can vouch for its functionality and efficiency. Building a custom application doesn’t allow you to check reviews to see how good it is. In this case, COTS products offer a better sense of community.
  5. Competition. Custom applications allow you to customize and modernize your business and gain a competitive advantage. It is an excellent way to stand out in the marketplace.

Benefits of custom software development

Targeted Solutions

custom software targeted solutions

Custom software development: Targeted solutions

One of the primary benefits of investing in custom programs is addressing a company’s exact needs and specifications. As a result, businesses can shape programs according to their requirement instead of working around the limitations of off-the-shelf software solutions.

Highly customizable and scalable

As your company grows, it’s normal for the goals and objectives of your business to change. 

If you purchase an off-the-shelf software solution, you may not be able to adapt the tool to suit your business’s changing needs, or it may be too expensive to do so.

Custom application development allows organizations to have complete control over their software code. When required, companies can adapt the application’s features to meet their needs.

Seamless integration

custom software seamless integration

Custom software development: Seamless integration

Businesses can easily integrate custom applications with the third-party software solutions your business is already using.

Most commercial off-the-shelf software tools are generic. Therefore, it’s challenging to integrate them with the system you already have in place. 

Hardware expenses

Purchasing a license for commercial software products often requires businesses to invest in additional hardware to ensure it runs smoothly. 

When businesses build custom programs in-house, developers can consider the company’s current hardware capabilities while building the software. 

This process saves the company quite a bit of money and saves it from forcefully adapting to what’s available.

Data security

With businesses building a global remote workforce, data security has become an even bigger priority. 

A custom application ensures that the company’s data is secure, thereby eliminating the additional expenses associated with security while dealing with off-the-shelf solutions.

Continuous Support & Maintenance

Having a dedicated development team on board will help ensure you have technical support anytime you encounter an issue. An in-house team also knows the software solution inside and out and can effortlessly tweak or update the application when you need it.

Reliability

Working with a commercial off-the-shelf software solution forces you to rely on the company that has developed the product: the terms and conditions, subscription costs, future of the product, features, and functionalities.

If the company stops the software product or goes bankrupt, your business may experience chaos while transitioning to another product.

A custom program lasts a lifetime unless you decide otherwise. So while you do need to consider the added costs of maintenance, you have a lot fewer things to stress about in the long run. 

Exclusive ownership

Unlike COTS solutions, custom applications give the company complete ownership over the final product. This control means business owners have the freedom to make changes and leverage the software program to its fullest potential.

Furthermore, you don’t need to worry about complicated rules and regulations.

How to build custom software solutions for your business

The steps listed here are just to give you an understanding of the custom software development process. In reality, it is much more complex than they appear.

  1. Identify pain points. Know what you need to address while building your software solution. 
  2. Brainstorm ideas. Let your software development team brainstorm solutions to the challenges you’ve identified. This exercise will help you create an outline of the features and functionalities of your software.
  3. Set goals. Create a list of tangible goals you want to achieve, like scalability or lead generation. Establishing measurable goals will help you understand how well your software solution performs.
  4. Research software development requirement. This initial step is to create a plan that outlines exactly how the team will do the project. If you have an in-house software development team, that’s excellent. If not, you can outsource your software development needs and have them review your proposal and build your software program.
  5. Build the final product. The final product is where you create a design that envisions your custom software’s appearance, and so the team can begin the coding and implementation. Then it’s all about building, deploying, and refining your software until it’s finally ready to be launched!

How much does it cost to develop custom software?

Depending on how extensive your software solution is, the cost of building it will vary. 

Factors like the size of the software, design, complexity, data migration, and third-party integrations will considerably impact the final cost.

Furthermore, the cost of developing a custom software solution can range anywhere between $2000 and $250,000.

Summary

Building a custom software solution can seem daunting due to its myriad considerations. As a result, many entrepreneurs won’t even try to build a custom solution, which can be a big mistake for companies.

You will need a team of skilled and experienced software engineers to build a software program. 

If you don’t already have an in-house software development team or are looking to hire dedicated developers for your team, Turing can help.

Turing is a deep jobs platform that allows companies to recruit skilled senior remote developers. You can take advantage of Turing’s tried-and-tested vetting process to have your pick of qualified remote software developers. 

You’ll have access to a talent pool of the top 1% of 1M experienced developers with strong technical and communication skills who can work according to your requirements. 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Jan 11, 2022
Ruby vs. Python
For Employers

Ruby vs. Python: What Is the Difference?

Ruby and Python have become developers’ favorites over the years. This post offers a detailed Ruby vs. Python comparison to help you pick your best bet.

Companies want nothing but the best when choosing a language for a web development project. And, Ruby and Python pretty much stand up to this expectation. Many popular websites, including Netflix, GitHub, and SoundCloud built using these languages. When it comes to Ruby vs. Python, both the languages are very similar but differ in some critical aspects. Subsequently, companies often find it hard to pick a side when choosing between the two.

In this article, we will compare their primary characteristics, differences, and similarities to end the Ruby vs. Python debate. Let’s get started!

But, before we begin to compare Ruby vs. Python, let us first understand the unique functionalities of each language and their importance in the programming world.

Ruby vs. Python: What is Ruby?

Ruby vs. Python

What is Ruby?

Ruby, a high-level, interpreted, general-purpose language, was created by Yukihiro Matsumoto in 1995. Ruby is an object-oriented language primarily used for web applications apart from data analysis, prototyping, and more. It is also employed to write software in multiple environments.

For the most part, developers compare coding in Ruby to writing in English. It balances functional and imperative programming, making the code more natural. As a result, Ruby produces an elegant and easy-to-read code while maintaining its expressiveness. 

Ruby is a programming language designed to give programmers power and flexibility. It is used mainly in web development and is the basis for the popular Ruby on Rails framework.

Advantages of Ruby

Here are the pros of using Ruby:

  • It is open source
  • Offers freedom to developers while implementing creative solutions
  • It has clean and easy syntax, so it is easy to learn
  • Developers can develop apps of any size in a short duration

 Disadvantages of Ruby

Here are the cons of using Ruby:

  • Debugging is complex in Ruby
  • Other than web development, it has fewer use cases
  • It is limited in documentation, community, and support 
  • Difficult to find the gems and libraries

Ruby vs. Python: What is Python?

Ruby vs. Python

What is Python?

Guido van Rossum developed and released Python in 1991. Python is a high-level programming language known for its readability, clear syntax, and code readability. As a result, it has extensive use in every field, from data science to machine learning and web development to automation.

Python is an ideal language for rapid application development due to its data structures, dynamic binding, and typing. It also offers the option of using modules and packages, allowing developers to create an organized code base that’s reusable in other applications.

Python has a straightforward syntax, resembling plain English, making it extremely easy to learn. Its emphasis on simplicity made it the first choice for programmers. Moreover, its wide range of libraries such as TensorFlow, Keras, and Theano lend support to developers, making their job easier. 

Advantages of Python

Here are the benefits of using Python:

  • Python is a powerful object-oriented programming language with easy-to-read syntax.
  • It has an extensive library and supports various programming tasks.
  • Python is portable and runs on various platforms such as Windows, macOS, Unix, etc.
  • It is simple to write, debug and maintain. 
  • Python deals with garbage collection and memory addresses internally to simplify programming.

Disadvantages of Python

Here are the drawbacks of using Python:

  • Used in fewer platforms
  • It does not support mobile computing, so not used in app development
  • Given its dynamic nature, python shows more errors during run-time
  • The under-developed and primitive database access layer
  • Unavailability of commercial support

Ruby vs. Python: Similarities

Even though there is much debate around Ruby vs. Python, the languages share many similar traits, such as:

  • Both Python and Ruby are open-source, making them free to use.
  • They are both scripted, server-side, cross-platform, general-purpose programming languages.
  • Python and Ruby have a clean and readable syntax, much like English.
  • Both are high-level scripting languages, so their programs do not need compiling.
  • Since the objects in both languages are strongly and dynamically typed, you do not have to declare variables firsthand. 
  • Both are used for web applications and work on multiple platforms.

Ruby vs. Python: Key Differences

Let’s look at the differences between the languages and compare Ruby vs. Python. 

Libraries

Python has been around longer than Ruby and has far more libraries than the latter. These libraries are also more mature and better documented. Python’s libraries are used for a wide range of purposes and by everyone, including web developers, mathematicians, and data analysts, to solve statistical problems or more. 

On the other hand, Ruby’s limited set of libraries focuses on developing robust and scalable web applications. Python comes out as a winner for libraries in Ruby vs. Python. 

Reusable Code

Python has numerous ready-to-use code or “modules” easily accessible through its software repository, PyPI. 

Ruby too offers ready-to-use code called Gems. However, the main difference between the reusable codes lies in the filtering factor. Python allows developers to filter the code by categories such as development status. This feature makes it easier to access the code rather than compare and evaluate it. 

Python comparatively fares well in Ruby vs. Python code reusability. 

Flexibility

Python works on the principle of simplicity. Hence, there is only one way to approach or perform a task in Python. While this aspect makes the code less flexible, it also makes it more readable. 

Ruby, on the other hand, takes the Perl approach. As a result, there are various ways you can approach and do a task in Ruby, giving it more flexibility. However, this flexibility also leads to confusion among developers while reading others’ codes. 

In terms of Ruby vs. Python flexibility, no language suits all. While some developers prefer Ruby to Python, others go with Python because of its rigidity.

Community

Python and Ruby are open-source, with support from dedicated and active communities. As a result, both languages enjoy an impressive array of learning and educational resources online. The communities also influence the direction of each language and update and enhance existing software solutions. 

However, Python enjoys a much larger and more inclusive community than Ruby. This popularity is because Python is everywhere, from academics to data science, and has a slight learning curve. 

Ruby vs. Python: Who wins?

Python and Ruby share many similar characteristics and are at times indistinguishable. They are both high-level programming languages with simple syntax. They are also popular choices for web development employed in other fields. This parallelism has given rise to the popular debate of Ruby vs. Python. Yet, when it comes to helping scale-up businesses, Python is preferred. Everything Ruby can do, Python can do better. 

While the Ruby vs. Python debate rages on, the language you choose solely depends on the project requirements. For example, Ruby is the best choice for web development and projects involving machine learning, whereas Python’s libraries offer better support. 

Whether it is Ruby programmers or Python developers you are looking for, Turing has got your back! Turing.com, an AI-based deep jobs platform, helps fast scaling start-ups and enterprises connect with talented and silicon-valley caliber developers in a short period. 

Hire now with Turing to put together a team of the best developers! Visit our hire page to know more!

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Jan 10, 2022
Successful Software Development in a Hybrid Environment
For Employers

Successful Software Development in a Hybrid Environment

Juan Hoyos, CCO at Cinq, shares strategies managers can implement to ensure that their software development team thrives in hybrid work culture.

With the remote and hybrid work culture, COVID-19 has transformed how we work.

