Hiring Managers Remote Software Developers

Last updated on February 28th, 2024 at 10:46 am

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6 Mistakes Hiring Managers Should Avoid Making

By February 10, 2022 5 min read

Hiring remote software developers is no longer just an alternative to get through the pandemic. Companies worldwide have realized that flexibility and a good work-life balance can help skyrocket their business. Hiring managers are roping in remote software developers globally to gain access to the best talent.

However, international hiring of remote employees can be tricky since companies have to navigate different challenges to find the best developers. 

This post shares the six most common mistakes enterprises should avoid when hiring remote software developers.

Hiring remote software developers locally

Remote software developers

Hiring remote software developers locally

Even if enterprises have shifted to a remote work model, many still limit their recruitment efforts to source and hire local talent. While they may feel that working with remote software developers within the same timezone is a competitive recruitment strategy, they miss out on the best advantages of building a remote workforce.

Hiring remote software developers allows companies to expand beyond their local network and access a global talent pool. They can recruit remote software developers based solely on their talent and bypass the limitations of traditional work models like geography.

Building a distributed workforce is especially beneficial for businesses operating from regions that don’t have a heavy tech presence, as well as companies that want to hire competent developers within a reasonable budget.

Rushing to hire remote software developers for a new project 

It’s always exciting to work on a new project. However, it can be scary to realize your current developers aren’t capable of the kind of work you require. Or maybe you need to hire specialists to handle a few aspects of your initiative. Alternatively, perhaps you’re a part of a fast-scaling start-up and don’t have the time to look for the right developers.

Whatever it may be, it’s crucial not to rush into hiring remote software developers out of fear and desperation. Hiring remote software developers on an impulse can do more harm than good in the long run.

Take the time out to build a proper recruitment and hiring process and develop a plan for how you’re going to vet these remote software developers. 

First, understand what skills, experience level, and personality you’re looking for. Then, create a list of interview questions and assessments you want the candidates to take.

Don’t just hire for a single project. Instead, consider the other projects in your pipeline and find the perfect developer to join your team.

Slow hiring process 

Hiring remote software developers process

Slow hiring process

On the flip side, having a slow process for hiring remote software developers doesn’t do any favors either. 

Organizations usually recruit experienced remote software developers very quickly. This statement is even more authentic with the global talent shortage because of the skewed ratio of job vacancies and skilled software engineers. 

Therefore, if you have a slow process for hiring remote software developers, it’s likely that you’re missing out on a lot of good talent. 

But what would you define as a slow hiring process? If it usually takes a couple of weeks to respond to a candidate and another 3 to 4 weeks to get them through your recruitment process, you need to optimize your hiring process.

A slow hiring process makes your candidates feel like you aren’t interested in hiring them, and they start looking for other opportunities.

Focusing on fancy degrees and shiny resumes 

Sorting through candidates based solely on their resumes may cost you skilled developers. 

Having a degree in the relevant field doesn’t always reflect the candidate’s capabilities and is an unreliable factor while hiring remote software developers.

Therefore, along with requesting their resumes, have other tests in place that will help you decide whether the developer should pass through to the next stage. 

Don’t let their shiny resume sway you if the candidate fails to back up their application with the proper technical knowledge.

Only considering technical ability while hiring remote software developers

Core technical skills are crucial while hiring remote software developers. However, a candidate could be brilliant at writing code, but they still may not be the perfect fit for your business. 

Software developers need more skills than just technical knowledge to be good remote workers. One of the most critical skills hiring managers must look for is communicating efficiently within a team setting. 

Developers may need to collaborate with other departments in a remote-first workspace. In addition, they need to be efficient in explaining complex technical concepts to non-technical people.

While technical skills are an essential factor, hiring managers should consider other soft skills while hiring remote software developers.

A recent study by Leadership IQ analyzed around 20,000 new employees and 1,400 HR managers. The study reflected that 46 percent of new hires left the company (or were fired) within the first 18 months. 

Additionally, 26 percent of them failed because of their inability to accept feedback, 17 percent lacked the motivation to achieve their full potential, and 15 percent of these new hires didn’t have the right attitude towards the company and their job.

These statistics show how crucial it is to take emotional intelligence and other skills into account while screening remote software developers.

Hiring remote software developers from freelance platforms 

Businesses like hiring remote software engineers on a freelance basis for projects since they don’t charge a lot and get the job done. 

Many assume it’s easy to find talented remote developers on freelance platforms. However, the reality is that freelance platforms are chaotic and don’t cater to a specific vertical.

Therefore, they fail to attract skilled and experienced remote software developers.

The developers you find on these freelance platforms may simply focus on finishing your project and getting paid food their work rather than integrating themselves within your company. Furthermore, they may not care much about the broader aspects of your business like your brand values, etc. 

If you’re looking to  hire remote software developers that will be with you for the long haul, recruiting from gig-oriented platforms might not be the best decision. 

With a platform like Turing that specifically focuses on helping enterprises source and hire remote software developers on a long-term basis, you will have a better chance at finding developers who understand your company’s culture.

So, what should you keep in mind when hiring remote software developers?

In today’s remote-first world, hiring remote software developers who are right for their business is a key concern for enterprises worldwide. 

With the global talent shortage, businesses must avoid these mistakes and pitfalls that their competitors suffer from. To hire the best candidate, you need to understand how the IT industry functions, have an in-depth understanding of the roles you’re hiring for and have a proper system in place to source the best remote software developers. 

Turing’s Intelligent Cloud system takes care of all these aspects and helps find the best talent to join your development team.

Turing’s specialized vetting process helps businesses recruit competent remote software developers in a matter of days instead of weeks. 

You can check out the Turing Jobs 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

6 Mistakes Hiring Managers Must Avoid Making in 2022
Article Name
6 Mistakes Hiring Managers Must Avoid Making in 2022
Hiring software developers can be a tricky task. Here are the six mistakes hiring managers should avoid making while building a remote software team this year.


  • Jayalakshmi Iyer

    Jaya is a copywriter & content writer & has worked for businesses in over 27 different niches. When she’s not writing, she can be found obsessing over a book.


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