When you’re building a startup, hiring a software developer can be one of the most critical decisions you’ll make.

A great developer can take your product from concept to reality, while a bad hire can slow progress, waste time, and burn through resources. It’s no surprise that many early-stage founders worry about finding the right developer, especially when it comes to hiring remotely.

While hiring locally for engineers has been the traditional path – it’s been proven that finding local top talent is getting more challenging; plagued by the hire cost of living, rising wages, and lack of supply in the region. 

We’re now seeing a big shift towards a hybrid workforce – a local core team supplemented with remote talent and it’s getting increasingly popular and effective in helping businesses grow. 

This article will explore some of the tactical way business owners can think about hiring their first of many remote developers and how to go about it properly that will set them up for success.

Key Takeaways

• Hiring the right remote software developer is critical to your startup’s success. A bad hire can derail your progress, while the right one can be a game-changer.
• Define your needs clearly, look beyond technical skills, and ensure candidates align with your company culture.
• Use platforms that specialize in remote talent or partner with a recruitment agency like Guild to find vetted developers.
• Test your candidates’ skills with real-world tasks and start with a trial period before committing.
• Set clear expectations from day one to foster smooth collaboration and long-term success.

But first, let’s imagine a world where hiring locally is your only strategy. 

The Worst-Case Scenario: Sticking with B-Players Locally

You limit your hiring to local candidates.

Over time, you settle for B-players—developers who get the job done, but aren’t the game-changers your business needs to thrive.

The results are mediocre. Progress slows down, innovation stagnates, and you miss key milestones that are critical for securing funding or launching your next big feature.

Worse yet, these B-players demand higher salaries simply because of local competition, eating away at your budget. You find yourself spending more for less, burning through cash while your competitors. 

This scenario is not just a talent problem—it’s also a threat to the survival of your business.

What Hiring Remotely Could Look Like

Now, imagine the opposite scenario.

You’ve hired a top-notch remote software developer who not only has the technical chops but also fits seamlessly into your team’s culture.

They communicate well, hit deadlines, and bring ideas to the table that push your product forward. Because they’re remote, they’re also cost-effective, allowing you to stay lean and allocate resources wisely.

You have more time to focus on growing your business because you also trust your developer(s) to execute.

Eventually, your product evolves quickly, your team is happy, and you’re in a great position to impress customers and even investors with your rapid progress.

Ultimately, your remote developer isn’t just an employee—they’re a key partner in your company’s success.

This might seem like a pipe dream to many, but it’s a scenario that is becoming more real ever since the pandemic. 

Note: We’re big fans of remote hiring, but we’re also big proponents of having a core local team as well. Hybrid workforces are the future of work and being able to delegate work remotely to a handful of key folks is crucial for business growth.

Let’s get into some best practices on how to do this right.

Tips for Hiring Your First Remote Software Developer

So, how do you make the ideal scenario a reality?

Here are some best practices to help you hire the right remote software developer for your company:

1. Define Your Needs Clearly: Before you even think about hiring, be crystal clear on what you need from a developer – what skills are non-negotiable? Do you need expertise in a specific programming language or framework? Is there a particular problem you need them to solve? Knowing exactly what you’re looking for will save you time and help you filter out unqualified candidates early.

   If you have a core local engineering team, consult with them including the CTO and/or technical leaders to understand what specific requirements this role will fulfill. 

2. Look Beyond Technical Skills: While technical expertise is essential, don’t overlook the soft skills. Communication, time management, and problem-solving abilities are crucial for remote work. A developer might be a genius coder, but if they can’t communicate well or manage their time effectively, it will be hard to collaborate.

   We recommend getting onto a video call and asking them to talk about themselves and their work. You can also ask them to perform some writing tasks; write mock-up status updates, emails etc. to gauge their communication ability. 

3. Use the Right Platforms: There are a bunch of platforms where you can find remote software developers, from freelance sites to specialized recruitment agencies.

   You can start to leverage platforms like GitHub, Stack Overflow, LinkedIn, and remote work job boards (Working Nomads, We Work Remotely etc.). Additionally, you can consider partnering with a recruitment agency that specializes in remote tech talent to ensure you’re getting pre-vetted candidates.

4. Test Their Skills: Before making any decisions, put candidates through a technical assessment just like you do if you were to hire for local talent. This could be a coding test, a project, or a real-world scenario related to your product.

   This will not only test their skills but also show you how they approach problem-solving as well as assess their communication ability.

5. Prioritize Culture Fit: Hiring a remote developer means they won’t be physically present, but they still need to fit into your company’s culture.

   Ask about their previous experiences working in remote environments and how they handle challenges like communication, time zones, and collaboration.

6. Start with a Trial Period: A trial period of 3-6 months is a great way to see if the developer is a good fit before committing long-term. It gives you time to evaluate their work and for them to adjust to your team’s workflows and expectations. 

   This becomes a forcing function for the candidate to step up deliver on the work especially if they’re looking to continue the role with the company. 

7. Set Clear Expectations from Day One: Once you’ve hired your developer, set clear expectations around deliverables, communication, and feedback. Regular check-ins and a well-structured workflow will keep everyone on the same page.

   If you have an OKR framework and Sprint sessions, you can extend this out to the remote team to help with team alignment and course correct when needed. 

8. Joining the Team: When they do finally join, it’s crucially important that you make them feel included and part of the wider team and organization.

   
   Be sure to invite them to engineering meetings (where relevant), company all-hands and give them praise where credit is due – all of this helps in building your hybrid community across borders and they will appreciate it even more. 

Conclusion

As an early-stage business, every decision you make has a ripple effect on your company’s future.

Hiring the right talent is crucial to your growth and success. Sticking to local hires, especially if you’re settling for B-players, can stifle innovation, drain your budget, and slow down progress. But by embracing a remote hiring strategy, you open the door to a global pool of top-tier talent that’s not only cost-effective but can move your business forward.

Remote hiring isn’t just about saving money—it’s more about finding the best people who can help you build a world-class product, no matter where they are.

By following the best practices outlined in this guide, you can avoid common pitfalls and build a remote team that’s perfectly aligned with your goals.

Work With Guild

At Guild, we specialize in helping startups like yours find exceptional remote talent that fits seamlessly into your company.