The pandemic forced software development teams — and of course, employees in all non-essential sectors — into working from home. Conferences moved to Zoom, water-cooler and gratitude channels shifted to Slack, and companies created extensive virtual project management systems to ensure their businesses functioned efficiently.

Even before the pandemic, businesses (usually in Silicon Valley) built offshore software development teams; therefore, the shift to remote work wasn’t an entirely new phenomenon for this sector.

However, businesses have started moving back to their office with the vaccines rolling out. But not everyone has adopted the traditional work structure. 

According to WFH Research, amongst the 5,000 respondents surveyed, 73 percent were looking for a hybrid work culture where they have a little more flexibility and freedom about where and when they work. 

After realizing the benefits of building a global remote workforce, businesses have kept in mind the lessons they’ve learned during the pandemic and have started adopting a hybrid work culture. 

This shift from a distributed workforce to a hybrid model can cause unnecessary strain on a company’s digital transformation. 

Juan Hoyos, Chief Commercial Officer at Cinq North America, shares strategies managers can implement to ensure that their software development team thrives in a hybrid work culture. 

Build a highly inclusive hybrid work culture 

Successful Software Development Hybrid Environment

Build a highly inclusive hybrid work culture

While working with a hybrid workforce, it’s critical to focus your efforts on building a highly inclusive work environment.

All the team members, be it in-office or remote, should have the same access to managers, HR, and the technologies required to work on projects successfully and engage with clients. 

With a hybrid workforce, it’s easy to overlook remote employees and conduct impromptu, informal meetings in the office to make quick decisions. Unfortunately, instances like these may alienate your remote employees, which is the last thing you want.

We’ve learned that the best way to build an inclusive hybrid work culture is to take an all-virtual or all-in-person approach during client meetings, says Hoyos. 

Ensure that all the training and career advancement opportunities are available to the same degree to all employees regardless of whether they’re physically present in the office or not. 

Strategize your onboarding process to ensure all the team members get the chance to know each other. For example, you can take the client meeting approach and build a mostly virtual onboarding process for your software engineers.

Brainstorming, collaboration, and knowledge-sharing 

Employees are used to impromptu meetings and physical ideation sessions. Moving away from the office has dramatically impacted brainstorming, collaboration, and knowledge-sharing. This shift indirectly has affected the level of innovation in software development teams. 

To cover the gap between hybrid work culture and innovation, engineering managers need to use remote collaboration tools to encourage interaction between their team members. 

From daily syncs to check-ins with clients and coworkers, software development teams can use various remote communication tools. 

Employees would often walk up to their colleagues’ desks to clarify a task in an office setting. Such conversations build a stronger relationship between coworkers. 

While walking up to your coworker’s desk may not always be feasible in hybrid work culture, technical leaders should encourage their team to have more impromptu chats and “instant” meetings with their team members like they would in the office. 

Instead of asking a coworker to clear a doubt which may be complex via email or Slack, ask your developers to jump on a quick 5-minute video call.

For a hybrid work culture to thrive, engineering managers should empower their teams to interact, share, and collaborate efficiently to build cutting-edge technologies.

Hybrid work culture: Trust your team members 

Successful Software Development in Hybrid Environment

Trust your team members

According to a Harvard Business Review report, 34 percent of employees felt that their managers lacked enough confidence in their work skills. An even higher percentage said their managers doubted their ability to finish their tasks and felt pressure to stay online to prove themselves.

This lack of trust significantly impacts the software development team’s productivity and performance. 

Remote developers are going to be working from different time zones. Furthermore, they have their peak hours of productivity. Therefore, micromanaging them is the last thing engineering managers should do. 

Instead, build a culture of authority where you hold developers responsible for the outcome rather than the activity. 

Be transparent and open an honest dialogue with your hybrid team. Innovation in software development is nearly impossible if your team doesn’t feel valued, trusted, or motivated to work together.

What do you think is the key to successful software development?

Summary 

Businesses are now building software development teams by hiring developers globally based on their skills rather than their proximity to the office. With companies returning to the office, adopting a hybrid work culture is the best possible solution for businesses focusing on digital transformation.

You can employ the strategies highlighted in this blog to ensure your software development team continues to work efficiently in a hybrid work environment.

You can read the complete article here.

To build cutting-edge technologies with a hybrid team, you need to hire capable and experienced remote software developers.

Turing is a deep jobs platform that allows companies to recruit skilled senior remote developers. You can take advantage of Turing’s tried-and-tested vetting process to have your pick of qualified remote software developers. 

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Jan 6, 2022
Web frameworks
For Employers

Five Popular Web Development Frameworks to Watch Out for in 2022

Want to choose the best framework for your project? Should you go with React, Vue.js, or something else? Here are the most popular web frameworks for 2022.

Websites are essential for organizations to have a visible online presence. The best way to attract new customers or clients is to create engaging and intuitive websites. One way to accomplish this is by selecting the right web frameworks.

Frameworks for web applications include components, code snippets, and templates. These frameworks help you create online apps and websites for your projects. In addition, they also help create web services, application programming interfaces (APIs), and other web resources. 

Client-side and server-side frameworks are the two most common forms of development frameworks. While client-side frameworks deal with the user interface, a server-side framework works behind the scenes to guarantee that the website runs smoothly. 

This post takes you through the five most popular web frameworks to consider in 2022. 

Popular Web Frameworks: React

Language: JavaScript

Popular Web Development Frameworks

React

React was created by Facebook in 2013 as a simple JavaScript toolkit to construct the web’s display layer in a component-based manner. Soon, React gained a lot of traction among businesses and developers quickly. 

It also differed from prior JavaScript frameworks as it favored one-way data binding. As a result, react is one of the most innovative frameworks, and React developers are in high demand in the US market.

Key Features: 

  • Software developers can use React for building applications for multiple interfaces like mobile OS, Websites, and SmartTV OS.
  • The framework is used with other libraries from the React Ecosystem to create end-to-end applications.
  • React offers the best rendering and is also SEO-friendly.

Popular Web Frameworks: Vue.js

Language: JavaScript and TypeScript

Popular Web Development Frameworks

Vue.js

An ex-Google engineer developed the versatile Vue.js framework in 2014.  Vue lets you integrate several third-party applications. It uses one-way and two-way data binding. 

The open-source framework enhances programs with ease and is considered one of the best JavaScript frameworks for web app development. GitLab, Behance, Grammarly, and 9GAG are some of the few companies that use Vue.js for their projects. 

Key Features: 

  • Vue.js offers end-to-end app development functionality.
  • Vue.js offers two-way data binding like Angular and event sourcing like React.
  • Vue.js is a community-driven initiative. 

Popular Web Frameworks: Ruby on Rails 

Language: Ruby

Popular Web Development Frameworks

Ruby on Rails

Ruby on Rails is a dynamic web application framework ideal for creating high-performance mobile apps. Ruby on Rails is ten times faster than Java-based frameworks, according to David Heinemeier Hansson – the creator of Ruby on Rails. 

It’s one of the most preferred backed frameworks because it comes with everything you need to build a database-driven program. GitHub, Airbnb, Groupon, Shopify, and Hulu are a few of the many websites that use Ruby on Rails.

Key Features: 

  • First web framework to focus on developer experience. Ruby on Rails is known for its breakneck development velocity.
  • It is a server-side rendered framework.
  • This web framework focuses on innovative concepts like Convention over Configuration (CoC) and Don’t Repeat Yourself (DRY).
  • Ruby supports MVC architecture along with Reactive Programming.

Popular Web Frameworks: Angular

Language: JavaScript

Popular Web Development Frameworks

Angular

In 2016, Google released Angular—an end-to-end, Client-Side web framework. It is an open-source web framework built on TypeScript. Angular helps to create large, well-functioning web apps. 

Angular’s framework is enterprise-friendly, and hence many organizations prefer it over other options. As a result, Angular developers are in high demand worldwide. Lego, PayPal, Netflix are a few popular websites that use Angular. 

Key Features:

  • Offers two-way Data Binding, Convention over Configuration (CoC), and Dirty Checking.
  • Angular is the most secure client-side web framework with features like DOM sanitation.
  • Focuses on stability and robustness, which are valuable for enterprise app development.
  • Specializes in building single-page applications.

Popular Web Frameworks: Django

Language: Python 

Popular Web Development Frameworks

Django

Django is a dependable backend web development framework that helps build a solid online application. It employs the DRY pattern as well as the Convention over Configuration principle. In addition, Django offers developers tools to create secure websites. 

It’s ideal for dealing with tight schedules and the demanding needs of seasoned developers. Django applications are incredibly scalable, quick, flexible, and secure. Pinterest, Disqus, YouTube, Spotify, Instagram, and other well-known companies utilize Django.

Key Features: 

  • The framework comprises server-side rendered Model Template View (MTV) architecture.
  • Django offers Rapid Application development – It lets you build a complex website quickly . 
  • Works easily on the largest ecosystem in the industry – Python.
  • Third-party apps and plug-ins are easily usable, thus offering the best extensibility among other web frameworks.

Which framework will you choose for your next project?

Wrapping up 

Web frameworks play a vital role in building and high-performing web applications.  Using frameworks that are tried and tested by thousands of developers is an excellent way to create robust and interactive web apps

We hope the insights shared in this post help you find the best framework for your project. If you’re a brilliant software developer, Turing can help you find the most in-demand web development projects suitable to your expertise. Work for Top US companies from the comfort of your home with unparalleled compensation and long-term career growth. Visit our Jobs page to know more!

If you’re a company looking to hire remote software developers, Turing has got you covered. Turing.com simplifies hiring for start-ups and enterprises by connecting them with Silicon Valley caliber talent and helps organizations to spin up the best engineering team. Visit the Hire page to learn more! 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Jan 4, 2022
Turing.com is now a unicorn
For Employers

Hello Remote-First World. Turing Is Now a Unicorn 🦄

Turing.com is now a unicorn following the Series D funding, bringing the total raised to over $140 million and Turing’s valuation to more than $1 Billion.

The last 12 months have been an incredible ride. If I had to sum it up in one word, it would be hypergrowth. Today, we’re happy to share with the world that we’ve raised our Series D financing round, bringing our total raised to over $140 million and Turing’s valuation to more than $1 billion. Turing has entered unicorn territory, scaling rapidly since our Series B in November 2020.

We Grew 9x Over the Last 12 Months  

Our unicorn journey came as a result of fast growth on multiple fronts. Our developer pool grew 9x, increasing our developer community to over one million. Hundreds of companies now build on top of Turing including Coinbase, Johnson & Johnson, Rivian, Redbull, and Reddit. 

