We have a comprehensive vetting process amongst our competitors. Developers are tested on their technical skills, communication skills, and project management skills.
Our Vetting Process:
1) We look internally to find the perfect candidates for you first. If we don’t find the right candidate then we tap into our talent network to see if we can hire someone for you on a contract basis. We hunt, run campaigns, use our recruiting strength to hire candidates. When we have candidates we like we do the initial screening.
2) Next, we dive deep into their portfolios and prior code samples. Each candidate is screened by experts in their functional domain. Here we are looking for people with creative problem solving, highly relevant skill sets, a disciplined approach to testing, well-documented code, and best practices.
3) If a candidate passes through these then we test each developer’s technical acumen through an automated coding exam. Applicants are tested on language-specific knowledge as well as general programming and algorithm knowledge. Then a technical interview with a senior of our engineering team is set to evaluate their tech understanding.
4) Then, we test each candidate’s ability to manage a remote engagement. We look for qualities every client cares about: communication habits, reliability, estimation skill, ability to prioritize, and more.
It’s so crucial for anyone working as part of a distributed team to have great communication skills and that can be obvious from the first couple of interactions.
We’ve worked with developers in more than 25 countries for more than a decade now. Over the years, there have been two things we consider to be critical in remote developers besides their tech capabilities. They have to be confident communicators and proactive.
5) At last, we do full reference checks on your behalf with their previous clients and employers.