Turing.com is a unicorn

We Grew 9x Over the Last 12 Months

We Partnered With World-Class Investors to Grow Even Faster and Build a Category Defining Company

WestBridge Capital, our Series B lead investor, also led our Series D financing round. Our seed round lead investor, Foundation Capital, and new investor, StepStone Group, also participated. WestBridge Capital is a $7 billion fund with deep expertise across SaaS and IT services. They have invested in global IT service companies such as Cognizant Technology Solutions and Global Logic. With under $4 billion under management, Foundation Capital, has invested in companies like Netflix, Uber & Solana. Greenspring Associates is a late-stage growth equity fund with $22 billion under management with investments in leading talent clouds like WorkRise (RigUp) and Trusted Health.

It’s been great partnering with Sumir Chadha, co-founder and MD of WestBridge Capital, and Ashu Garg, General Partner at Foundation Capital, on our Board. We’re delighted to welcome John Avirett from StepStone Group, whose strong thesis on the power of verticalized talent clouds made StepStone a natural fit. 

Other investors in the round include AltaIR Capital, HR Tech Investments LLC (an affiliate of Indeed), Brainstorm Ventures, Frontier Ventures, Modern Venture Partners, and the Plug and Play Scale Fund. 

Turing’s oversubscribed unicorn round raised over $140 million in capital. A subsequent SAFE opened at a $4 billion valuation cap is also oversubscribed. 

You can read more about Turing’s unicorn journey in the exclusive TechCrunch story or press release.

Turing.com is a unicorn

Sumir Chadha, M.D. WestBridge Capital, on Turing.com

We Are Building a World-Class Team 

The incredible team at Turing has worked super hard to reach this significant milestone. This success would not have been possible without the impactful contributions of the Turing team (including our executive team – my co-founder Vijay, Zan, Prakash, Sudarshan, Akshay, Cathleen, Eric, Deepak, Aditya), our board, our investors, and our amazing customers and developers. We are especially grateful to our early customers, developers, and team members who took a bet on Turing and believed in our mission from the very beginning. Thank you. 

If this sounds like fun, join our growing team! Email [email protected] or check out our open jobs here. We’re hiring for product, growth, engineering, data science, sales, marketing, operations, and finance. 

Turing’s Growth Has Accelerated in a Remote-First World

Now every company is in a race to reap the benefits of remote engineering talent. 

But remote is hard and traditional solutions weren’t built for this.

Headhunters and staffing agencies lack global reach and have no specialized vetting for engineers. Recruiting marketplaces provide hit or miss quality, lack vetting, and are gig-focused, making them unable to attract the best talent. IT services companies are limited to sourcing from local talent pools rendering them incapable of attracting the best talent.

We asked ourselves a simple question: could we replace all of this with software? And we did.

Turing’s Intelligent Talent Cloud Helps Companies Easily Hire the Best Software Developers in the World 

Our platform:

  • Sources engineers planet-wide and vets them to a Silicon Valley standard.
  • Leverages AI to optimize the matching of developers with companies.
  • Makes it easy for companies to manage and collaborate securely with remote talent.

Turing’s creating a new category, that we call the Intelligent Talent Cloud. It’s a distributed team of developers in the cloud, sourced by software, vetted by software, matched by software, and managed by software.

Turing.com is a unicorn

Spin up Your Engineering Dream Team with Turing

Turing does all the heavy lifting intelligently through sophisticated machine learning. 

Software-driven intelligence is present in Turing products such as automated smart vetting, where machine learning algorithms determine how to best vet a developer on various skills and levels. Similarly, our matching process also leverages AI for search ranking to choose the best developers to recommend for any open job.

Turing.com is a unicorn

Turing’s Intelligent Talent Cloud Helps Companies Easily Hire the Best Software Developers in the World

Join Us on Our Mission to Unleash the World’s Untapped Human Potential

Before Turing, an individual’s ability to contribute to the world was limited by geography. Today, if you’re a talented software developer you can work for the best companies in the world, not just the ones near your home. Instead of people moving to where the jobs are, the intelligent talent cloud brings jobs to the developer. Bridging this talent-opportunity gap and eliminating the geo lottery is good for the world. I am excited for all the new amazing inventions, products, drugs, tools and innovations we will see as a result of this shift. 

We have an opportunity to build a once in a generation company. We are experiencing a generational shift in the way we work, right before our eyes. We are fortunate to be building a platform right at the heart of this shift. 

Let’s make the world a better place by unleashing the world’s untapped human potential. 

Join the Intelligent Talent Cloud Movement

_____________________________________

Onwards,

Jonathan, Founder & CEO

P.S.: We are fortunate to partner with an incredible set of investors who have been super helpful at every step of our journey.

Thank you for being awesome partners 🙏 –  WestBridge Capital, Foundation Capital, StepStone Group, Modern Venture Partners, HR Tech Investments LLC, Frontier Ventures, AltaIR Capital, PNP Scale Fund, Mindset Ventures, Founders Fund, Chapter One Ventures, Plug and Play Tech Ventures, UpHonest Capital, Ideas & Capital, 500 Startups Vietnam, Canvas Ventures, B Capital, Peak State Ventures, CapitalX, Stanford StartX Fund, Amino Capital, Spike Ventures, Visary Capital, Brainstorm Ventures, Joint Journey, Gaingels, Adam D’Angelo, Gokul Rajaram, Cyan Banister, Beerud Sheth, Dmitry Chernyak, Lorenzo Thione, Manish Narula, Aditya Jami, Artem Bosov, Sanya Ohri, Maxim Shipilov, Mikhail Fisher, Steven Hellman, William Hughes, Josh Browder, Nirav Shah, Andy Raskin, Bakht Niyazov, Anes Kaldybayev, Christopher Nguyen & Ruby Chen, Dave Franke, Eduard Galyamov, Elena Petrova, Evgenii Prensniakov, Shariq Rizvi, Kirtika Ruchandani, Maksim Matcin, Manik Gupta, Marina Polskaya, Mykhailo Raitsyn, Nikolai Guzakov, Nikolay Kaginyan, Oleg Bogumirskiy, Solovev Sergeevich, Stephen Osborn & Meredith Osborn, Valentine Zavgorodnev, Timofei Andrianov, Anna Mikhaylova, Yanovskiy Oleg, Alevtina Beloglazov, Siqi Chen, Yi Ding, Sunil Rajaraman, Parakram Khandpur, Kintan Brahmbhatt, Cameron Drummond, Kevin Moore, Sundeep Ahuja, Auren Hoffman, Greg Back, Sean Foote, Kelly Graziadei, Bobby Balachandran, Ajith Samuel, Aakash Dhuna, Adam Canady, Steffen Nauman, Gordon Chang & Victoria Sandin, Sybille Nauman, Eric Cohen, Vlad V, Marat Kichikov, Piyush Prahladka, Manas Joglekar, Vladimir Khristenko, Tim and Melinda Thompson, Alexandr Katalov, Joseph and Lea Anne Ng, Jed Ng, Eric Bunting, Rafael Carmona, Jorge Carmona, Viacheslav Turpanov, James Borow, Ray Carroll, Suzanne Fletcher, Denis Beloglazov, Tigran Nazaretian, Andrew Kamotskiy, Ilya Poz, Natalia Shkirtil, Ludmila Khrapchenko, Ustavshchikov Sergey, Maxim Matcin, and Peggy Ferrell. 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 23, 2021
Best data security practices for remote workforce
For Employers

Are You Following These Data Security Best Practices with Your Remote Developers?

This post shares eight practical software security and data security best practices to help organizations build a safe and secure virtual workplace.

The advent of remote work has introduced several benefits for employers and employees, including increased productivity, job satisfaction, and lower expenses. However, organizations must be mindful of data security and software security risks associated with remote work when dealing with remote developers.

This post lists the eight best data security practices to help remote employees work securely. 

Robust data security policy 

Employees mishandle sensitive data unintentionally in most data and software security breaches. To avoid potential data-security disasters, companies must be sure their remote team members know their security policy, what constitutes a security breach, and what doesn’t.  A data security policy with a list of dos and don’ts can be helpful for the same. 

Additionally, organizations should appreciate employees in compliance with the policy. At the same time, they should ensure that all employees are aware of the consequences of non-compliance. 

Tools and training for data security

Data Security

Tools and training for data security

Employees need the right tools and training to comply with the data security policy. Spam filtering tools, antivirus software, VPN, and password managers help employees work without worrying about breaching data security. 

Certain security-related situations may demand software training. And so, in-depth training sessions can help employees get familiar with the software tools to ensure data and software security. 

Limit the use of personal devices 

Personal devices are not as secure as the ones configured and delivered by the company. Therefore, the risk of breach of data security and software security is high. 

Company-owned devices have installed tools and software that reduce the risk of data misuse. Moreover, these devices come with location tracking software, thus offering better software security and data protection.  

Practice zero-trust approach for data security

Organizations around the world use Microsoft’s zero-trust approach to ensure data security. In this approach, each time a user requests access to sensitive data, they have to go through a verification process. 

By practicing this zero-trust approach, companies can ensure seamless data security. What’s more, this approach minimizes the overall damage in case of any external or internal security breach. 

Set secure connections and strong passwords

Data security

Set secure connections and strong passwords

Setting secure connections is one of the easiest ways to practice data security. Remote work has enabled workers to work from their homes, coffee shops, and pretty much anywhere around the world. And thus, securing an internet connection with a company VPN is one of the most critical steps to keep online activity and location secure today. 

Similarly, password protection is another aspect that demands attention. Employees mostly set passwords that comprise personal information to make them easy to remember.

Subsequently, informing employees about the associated risk with weak passwords and providing a password manager to store multiple passwords for different platforms is essential to ensure data security. 

Do you think the latest data-security tools available are reliable in a remote-work environment?

Get the right VPN for data security

Giving remote developers the right VPN is as essential as securing connections. VPN servers can easily get overloaded while bulk sharing and become vulnerable to DDOS attacks. Organizations must check all the VPN services available before zeroing in on the one they want. 

Nonetheless, an ideal VPN should have an extensive server network, strong firewalls, should be able to manage traffic with split tunneling, and keep track of users.

Regularly update software 

Every network becomes vulnerable when software and applications are not updated regularly. Organizations must install patches when they become available to strengthen their network and baseline security. Therefore, it is essential to update software for continued data security regularly. In addition to this, companies can also conduct the Pen Test for maximum security.

Security breach response plan 

A good security breach response plan helps prevent negative publicity and productivity loss. In addition, organizations with a response plan fare better than those without one by recording what was lost and knowing what to do for specific data security and software breaches. 

Moreover, organizations with a response plan can find where the attack came from, what went wrong, inform employees promptly, and limit negative publicity. 

Summary 

Enforcing the best data security practices ensures that remote workers have a safe virtual working environment. A secured virtual workplace is critical for every company’s growth in this era of digital transformation. 

So, addressing the challenges associated with software and data security is an unavoidable step for embracing remote work.

If you are looking to hire remote developers and engineers, Turing can help. Trusted by hundreds of reputed companies, Turing helps you fill any software role within five days by offering Silicon Valley-caliber developers. Also, Turing offers transparent developer information and easy monitoring to make remote development easy, compliant and secure.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 20, 2021
Software Engineering Talent Shortage
For Employers

How to Lead through the Global Software Engineering Talent Shortage

Finding and hiring talented software engineering professionals has become a challenging task. Implement these strategies to tackle this global talent shortage

Finding and hiring talented software engineering professionals has become a challenging task because of the rapid transformation in the workforce. The current scenario post-COVID has the corporate world facing a massive talent shortage. 

With the number of vacant job positions due to the gap in demand, supply, and skill level, businesses are trying harder than ever to find and retain skilled software engineering experts. 

The US Labor Statistics cited a report where the talent shortage has added up to 40 million skilled workers worldwide as of December 2020.

If the global talent shortage trend continues, this could result in companies worldwide losing around $8.4 trillion in annual revenue by 2030.

According to a report by McKinsey, 44 percent of businesses are expecting a skills gap in the next five years.

Now, more than ever, business leaders have to build a comprehensive strategy to source, hire, and retain talented software engineering professionals.

Organizations can’t fall prey to this global talent shortage; it’ll create a massive impact on the company’s recovery and growth, both short-term and long-term. 

How can leaders tackle this software engineering talent shortage? 

Business leaders need to ensure that their software engineering experts are happy with their job roles. Giving developers ownership over their work will strengthen their sense of authority.

Give people the freedom to make their own decisions and let them know which decisions require your approval so they have a clear understanding of your expectations. 

Additionally, you can empower your team to be more independent by reducing the frequency of status updates, thereby increasing their autonomy.

Instead of criticizing your software engineering professionals over a failed task or a project, encourage them to understand where they went wrong. 

Empowering your team to gauge their mistakes and helping them recognize how they could have done things differently will boost their decision-making skills.

There are two effective ways for leaders to inspire their team’s software engineering experts.

  1. Set goals. When a leader sets an inspiring goal and strives to achieve the same, it motivates the team to see their potential.
  2. Big picture. When software engineering experts understand the impact their work can have on the company and the world, it gives them a sense of purpose to work more dedicatedly.

Here are three things hiring managers can implement within their hiring strategy to work through this global talent shortage efficiently.

Don’t enforce rigid requirements. 

Over the past couple of years, tech giants like Google and Apple have stated that individuals don’t need a college degree to land a job. Instead, their primary focus is hiring software engineering professionals who have the skills required to get the job done, whether they have a degree or not. 

This shift in hiring criteria opens up more job opportunities for talented software engineering experts. In addition, it helps businesses tackle the global talent shortage by finding employees who can add tremendous value to the company.

The future of work for software engineering professionals is remote.

software engineering remote work

The future is remote work for software engineers

Businesses have realized the benefits of building a global remote software engineering workforce. However, after working remotely for over fifteen months due to the pandemic, many companies are sceptical about moving back to the traditional work model. 

Giants like Twitter and Upwork lead the remote work revolution by adapting a 100 percent remote work model.

While not many organizations may take this step, most have opted for a hybrid work model.

This switch has given companies the flexibility to access a global talent pool instead of restricting themselves to a 20-mile radius around their office. 

This access to international candidates has given companies the freedom to build their software engineering teams solely based on talent.

Additionally, remote software engineering professionals have a healthier work-life balance that encourages them to put their best foot forward.

Will you be open to hire remote talent to bridge the talent shortage?

Qualification assessments for software engineering professionals

Software engineering Qualification assessments

Qualification Assessments for software engineering professionals

If your hiring strategy includes sorting through resumes as the first qualification step, you need to rethink your strategy. 

Shining resumes, or lack thereof, don’t always reflect the candidate’s actual skill and potential. And more often than not, it’s the recruiting software that sorts through these resumes.

It’s fair to say that this step is a huge problem that needs to be addressed.

Therefore, it’s a much better option to conduct a qualification assessment to gain real insight into the skill level of your candidates. 

You can effortlessly cut through the noise and hire skilled developers at scale and do it quickly by flipping the process on its head. 

Summary 

Businesses that want to survive this global talent shortage need to evolve with time. 

The current generation understands their worth; they have big expectations from their employers and are willing to look for opportunities elsewhere when employers disappoint them.

To close the demand-supply talent gap, you can implement the talent attraction and developer retention strategies mentioned in this blog to source, hire and retain skilled software engineering experts who’ll be an asset to your business.

You can read the entire post here

Turing is a deep jobs platform that makes it extremely easy for businesses to recruit talented and experienced remote software developers. With Turing’s tried-and-tested vetting process, you can have your pick of qualified software developers. 

You’ll have access to a talent pool of the top 1% of 1M skilled senior software developers with strong technical and communication skills who can work according to your requirements. 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 18, 2021
Hiring strategy remote work
For Employers

Here’s Why Every Company Should Ramp up Its Hiring Strategy for Remote Work

This post dives into the global shift to remote work and underlines why every tech company needs to transform its hiring strategy in a remote-first world.

A recent McKinsey report reveals that most companies will need to build new digital business models to stay economically viable by 2023. The report also states that organizations need to invest heavily in sourcing talent to remain relevant in the evolving digital landscape. This post dives deeper into the global shift to remote work and underlines why every tech company needs to transform its hiring strategy in a remote-first world. 

How has remote work affected the hiring strategy for organizations?

In the last two years, we’ve seen organizations struggling to continue their strategic initiatives and get work done amidst the pandemic. At the same time, businesses across different sectors are undergoing digital disruption, with old business models becoming obsolete.

As organizations grow increasingly comfortable with remote work, many more avenues to attract new waves of talent have opened up. 

Engineering leaders, in particular, are looking to bring global top-tier talent to their teams to make the best of remote work. 

How do you hire top-tier talent? You build-buy-borrow.

The McKinsey report states that companies are making massive digital and technology investments to meet changing customer demands. Many companies consider technological capabilities and a technologically adept workforce to be strategic differentiators in market competition. 

As a result, organizations are embracing the build-buy-borrow method. This method allows them to build a team of full-time employees to work on their core products by buying services and software.

The third step of the method, i.e., borrow, helps organizations tap into global engineering talent and extend their core team to achieve strategic objectives. 

Local hiring is like competing within your backyard.

Organizations face several challenges when it comes to hiring in the remote/hybrid work model.

According to the McKinsey report, “Talent poses a perennial challenge to companies that are transforming their business through digital and technology. As organizations plan to fill critical talent gaps in technology, the results suggest that there is no silver bullet to filling skill gaps. Top economic performers report a greater reliance on hiring new employees to fill this gap.”

In other words, companies—unless they are a tech giant like Google or Amazon—spend immense amounts of time and resources on finding good employees. 

However, the restraints of local hiring make them compete with many employers, in a limited space, for limited talent. 

Remote work and remote hiring equals fewer resources and faster, high-quality results.

Remote work

Unleash the untapped global human potential

The opportunity to hire remotely and look for talent outside the US has proven highly rewarding for organizations that know how to do it well. 

A record number of developers in Latin America, Eastern Europe, Northern Africa, and  Asia are successfully adopting remote work for US-based companies at cost-effective rates.

Companies can hit a lot of their goals much faster because they’re tapping into this global talent pool in a matter of days and not months. 

Most importantly, they are spending fewer resources for hiring and getting extraordinary results.

So can Turing help companies shifting to remote work expand their workforce?

Remote work hiring strategy

Turing can help you with your hiring strategy

Strategically positioned to help organizations adopt a remote hiring strategy, Turing’s Intelligent Talent Cloud uses AI to source, vet, match and manage 1M+ software developers worldwide. 

The deep matching intelligence takes all developers through five hours of rigorous vetting before presenting them to the clients. 

Turing’s platform combines a planetary reach and AI to deliver your ideal engineers, billed by the month. 

The whole goal is to have clients spend much less time tapping into the global workforce of vetted developers but still achieve a stellar output.

But that’s not all.

Turing also takes care of the complexities of international hiring strategy by taking control of payroll, tax forms compliance, and everything else associated with global hiring.

Companies investing in new digital models can spin their engineering dream team with Turing’s Intelligent Cloud System in days, while conventional hiring models can take weeks or months. 

Sign up on Turing to unleash the world’s untapped human potential. 

For more information, please contact Pat Kraulis at [email protected]

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 15, 2021
Software development
For Employers

Six Strategies to Encourage Innovation in Software Development

Here are six ways business leaders can drive innovation in their company, especially in the software development sector

Innovation in software development is instrumental for businesses to set their products and services apart from their competitors. Software innovation drives the change that later gets adapted as industry trends. 

Innovation in software development is even more critical because engineering teams focus heavily on technical superiority. While this is great, it might make businesses become less forward-thinking and find themselves disconnected from the end-users of their products and services. 

Businesses need to build a culture of innovation to stay on top of their game. 

In this post, we’ll talk about six ways you can drive innovation in your business, especially in the software development sector.

Build an offshore software development team

offshore software development team

Build an offshore software development team

Building an offshore team for software development can be beneficial for any organization, primarily when focusing on innovation.

A dedicated software development team is a powerful resource for companies who want to push the boundaries in their industries. 

Not only does it enable them to access talent from all over the world and hire solely based on their skills, but they can also take advantage of the diversity of their team. When highly qualified developers from different cultures come together, it can help the company gain an edge in brainstorming and creativity. 

Give your software development team time to be creative

Innovation doesn’t happen when you deem it to happen. If employees spend their entire day completing their tasks, they have no room to think creatively. Innovation needs patience and time. 

Giving your developers ‘thinking time’ is essential to generate out-of-the-box ideas that can help drive the business forward.

At Turing, we hold Innovation Hub days where we brainstorm any creative ideas the members have and see how the company can implement the best ideas. 

Another alternative is organizing hackathon sessions where developers can solely dedicate time from their schedule to develop and test new creative ideas. 

Implementation

Simply establishing a culture where you brainstorm creative ideas isn’t enough. For true innovation to happen, businesses need to have a system to implement these ideas. 

Innovation in software development needs managers to take the step to give life to their ideas. When engineering managers take the initiative to execute their team’s ideas, it builds a culture where continuous innovation is actively encouraged. 

Acknowledge and reward your software development team for their contributions

Software development team

Reward your software development team

Recognizing your developers’ contributions has long been a cornerstone for job satisfaction and future performance. It helps employees understand that their organization values them and their contributions.

While most companies think that big bonuses are the only way to reward employees, that’s not true. Beyond compensation, businesses can offer rewards as simple as a more flexible work schedule, paid leaves, or the opportunity to develop a unique idea into a proper project. 

Such recognitions help employees gain the motivation to continue working hard and feel secure in their value.

Happy and satisfied employees are much more productive than stressed and underappreciated employees in terms of innovation.

Which software innovation trend do you think will be the most popular in 2022?

Allow your team to fail

If you’re looking for innovation in software development, you need to give your developers the freedom to pursue their ideas and not push them to win every time.

When businesses penalize their employees (by asking them to work overtime or firing them), it discourages them from finding new ideas and taking the risk to implement them before discarding them.

The secret to promoting innovation in software development teams is not expecting the team to be successful every time but instead adopting an open, risk-free environment and a company culture that doesn’t chastise failure. 

If something goes wrong, have your team’s back and encourage them to treat it as a learning experience.

You can go one step further and encourage your software development team to embrace the ‘dare to fail’ attitude. For example, Google rewards its employees for failing. By publicly applauding their staff for their failures, Google has encouraged its scientists and engineers to test their more daring ideas without the fear of facing repercussions. 

Leaders should be involved in the process

Team leads and managers are primarily responsible for creating an environment that encourages innovation. Therefore, team members should build a sense of trust and dependence on their leaders for innovation in software development. 

If your developers feel like you’re open to embracing new creative ideas and acknowledging their contributions, they’re more likely to put in the effort.

Summary

The pandemic has increased the demand for software technologies. Therefore, innovation is the only way for businesses to keep up and set themselves apart from their competitors. 

With the strategies listed in this post, you can develop an effective way to boost innovation in software development in your organization.

You can read the complete article here

However, one obstacle you need to overcome before doing anything else is finding capable developers who can implement them. 

Turing is a deep jobs platform that allows businesses to recruit experienced senior remote software developers. Turing’s tried-and-tested vetting process gives you the freedom to have your pick of qualified software developers. 

You’ll have access to a talent pool of the top 1% of 1M skilled and experienced developers with strong technical and communication skills who can work according to your requirements.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 14, 2021
Women in tech
For Employers

Turing’s Women-In-Tech Interview Series: Hufsa Munawar, Community Manager, Developer Relations at Google

In our very first Women-In-Tech interview, Munawar shared her experience mentoring hundreds of developers and how she worked to scale developer communities all over SAF regions.

Welcome to Turing’s Women In Tech interview series. In our very first session, we conversed with Hufsa Munawar, Community Manager, Developer Relations at Google.

Hufsa has mentored hundreds of developers and has worked to scale developer communities all over SAF regions! She is currently the Community Manager, Developer Relations at Google, her role is to provide tech opportunities to developers and access to community networks, android/ cloud educational resources, etc. 

Women in tech: Hufsa Munawar

Hufsa Munawar

Read our conversation with Hufsa, hosted by Swathi Dharshna, Program Manager at Turing, below

Swathi Dharshna

Hi Hufsa! I’m really interested in exploring all the great work you’re doing in building developer communities and the experiences you’ve had in scaling them, so let’s get started!

Before we dive into the expansive topic of communities, I’d love to get to know your story and really understand what drives you. How did you first find yourself involved with developer communities, and what drove you to go all-in on this? Also, what shaped you to be the community leader you’ve become?

Hufsa Munawar

My experience with community building started as a desire to help women in the tech ecosystem. I had just returned to Pakistan and felt a gap in the industry arising due to a lack of diversity. I was one of the few females working in a male dominant company at that time and felt how the lack of support stifled my voice.

A friend was recruiting for GDG Islamabad at that time, and I saw this as an opportunity to help the community through my little efforts and an abundance of ideas I had gathered over the years.

Once I was a part of the team, I quickly realized the impact that my work was creating in the industry and developed a deep love for community building, my incredible team, and the work I did in this domain. The rest is history.

Swathi Dharshna

What development process did you find particularly interesting? Particularly difficult? Particularly fulfilling to overcome?

Hufsa Munawar

Starting as a woman in tech, with no technical background, it was difficult for me to establish my name in the industry.

To ensure that the work I did was heard and reciprocated by the audience, I had to plan my narrative and stick to it to ensure my story was consistent and caught the attention of the audience. My story originated from my initial goal to help women in tech, with each of the efforts laid out around highlighting women’s stories and showcasing their work to the world.

Once these women started seeing the difference this created in their lives, the rest of the story was easy to sell. With my educational background focusing on data analytics, I always use numbers to tell my story, and that made my voice louder and more confident. This was very fulfilling and probably will be the biggest achievement of my professional career. 

Swathi Dharshna

That sounds like such a fulfilling experience, more power to you for going through with it. On the topic of changing lives, let’s dive into Community Building for Developers, a shared passion.

Could you give us a glimpse of your journey from running a GDG community as a volunteer to getting a full-time gig at Google?

Hufsa Munawar

Every community manager has a very different story of how they got there.

For me, I think it was due to a combination of my deep love for the work I did with GDG and pure luck. I had been an active GDG lead for 4 years before I heard of an opening that I applied to.

My fellow community members and mentors were kind enough to guide me through the process and now I am glad to be contributing to this overall vision through my work in a full-time capacity.

Swathi Dharshna

That sounds great! How would you describe your style of community-building in your own words? How important are developer communities for the tech ecosystem?

Hufsa Munawar

Developer communities are the backbone of the tech ecosystem in my opinion. In recent years, we have heard this term more frequently, the true reason being the impact that these communities can create.

Women in tech: Hufsa Munawar

Hufsa Munawar with one of the developer communities

Learn more about Hufsa via her Twitter or Linkedin.

At Google, the developer communities work with the objective of empowering the tech community via training, learning opportunities, mentoring, and celebrating stories. These form the basics of the tech talent we have in any country. With our work, we have the potential of unlocking a country’s true digital potential and bridging the gaps that exist in the industries.

The community building style is another interesting aspect you have touched upon. Every community builder brings in a different passion and way of doing things. My narrative, which I briefly touched upon earlier, always originated from my will to help the women in tech and the marketer in me always pushed me to add the “jazz” effect to everything we do, which people tend to enjoy. It’s not just about learning, it’s about the experience.

Swathi Dharshna

Wonderful. What was your biggest challenge in doing this during the pandemic outbreak? What were the challenges in bringing the community – from in-person to online meetups?

Hufsa Munawar

The essence of community building lies in networking and meeting one another. That is the fuel for running any community successfully and with COVID-19, we had to shift to an online world.

Initially, this was a challenge for us as the right infrastructure had to be laid out to ensure our users could migrate easily. However, we came out stronger.

In the South Asian Frontier region, we were able to reach a much wider audience thanks to all our Google Developer Group Leads and Google Developer Student Club leads, who worked tirelessly to be there for their communities.

Online engagement did prove to be a challenge initially but with innovating our online efforts and combining it with offline rewards, we were able to sustain our communities and reach to masses we had never tapped before.

Swathi Dharshna

I’d also love to get your perspective on Women in Tech in general and the disparity in the current ecosystem. Have you seen any progress over the years through community? What are the most encouraging aspects of the tech industry for women today?

Hufsa Munawar

A topic super close to my heart. During the last five years since I returned to Pakistan, I have seen massive improvements in the industry in terms of diversity and inclusion.

The progress we have seen dominantly comes from celebrating women in the ecosystem that not only creates a platform for newer women to pop up but also provides that comfort for them to do so.

With industry leaders such as Jehan Ara and Kulsoom Lakhani, the growth in women in tech has been phenomenal. As the industry continues to be more progressive, so do our communities.

Currently, 85 percent  of our chapters have women lead core team members and 35 percent of our overall efforts are led by women. This is a remarkable number.

In my opinion, consistent work to provide safe workplaces for women with equal opportunities along with a focus on soft skill development programs will continue to improve the numbers and make Pakistan more diverse. 

Swathi Darshna

Before coming to an end, I’d like to get to know your vision and plans for the future. What are you building at the moment? How far have the initiatives come in the recent past, and what’s the next big step or evolution you see in the community?

Hufsa Munawar

Community building is all about providing our people with the opportunities they need.

With our campaigns such as #AndroidSeekho and #CloudSeekho being so well received by the industry, we plan on building upon these and continue making efforts to bridge the gaps that exist in the country.

In 2022, our entire narrative for Pakistan is to unlock the digital potential of the country and we hope to partner with companies like Turing to achieve this mission together. 

Swathi Dharshna

Glad to hear it! Thanks for taking the time out to speak with us today— we would love to collaborate with you in events and expert sessions in the future as well. 

If you have any questions, feel free to reach us at [email protected], or more exciting conversations like this, join our Women in Tech chapter on the Turing Community.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 10, 2021
Recruitment metrics
For Employers

Top Eight Recruitment Metrics You Should Track in 2022

HR professionals can leverage these recruitment metrics and data analytics to attract talent and devise strategies to increase employee retention rates

With the ever-increasing demand for hiring the best talent faster and efficiently, HR managers and recruitment teams are shifting towards data-driven recruitment for optimizing their hiring process. Recruitment metrics are an integral part of data-driven recruitment and help evaluate the health and effectiveness of the hiring process. 

HR professionals can leverage these metrics and data analytics to attract talent and devise strategies to increase employee retention rates. 

Recruitment metrics also assist talent acquisition teams in increasing business value and enabling strategic workforce planning.

Here are the top eight recruitment metrics you should track to make informed hiring decisions in this post.

Let’s get started!

Time to fill

This is one of the crucial recruitment metrics that allows HR managers to see how long it will take their team to fill open positions or replace churned employees. 

Time to fill refers to the number of days it takes to source and hire a new candidate. 

Usually, it is the amount of time between approving a job requisition and the candidate accepting your offer. 

Several factors influence this recruitment metric, including supply, demand, industry requirements, or the speed at which your talent acquisition teams perform. 

Recruitment metrics

Recruitment metrics: Time to Fill vs. Time to Hire

Time to hire

‘Time to fill’ is often confused with ‘time to hire.’ However, they are entirely different recruitment metrics. 

The time to hire metric tracks the speed at which a candidate is screened, evaluated, interviewed, and hired for a position. 

It indicates the efficiency of the hiring process and the overall candidate experience. 

This recruiting metric depends on the role type, industry, and your company’s hiring process.

Quality of hire

This is one of the most important recruitment metrics that indicates a new candidate’s value to your company’s long-term success. 

As per LinkedIn’s Global Recruiting Trends Report, the quality of hire metric continues to be the most valuable KPI. This metric considers the following factors:

Sub recruitment metrics: Employee engagement

This metric describes the relationship between an organization and its employees qualitatively and quantitatively.

Sub recruitment metrics: Time-to-productivity

This measures the new hire’s time to full productivity. Gage fresh candidates on how quickly they attain certain productivity levels. 

Sub recruitment metrics: Job performance indicators

These indicators are the reporting manager’s performance reviews for a given employee. 

Sub recruitment metrics: Cultural fit

This metric is measured by 360-degree ratings of the new employees by their colleagues and managers.

According to The U.S. Department of Labor, a bad hire can cost your company 30% of the employee’s potential first-year earnings. Though measuring the quality of new employees can be subjective, doing so is critical for your organization’s success. 

Source of hire

This recruitment metric indicates where your new hires come from. 

This indicator can help identify which sources and channels bring in the most talented candidates for your open positions and drive significant business ROI. 

You can analyze channels such as social media advertising, referrals, recruitment agencies, job listing platforms, paid advertising platforms, and your careers page to find the most successful one. 

Applicants to hire ratio

This is a useful recruitment metric representing the number of applicants applying for a role to the number of candidates hired for that position. 

It helps recruiters understand the intensity of the hiring process and decide if they should implement additional hiring criteria to vet candidates.  

When the applicants-to-hire ratio is consistently higher, e.g., 100 applicants for one position (100:1), recruiters can use pre-employment tests and employ data-driven recruitment processes to save time and resources while hiring the most qualified candidates.

Cost per hire

This is an important hiring metric that indicates the efficiency of the recruiting process and helps evaluate the ROI. 

Cost per hire is the average amount of money you spend for recruiting an employee. This measure comes in handy while tracking your recruiting budget.

CPH= (Internal Recruiting Costs + External Recruiting Costs) / Total number of hires

CPH includes recruitment costs, onboarding costs, travel costs, equipment, administrative costs and benefits, referral programs, job board fees, paid advertising costs, agency fees, among others.

Attrition rate

Attrition rate or churn rate is the rate at which employees leave your organization in any given period. 

Attrition rate = Number of employees who have left the company / Average number of employees over a given period.

High attrition rates are a matter of concern for recruiters as replacing top talent can be costly in terms of money and resources required to onboard new candidates. 

Companies need to evaluate this metric to understand their employee satisfaction levels and shape their employee retention strategies accordingly.

Candidate job satisfaction

Recruitment metrics

Recruitment metrics: Job Satisfaction

This is yet another valuable recruitment metric that assesses the candidate’s experience with the recruiting process and their satisfaction in their current role in the organization. 

One of the key indicators of candidate job satisfaction is the Candidate NPS (Net Promoter Score.)

This indicator helps HR professionals to understand how likely newly hired candidates are to recommend their organization to a friend/colleague based on their experiences.  

Assessing a candidate’s experience is the key to acquiring top talent by understanding if the job description matches the new hires’ expectations and how well the recruiting team presents the job opportunity. 

Which recruitment metric do you rely upon the most?

So, why should you track recruitment metrics?

Undoubtedly, recruiting top talent is crucial to an organization’s success. 

It is high time that HR professionals start leveraging data and analytics to scale and optimize their recruitment processes to hire the most qualified candidates faster. 

Switching to data-driven recruitment can help recruiters reduce hiring costs and maximize efficiency gains. 

Monitoring recruitment metrics and using data can give you a competitive advantage and assist you in making well-informed hiring decisions that align with the business goals and ensure human capital and organizational growth. 

Turing is a deep jobs platform that uses AI to source, vet, match, and manage software developers from across the globe. We make the remote hiring journey easy and rewarding for both companies and developers. 

With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. From Fortune 500 companies to fast-scaling startups, hundreds of organizations trust us to scale their offshore engineering teams effortlessly.

More than 200 firms, including well-known, new-age companies backed by top firms like Google Ventures, A16Z, Bloomberg, Khosla ventures, etc., have hired our pre-vetted developers.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 9, 2021
Engineering manager
For Employers

Three Things Every Engineering Manager Must Focus On

Former Director of Engineering at Dropbox, Jessica McKellar, shares practical strategies and insights to become a successful engineering manager

Becoming an engineering manager may seem daunting if you’ve spent the better part of your career honing your technical skills. In this post, Pilot CTO, Jessica McKellar, shares her experience in the engineering management field and the important lessons she learned on her journey—from being a team lead to a technical leader.

She distills her experience into simple ideas to help technical leaders become successful.

According to McKellar, as an engineering manager, there are three things you need to focus on:

  1. Directly supporting the people in your team
  2. Managing the execution and coordination across teams
  3. Observing and evolving the processes as the company and team grows.

How can an engineering manager directly support their team?

Engineering managers

How engineering managers can support their teams

As an engineering manager, you have to ensure that your team members are functioning efficiently. 

How? By focusing on two things: Your engineers’ day-to-day and year-to-year.

And as a leader, it is your responsibility that their day-to-day front aligns with their year-to-year goals. 

While taking care of your organization’s requirements, you can assign engineers projects that help them succeed in dimensions they care about.

But to find the right opportunities for your engineers, you need to identify their career goals and take them into consideration while devising their role in the company. 

Here are three questions that McKellar highlighted to get a better understanding of your engineers.

  1. What skills do they want to improve?
  2. What technical and non-technical experiences are they seeking?
  3. How do they want to increase the scope of their impact at the company?

“You may want to know what someone wants to be doing in five years, but that’s a huge ask. And there’s this unspoken pressure to seem like you want to be at the same company,” she says. 

To overcome this pressure and encourage transparent discussions, it’s your responsibility as the manager to open the dialogue and talk about your career aspirations. Let them know that it’s okay if they have to eventually go somewhere else or do something different to pursue their career goals. Your honesty and encouragement will empower your team members to open up about themselves.

In addition to transparent discussions, have a framework to recognize what excites people outside their job description. 

Let these observations be the basis of conversation with you engineers and help you devise incentives that actually motivate them. Help them realize their career goals and provide a deeper understanding of exactly how your company will help them move forward in that path.

A team’s capacity is directly aligned with the engineering manager’s execution skills  

Engineering manager

Team’s execution depends on engineering manager’s skills

Every successful engineering manager has transitioned from being an engineer. It is your responsibility to recognize engineers who want to stick to coding and those who want to move into engineering management.

If you can help the people on your team grow their individual capacity, you’ll be able to get exponentially more done, says McKellar. 

Trust your technical leaders to do their job and break down, delegate, and execute complex projects by themselves. Give them space to make mistakes and grow from them instead of you jumping in at the first sign of trouble.

Another way to boost your team’s capacity is by supercharging learning. Maintain a balance between new and experienced engineers working together and give them equal opportunities to share their knowledge. 

New employees bring fresh perspectives, and experienced employees bring discipline and the company’s culture to a project. And hence, it is important to distribute projects evenly to level up your entire team. 

Every engineering manager should empower their team with the right tools and processes

Develop a process that not just lets your team know about the project at hand, but exactly how it will contribute to their future, says McKellar.

Observe and understand how your team members want to grow as engineers. Then, incorporate these insights into your process in a way that matches them with high-impact projects aligning with their career goals.

Provide a productive development environment: This includes giving them access to the right tools and creating a straightforward onboarding process that’ll ensure your new employees can find their bearings smoothly.

Regular check-ins: Create a precise system for feedback to ensure that a long and complex project stays on track. Be proactive about communication and hold unblocking sessions to clear away issues that are hindering their productivity.

Incorporate coding reviews, architectural reviews, and planning discussions into your feedback process to capture granular technical feedback and gain insight from a higher level, says McKellar.

Be transparent: Let your engineers know what’s happening on an executive level. This transparency will give them essential company context and make them feel included and invested in the company.

Organic Motivation: While managers can try to keep their engineers in high spirits all the time, it doesn’t always help. Instead, focus on pairing engineers with the right projects. 

Help your engineers look at how the project will impact the company. Realizing their work will be recognized at such a huge scale is a huge motivator. That way, they won’t need much external motivation to get it done to the best of their abilities.

Which skill is a must-have for an Engineering Manager?

To conclude

While becoming an engineering manager is exciting, managing a team can become scary without the right mindset, insight, and practices. Most of the challenges of becoming an effective engineering manager are personal, not technical. 

Take advantage of Jessica McKellar’s decades of experience, and implement her strategies to become a better engineering manager.

You can read the complete article.

But in addition to developing the skills you need to become successful as an engineering manager, having skilled and experienced software engineers in your team is crucial.

If you’re looking to hire skilled remote software engineers for your team, Turing can help. 

Turing’s automated platform lets companies “push a button” to hire senior, pre-vetted remote software developers. Access a talent pool of the top 1% of 1M+ developers with strong technical and communication skills who work in your time zone. There’s no risk. Turing offers a free two-week trial period to make certain your developers deliver to your standards.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 8, 2021
Implementing Successful Employer Branding
For Employers

Is Your Brand Strong Enough to Attract Top Executive Talent?

Want to attract top talent? Work on your employer brand first. Here are eight tips to help you boost your employer branding.

With the help of a strong employer branding, your company can attract qualified applications, lower recruitment costs, and differentiate itself from competitors. 

Employer branding has long been an essential component of a company’s overall business strategy. It’s a company’s identity, a carefully created blend of its vision, mission, character, culture, and personality that attracts and retains potential and present employees. 

Therefore, it is essential to know the fundamentals of employer branding. 

This post will teach you how to establish your employer value proposition, how to target talent, and, last but not least, how to create an employer branding plan that is true, credible, distinctive, and aspirational.

What is employer branding?

The process of managing and influencing your employer brand among job seekers, employees, and key stakeholders is known as employer branding. 

It includes everything you do to make your company a desirable place to work. 

Simply put, your company’s reputation as an employer is your employer brand. It’s what potential employers and employees think about you. It’s what they tell their friends and relatives when you’re not around, 

Eight steps for implementing a successful employer branding

  1. Know your company’s value proposition

    If you want to build a strong employer brand, focus on your company’s mission statement, values, vision, and culture.
    Determine your company’s needs and then work backward to determine what kind of talent you’ll need to achieve those goals.
    Consider the mission statement of Teach for America: “One day, all children in our country will have the opportunity to receive an exceptional education.”
    Similarly, you can connect beliefs and the employer brand with your business goal to make it more effective.
  2. Conduct an employer branding audit

    You may not fully know your company’s image among job searchers or even your employees.
    Send out internal polls, run social media searches, read reviews on sites like Glassdoor, or employ a company/agency that handles reputation management to understand the same.
    Your study should highlight employees’ favorite components of the company culture, which you should emphasize. Most importantly, it should reveal areas that need improvement.
  3. Write an employer value proposition

    Construct an employer value proposition after you’ve done your research because it is both a marketing message and a promise.
    The statement will help you stand your ground during company disputes, so make it as detailed as possible.
    Share the employer value proposition on your website, recruitment materials, or LinkedIn company page. Be sure to direct your HR team to share the company’s value proposition with prospects.
    Compensation should have no bearing on your value proposition.
    Instead, explain your company’s impact on the world or its deeper purpose to elicit passion in potential candidates. People want to feel that they are making a difference, even if it means letting go of a higher salary.
  4. Leverage current employees to enhance your employer branding

    When job seekers want to learn about your company, they’ll want to interact with actual employees. So use your employees to your advantage by conducting staff interviews or testimonials to post on your website.
    You may also encourage existing employees to post on their social media channels when your company hosts a fun giveaway or goes on an outing.
    All you need to do is ask your staff to submit a photo on Instagram or Facebook using the hashtag you’ve created.
    This exercise is a fun yet effective way for your employees to spread the word about your company’s culture to their networks.
  5. Cultivate a robust onboarding process

    Employer Branding

    Employer Branding: Cultivate a robust onboarding process

    Onboarding is a new hire’s first experience, and a poor first impression can have severe consequences for an organization.
    Employees who have had a poor onboarding experience are twice as likely to look for another job.
    A good onboarding process is essential to establish a positive corporate brand image.
    Moreover, a good onboarding process motivates people about their jobs and teams right away.
    You can ensure a smooth transition, lower attrition rates, and increase productivity by providing new employees with instructions and resources to succeed in their roles.
    Related Post: Ten Tips to Make Onboarding Remote Software Developers a Success
  6. Want a strong employer branding? Offer learning and development opportunities

    Employer Branding

    Employer Branding: Offer learning and development opportunities

    People quit their jobs for various reasons, the most common ones being boredom and a desire for new challenges.
    Allowing employees to pursue learning opportunities and gain new skills demonstrates your company’s commitment to ongoing improvement and learning.
    And by challenging your staff, you ensure that they won’t become bored in their jobs, contributing to higher employee retention.
  7. Use rich content to tell your company story

    Don’t send your message through just one channel when implementing a strategy to improve your brand image.
    Instead, use videos, images, presentations, blogs, and other kinds of communication to guarantee that your message reaches the widest possible audience.
    Share your company’s story through high-quality videos, photographs, and text.
    Consider including short employee interviews (videos and text) on your website’s Career page and About Us page.
  8. Measure success of your employer branding

    HR analytics and measuring essential hiring indicators have become HR professionals’ primary tasks.
    Data-driven recruiting is challenging without the correct tools. However, there are several HR tech solutions available today that can assist HR professionals in improving their employer branding strategy.
    Evaluate the success of your employer branding plan based on the objectives you established in the first phase.
    Related Post: Netflix, GitHub, and Honeycomb.io Use These Metrics for Continuous Improvement.

What is the key to attracting top executive talent?

Employer branding can help you attract top executives: Summing up

Businesses must take employer branding seriously or risk losing out on the talent and creativity they desire. 

So make sure to include a substantial line item for the employer branding plan in your 2022 budget.

Sourcing and hiring skilled software developers is critical when building your software development team. 

Turing is a deep jobs platform that allows businesses to source and hire skilled and experienced engineers from across the globe. 

With Turing, you’ll have access to a talent pool of the top 1% of 1M+ talented developers with strong technical and communication skills who can work according to your requirements. Additionally, Turing’s tried-and-tested vetting process evaluates developers to a Silicon Valley standard, allowing you to have your pick of qualified software developers without taking up all of your engineering team’s time.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 6, 2021
Data scientists hiring process
For Employers

How to Hire Good Data Scientists?

Jeremy Stanley, Chief Data Scientist at Sailthru, simplifies the hiring process for data scientists at his company.

Businesses are constantly improving their hiring process to source and recruit data scientists who can help them analyze trends, apply analytics, and discover features and insights that influence product direction. Data scientists help implement machine learning and AI technologies on a large scale to boost metrics like engagement, retention, and returns.

While the demand for data scientists is multiplying, most businesses don’t have a clear hiring strategy to find and recruit qualified data scientists.

In this post,  Jeremy Stanley, Chief Data Scientist and EVP Engineering at Sailthru, breaks down the hiring process for data scientists at his company.

Here are the key takeaways:

Foundation of your hiring process

Hiring process foundation

Hiring strategy: Foundation of the hirng process

If you already have a recruitment process in place, here are three factors you need to keep in mind to improve your existing hiring strategy.

  1. Maximize the accuracy and success rate in finding exceptional employees and ensuring they accept your offer.
  2. Reduce the chances of good candidates falling out of your hiring process early.
  3. Ensure that the hiring process doesn’t consume a lot of time and effort on your part.

Along with these factors, you need to build a strong foundation and develop a set of core principles to ensure you meet all your objectives.

Here are the fundamental principles you should apply to your hiring process:

Ensure that your hiring strategy is a continuous process.

Your hiring process shouldn’t be seasonal, where you go all out and devote all your time to finding and mass hiring exceptional people. Instead, create a hiring process where your recruitment campaign is always on and continually improving.

Steer clear of standard interview questions. While you may get a general idea of what a candidate can do, it doesn’t give you a clear picture of how qualified they are for the role you’re looking to fill.

Tailor your questions based on what tasks you expect the candidate to perform when they join the team.

“Understand what problems your team is currently facing and the challenges you expect successful candidates to handle,” says Stanley.

Create an objective hiring process to minimize your biases.

For hiring a data scientist, strong programming and quantitative skills are a must. So let your interview begin with testing these skills.

Next, you can move on to more subjective skills like communication and problem-solving. And, in the end, you can evaluate how well they’ll fit into your company and team. 

Don’t judge them right off the bat based on their compatibility with your company. It may cloud your sense of unbiased assessment and result in losing a great prospect prematurely. 

Design a structured hiring process to present a positive first impression.

Most hiring processes involve three or four interviews with different people asking the same questions. Candidates then have to wait for days to receive feedback, and in the end, they may not even have all of their questions answered.

Your hiring process will be their first insight into how your company works, and you need to have a transparent structure in place. 

Let them know how it’ll be like working with you and the team by giving them a thorough understanding of your company culture and the challenges you expect them to face.

Include the team in the decision-making process.

Hiring process

Hiring strategy: Include your team in the hiring process

Have a clearly defined and tangible framework to evaluate the candidates.

Additionally, if you expect the data scientist to collaborate with other teams, involve key stakeholders in those areas while making the final decision.

Speed up your hiring process.

While it pays to take your time to evaluate your candidates thoroughly, chances are you may lose out on good prospects to your competitors.

Therefore, get your candidates moving quickly through your hiring process and invest in relevant tools and logistics to analyze different phases of your hiring stage. This practice will help you find aspects that you can improve to keep up the momentum of your hiring process.

Stages of the interviewing process

The interview process for a data scientist has six stages.

  1. Pre-screen stage

    Here you can review their resume, take a look at their past experiences and their qualifications. But if you’d like to steer clear of interviewer bias, you can simply skip this stage and send all prospective candidates the take-home test. 
  2. Take-home test

    This short test evaluates the candidate’s ability to solve problems in their field of choice.
  3. Sales pitch

    For candidates who’ve passed your take-home test, this is the stage where you convince them to come for the interview.
  4. Data day

    As a part of the next step, we call candidates for a day-long interview where they’ll have to solve an open-ended challenge and present their solution. This section of the interview is where you evaluate the candidate in a realistic and controlled environment.
    The number one thing that can help make this process smoother is preparation.
    1. Have a set of printed instructions as soon as they arrive.
    2. Provide them with a laptop and have all the necessary tools, software programs, and data easily accessible. HomeBrew, Eclipse, Anaconda (Python distribution), RStudio, R, Emacs & Vim, and Java 7 are a few notable tools you should provide.
    3. Ask candidates for their feedback and adapt it into your process to suit your company’s needs.
  5. Final decision

    According to Stanley, there are five essential criteria to evaluate your candidates.
    1. Problem structure. What assumptions did they make, and what strategy did they use to narrow down the scope of the problem?
    2. Technical skills. How readable, reliable, and flexible is the code they presented?
    3. Analytical skills. How sound is their logical reasoning for the approach they presented?
    4. Communication skills. How well were they able to present their work, strategy, approach, and conclusions?
    5. The value of their work. How worthy would your new hire’s work be to your company if it’s fine-tuned and implemented?
  6. Communication

    Communicating directly with the candidate is the final step in the process. Here, you follow up with the Data-day candidates irrespective of whether they received an offer letter. This process ensures that even if the outcome was not favorable for them, they receive personal feedback and learn from the experience.

Which criteria would you value the most while recruiting Data Scientists?

Having a systematic hiring strategy allows you to find candidates you may otherwise have looked over just because they don’t look attractive on paper. In addition, this comprehensive strategy will remove all the guesswork from your hiring process and give you enough information to make an informed decision.

You can read the full article here.

If you think designing a hiring process from scratch is a challenging task, you can take advantage of Turing’s tried-and-tested vetting process to hire highly qualified data scientists within a week.

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

Additionally, Turing’s tried-and-tested vetting process evaluates developers to a Silicon Valley standard allowing you to have your pick of qualified software developers without sucking up all of your engineering team’s time.

Business vector created by pikisuperstar – www.freepik.com

Business vector created by katemangostar – www.freepik.com

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 2, 2021
manage remote developers
For Employers

Eight Tips To Manage Remote Developers

Here are eight tips that team leaders can implement to effectively manage their remote developers and ensure all projects stay on track.

COVID19 has seen a significant rise in digital technologies. As a result, software development roles are now among the top remote-based jobs worldwide. Remote developers have embraced the work-from-home situation and have continued to prefer working remotely even with the corporate world gradually opening up again.

If businesses fail to create an efficient work environment for remote developers, the latter may choose to find an employer who can fulfill their remote working needs effectively.

In this post, we’ve listed nine tips that you can implement to effectively manage your remote developers and ensure that all your projects stay on track.

  1. Set clear expectations 

    The first tip to efficiently manage remote developers is to get your priorities straight by setting clear goals and objectives. Working with virtual teams makes it crucial for managers to precisely communicate what is required to eliminate any confusion and ensure on-time performance of all tasks.
    For example, if you expect your remote developers to develop a specific piece of code, give them a clear understanding of your requirements, expectations, project goals, and deadline.
    Such specific and measurable goals will ensure that your team knows what you expect.
  2. Establish communication guidelines for remote developers

    Effective communication is one of the most critical aspects when it comes to managing virtual teams. Establish different channels of communication instead of relying on a single channel.
    For example, while a live chat platform like Slack is excellent for quick clarifications, share important documents via email.
    This baseline rule will ensure that important messages don’t get buried under irrelevant messages.
    Furthermore, you should encourage remote developers to use video conferencing platforms like Google Meet and Zoom to clear up any doubts that may be unresolved with textual communication.

    Other than establishing multiple modes of communication, here are a few other things you can do:

    • Check-in with your remote developers regularly to ensure they aren’t facing any roadblocks. You can schedule weekly and monthly meetings for this purpose and give them a chance to know what everyone else is working on.
    • If you’re unsure whether or not a point is important enough to be mentioned, do it anyway. It’s better to over-communicate than leave room for ambiguity.
    • Acknowledge their progress and share your feedback periodically to give them the chance to improve themselves. 
    • Use project management tools like Trello or Jira to help your remote developers keep track of their tasks and boost their collaboration.
  3. Keep track of time zone boundaries

    Businesses that work with virtual teams frequently hire remote developers from all over the world. While this has its benefits, working across different time zones can make it challenging for the manager to organize everyday operations effectively.
    Virtual teams with engineers from different time zones can face limitations in interpersonal communication and interactive feedback.
    Therefore, use time overlaps as effectively as possible. To make the most of it, managers should schedule their regular check-ins and collaborative assignments during this time.
  4. Don’t micromanage remote developers

    Remote developers expect their managers to trust them to do their job without constant supervision. Remote developers choose this lifestyle of working from home because they value their autonomy.
    If you keep breathing down their neck, it will only lead them to get frustrated, directly affecting their productivity and performance.
    Therefore, instead of focusing on their activity, hold them accountable for the outcome. Establishing an ownership-types culture is especially critical if you’re working with remote developers from multiple time zones.
    As long as your team members meet their deadlines and keep up with their responsibilities, resist the urge to micromanage.
  5. Be flexible

    When you’re managing a team of remote developers, there’ll inevitably be times when they may not be able to finish tasks due to technological challenges out of their control.
    As a team leader, you should be flexible enough to take such situations in stride and adapt accordingly to ensure your project stays on track.
  6. Take your team’s opinions and feelings into consideration

    Remote developers feedback

    Feedback of remote developers

    When your remote developers provide feedback, it’s critical to take them into account. Some of them may help improve the workflow and boost overall performance, while others may not be practical to implement.
    As a manager, you have the freedom to take the final call. However, considering their feedback from time to time will make them feel valued and encourage them to share their input proactively in the future.
    When managing virtual teams, you have to go the extra mile and show them that you value and care about them.
    Two additional ways you can do this is by:
    • Ensure they get paid for their work on time. 
    • Recognize their contributions and be open about how grateful you are for their work.
  7. Non-disclosure agreement (NDA)

    NDAs are not just for big enterprises; small businesses with virtual teams can take advantage of this arrangement to protect their intellectual property.
    When remote developers sign an NDA, it usually includes clauses that restrict them from sharing ideas, concepts, and projects that the company may be working on with anyone without permission.
  8. Respect cultural differences in remote developers

    A diverse team means working with remote developers who come from different cultures. You must be mindful of these cultural differences while providing feedback or commenting on how they get their work done.
    Don’t alienate your software developers by using regional phrases or making them feel like you’re more comfortable working with people who share the same culture. 

Summary

Though virtual teams have been around for quite some time, it’s the pandemic that forced businesses to realize the benefits of working with remote developers. 

If you know how to manage your remote software development team effectively, you will realize that the productivity and performance of your developers don’t depend on their geographical location. 

You can implement these tips to successfully manage your remote team and ensure your developers are an asset to the organization.

Sourcing and hiring skilled and experienced remote developers is critical when you’re building your software development team. 

Turing is a deep jobs platform that allows businesses to source and hire skilled and experienced engineers planet-wide. 

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

Additionally, Turing’s tried-and-tested vetting process evaluates developers to a Silicon Valley standard, allowing you to have your pick of qualified software developers without taking up all of your engineering team’s time.

Office photo created by pch.vector – www.freepik.comBusiness photo created by pressfoto – www.freepik.com

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Dec 1, 2021
Engineering leader
For Employers

How to Become a Great Engineering Leader, Former IBM Tech Exec Shares

Aviv Ben Yosef, a former IBM tech executive, shares his strategy to become a great engineering leader.

As an engineering leader, have you ever asked these questions?

You start with a small team of engineers, the company grows with time, and so does the team. 

While this is happening, how do you ensure that productivity does not get hampered? How do you build the team bond?  How do you ensure that new hires don’t feel like they are just an inconsequential part of this massive team? 

Most importantly, how do you become a great engineering leader in the process? 

Aviv Ben Yosef, ex-IBM Tech Exec, answers all of the above questions in this post. 

  1. A great engineering leader will figure out the WIFM for their team.

    Yosef says that he always keeps in mind the WIFM or What’s In For Me whenever he tries to make changes to his organization.

    Ass an engineering leader, you should always ensure that your team understands how the said change will positively affect them.

    Remember, no tech executive should change an existing process unless beneficial for the team and the company.

    So, make sure you go over the WIFM and have definite answers ready for your engineers.

  2. Try to retain talent but allow a healthy turnover.

    Engineering Leader

    What Does It Take To Be a Great Engineering Leader: Try to retain but allow a healthy turnover.

    Most companies try hard to retain their employees for as long as possible. But, Yosef suggests that engineering leaders should accept and allow a healthy turnover now and then.
    Companies try to stop employees from quitting by introducing new positions or responsibility sets that the organization does not require.
    Yosef calls these developments a corporate debt that affects the team and hinders productivity.
    He insists that letting off some employees and hiring new ones can be beneficial in such cases.
    Yosef also emphasizes
    hiring junior and medium engineers rather than hiring senior engineers all in all. Hiring good senior engineers can be challenging and pricey.
    Instead, he explains that companies should hire junior and medium engineers and train them to the required level. 
  3. As an engineering leader, try to understand your role in the company and prioritize accountability.

    Yosef advises looking deeper into this question for anyone who is a new engineering leader/ manager or becoming one soon: “Why does the company need me?”
    You should be very clear about the benefits that you’ll provide to the company. In Yosef’s words: “You should know that you’re a force multiplier for the company, and be clear about your objectives and goals.”
    A true
    engineering leader holds accountability and responsibility. If something great happens, they share the credit with their team, Yosef says.
    But, if something goes sideways, they can take responsibility for the mess-up and guide the company in the right direction.
  4. Never underestimate one-on-ones

    As an engineering leader, these meetings may not seem essential, but Yosef states that one-on-ones should be the most crucial thing in your calendar. They help your team members become a better version of themselves.
    “You will have to invest time in the people around you. Without constructive criticism and feedback, growth is extremely challenging,” adds Yosef.
    Yosef adds that the one-on-ones should not just be about the manager giving the employees feedback. Leaders must listen to their employees and try to ease out their pain points.

So, what makes someone a great engineering leader?

A great engineering leader always knows their purpose and role in the organization. They are a beacon of light for every employee. They trust their employees wholeheartedly, and vice versa. They may have a team of experts working under them, but they always have sound knowledge and experience about the product they’re working on. 

Read the complete article here.

A great engineering leader should have a great team of software engineers. 

But hiring a great engineer can be difficult. With Turing, you can unleash the world’s untapped potential. 

Spin up your engineering dream team with Turing’s Intelligent Talent Cloud and hire the top 1% of 1M+ pre-vetted senior software engineers with just a click of a button. 

Man photo created by freepik – www.freepik.com

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Nov 30, 2021
Best JaveScript Frameworks for Software Developers
For Employers

Here’s Why You Should Choose ReactJS for Your Project

ReactJS offers various benefits for application and web development which is exactly why it should be your preferred frontend framework.

The demand for a skilled workforce for web development projects and mobile applications has grown.To make websites and mobile applications user-friendly,  a front-end development library like ReactJS is critical. ReactJS is essential in creating the user interface along with other UI components. 

However, with new tools released every day and businesses looking to get more work done in a short time, the decision to choose the right framework, programming tool, and library is becoming difficult. In this post, I’m going to give you nine reasons why ReactJS deserves serious consideration.

To start, ReactJS is popular. According to a recent survey, ReactJS has been used to develop more than one million websites, including almost 300,000 unique domains. This ubiquity is why ReactJS is at the top of the most loved frameworks, with 74.5 percent of developers preferring it over other frameworks. 

What is ReactJS?

ReactJS is an open-source JavaScript Library facilitating front-end web development. Jordan Walke, the creator of ReactJS and an engineer at Facebook, came up with the idea to merge XHP, Facebook’s markup syntax into JavaScript. It helped them run various user interfaces at once, like newsfeed updates and chat, among others. After seeing how well the merger worked, Facebook made ReactJS open-source in 2013. Since then, ReactJS has become one of the most popular web frameworks.

We’ve listed some of our top reasons why you should choose ReactJS for your business.

Easy scripting

ReactJS offers a free extension, which goes by the name JSX. JSX simplifies the HTML markup in the library by writing shortcuts of your code and converting HTML mockups into ReactElement Trees. ReactElement Trees, in turn, make the application run faster.

Modular design

The modular design of ReactJS allows you to make small changes with ease. As a result, most developers can reuse the same objects and employ previously used assets without disturbing other components.

Reusable components

Reusable components offer their code for similar features without needing the developer to write it all over again. In addition, ReactJS lets developers use individual application parts on both server and client sides. These capabilities help save time, as they reduce the frequency of debugging existing code.

SEO friendly

ReactJS

ReactJS: SEO friendly

One of the key aspects of web development is SEO. ReactJS significantly reduces page load time and provides faster rendering speed in comparison to other frameworks. Faster rendering speed helps reduce the bounce rate of your websites and pages. In addition to this, web applications and pages using ReactJS are easier to crawl. This improvement is accomplished by using Server-side rendering, which enables you to run the JavaScript code on the server side before sending the files to the user, allowing the user to see the content without allowing React to run. Further, server-side rendering makes the page load faster as Google doesn’t have to run JavaScript to crawl the page. 

Virtual DOM and Tree reconciliation

ReactJS developers write HTML using JavaScript, which allows them to keep a virtual representation of HTML, called Virtual DOM; this Virtual DOM renders an HTML tree virtually whenever the state of UI changes. So, you can make modifications without impacting the entire structure of the user interface. This, in turn, helps maintain high app performance on the front-end.

One way data binding

In addition to virtual DOM and Tree reconciliation, a one-way data binding model also ensures that changes in the child component do not impact the entire code. So, when you type a text in the input field, this model just updates the data model. And this is how one-way data binding makes code more stable for both application and web development.

Mobile app development

Apart from web development, the ReactJS framework was upgraded to facilitate mobile app development for iOS and Android platforms. At the same time, ReactJS also enables a smooth transition of code as code written for the web is easily compatible with mobile.

Easy to learn and use

Be it web development or mobile application development, developers familiar with JavaScript can easily learn ReactJS. What’s more, ReactJS is easy to implement and can also be used with existing application structures.

Strong community support

ReactJS

ReactJS: Community support

Many developers have ReactJS as their primary framework for web development. A major contributing factor is the strong community support React developers get from all around the world. In addition, experienced developers share insights about applying this framework in the form of blogs, in-depth articles, tutorial videos on popular forums.

ReactJS is an easy-to-use responsive JavaScript library that is beneficial for both small and big organizations. It is easy to scale even in a high-traffic environment. Furthermore, ReactJS facilitates simultaneous functions and easy changes for application and web development. However, organizations looking to hire ReactJS developers for their projects may need to spend a lot of time evaluating different candidates. 

This time-consuming bottleneck is why you need someone who can pre-vet excellent ReactJS developers for you. 

Enter Turing. Turing helps organizations hire developers with the right skillset after ensuring they pass rigorous tests. Turing.com has matched countless ReactJS developers with top US companies. The organization’s intelligent talent cloud sources, vets, manages, and matches developers across 100+ skills efficiently and effectively.  With Turing, you can access a talent pool of the top 1% of 700K+ developers with strong technical and communication skills. The best part? There’s no risk. Turing offers a free two-week trial period to make sure your developers deliver to your standards.

 

Technology vector created by stories – www.freepik.comInfographic vector created by gstudioimagen – www.freepik.com

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By Nov 30, 2021