How to Hire Dedicated Developers: A Complete Guide
Ever wonder how many programmers it takes to get all your product ideas out there? Odds are, your current team can only do so much before hitting a wall. But going solo isn’t easy, either. That’s where dedicated developer teams come in — they give your people space to focus on what really matters while pros handle coding needs.
Finding the right professionals to work on your projects is no easy task. Whether you prefer a small team or a legion of coders, how do you know who to hire? This complete guide will walk you through how to hire the right dedicated developers while keeping your budget, timeline, and productivity in mind.
Types of Dedicated Developers for Hire
What is a dedicated developer hire?
This is when you work with a full-time remote team focused only on your projects. While they stay Mobilunity employees, you guide the team day-to-day.
A few different types of dedicated developers may fit your needs. The best fit depends on your company goals. Do you want affordable growth or control? Limited budget or constant feedback? Compare these options in more detail to see what managed team model fosters the most success for your business.
Offshore IT companies
Pros:
- Offshore developers overseas charge way less than local pros — sometimes half the price. No surprise since often living is cheaper in other countries.
- You also get lots of skilled talent under one roof to handle all your tech needs.
Cons:
- Distance makes communication harder — different schedules due to time zones can mess with teamwork. In addition, small bugs take more time to fix over email than in person.
- Cultural gaps may cause misunderstandings without close guidance, too.
Who wins from hiring offshore dedicated developers? A startup, for example, could hire three software development experts abroad for the price of two locally. This allows for working on more features simultaneously. Collaboration could suffer, however, because pair programming across time zones tends to be inefficient.
Therefore, an offshore software development process works best for maintenance projects where tasks are independent, like updating a billing feature. The time difference matters less for reporting bugs weekly than for designing a new system from scratch.
Nearshore developers
Pros:
- In nearshore teams, communication works well since business hours align closer. This fosters collaboration on complex tasks through daily standups and impromptu video chats to solve issues.
- Cultural understanding surpasses abroad, too, leading to clearer alignment on project vision and priorities.
Cons:
- The downside is higher costs than overseas. But pricing compares favorably to that of domestic teams.
Who wins from nearshore partnership work? While more than remote teams, integration challenges stay milder than full offshore due to closer timezones and customs. Pair programming through video gets done smoothly.
For advanced projects involving significant collaboration, the balance of price, oversight, and teamwork makes nearshore a top option. Startup companies working on critical platforms or services benefit most from this approach.
Freelance developers
Pros:
- Freelancers let you hire solo programmers to handle specific tasks, rather than whole teams. This means just paying for hours worked versus salaries and benefits.
- The mentioned cost savings give flexibility to shape projects exactly right.
Cons:
- But going it alone with individuals brings risk if they get sick or busy. Finding someone new took time.
- Commitment questions arise too. Freelancers usually work with multiple clients. Therefore, during crunch periods, they may choose more high-paying gigs over existing projects (yours, for example).
Who wins from hiring freelance software developers? For an app or software launch, it’s beneficial for startups to hire a freelance designer to create branding assets in just two weeks. This flexibility helps meet tight deadlines. However, freelancers’ independence requires adaptable planning from startups.
In-house team model
A collaboration with developers in-house means the coders work onsite at your company. This lets them connect closely with management and other teams each day.
Pros:
- Companies fully guide projects from start to finish, making sure everything lines up with their long-term goals.
- Developers who know each other well get better at sparking new ideas together over time. Shared goals from working at the same place inspire people.
Cons:
- However, in-house team salaries, office setups, and benefits cost way more than hiring from outside firms.
- Adding specialists quickly to grow is tougher since it takes a while to find the right people.
Who wins from in-house developers? For steady software development companies or those guarding super valuable secrets, having an in-house development team makes coordination easier. When direction and sticking together matter most, building your own crew powers performance.
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Benefits of Hiring Dedicated Developers
Good dedicated coders mean instant coding skills whenever you need them. Talented developers fit smoothly into any project. Their full attention keeps work flowing, no matter what you launch next. Thus, dedicated talent has your back, so developing stays easy as your business grows and changes.
Cost-effectiveness
Taking on dedicated developers cuts costs in the long haul. Their pay stays steady, making budget planning easier than with hire-and-fire freelancers. Dedicated developers must possess a strong work ethic and focus solely on their projects. Besides, you get the required skills without spending extra time training someone new.
Comfortable taxation
Going with dedicated devs means tax breaks. Recruitment companies deal with paying them, which saves money versus hiring outside. Plus, contractors often work from places with cheaper business taxes. So you end up with top coders at better prices. Most importantly, it lets you focus on your project goals without tax worries.
Skillful specialists
Going with a dedicated team provides you with professionals who have the expertise. They’ve worked with lots of tech, so intricate projects won’t bother them. Developers are trained to get even your most complex software development needs met. And thanks to picky choosing, the right talent is always matched to the right project.
Time saving
Taking on dedicated devs, gets your work done quicker. Since they’re fully integrated into the workflow and culture, no time is wasted bringing someone new up to speed. And as pros, they can jump right into tricky jobs without slowing down. Thus, deadlines become less of a problem.
Constant communication
When employing dedicated developers, communication is key. Fortunately, with a full-time team, devs keep updates flowing with regular chats about what’s getting done and how things are moving forward. Fewer surprises, just teamwork between experts and their project managers.
High-class results
Full-time coders want to please you with their best. Give them your projects alone, and watch issues get fixed fast. Their focus means giving 120% until goals are achieved. These experts obsess over delivering excellence for your missions alone. Hence, dedicated development team (DDT) mean your success gets top priority, every time.
How to Hire a Dedicated Developer
Need to hire a perfect dedicated coder but don’t know where to start? Follow these nine easy steps to recruit a rockstar specialist. From creating your wishlist to establishing KPIs, this guide to hiring dedicated developers provides the formula for success in hiring developers for your team.
1. Clearly form and deliver your expectations
The very first step is to get crystal clear on what you need a full-time coder for. Take the time to write down goals, deadlines, tasks involved, and your technical wishlist before your search begins. Having all the details documented ensures candidates understand your vision from the get-go. It’s vital that they know what they’ll be signing up for from the word go. So start strong by drawing up a detailed project brief — it’ll set the whole hiring process on the right track.
2. IT vendor’s research
Checking up on potential tech providers is important when hiring. Browse their websites for details on services. See what real customers say, too. Sites like Clutch have client reviews you can read. LinkedIn is also useful to find past work examples and customer testimonials. If you can — ask customers about their experience themselves. Find out what they think about quality, price, and the level of satisfaction. Thus, when you compare different viewpoints, you are able to make the most rational decision to meet your needs.
3. IT provider reviewing and selection
Selecting your developer partner calls for checking factors like:
- Communication Approach. Communication is crucial when choosing a new tech partner. How well will you get along together? Are they responsive in your preferred ways, like messaging or calls? Projects only fly when you understand one another, whatever pops up.
- Level of Expertise. Check if dev’s skills match what you need done. Have a nose around how many years working with the specific technology or platform you require. Certs saying they proved what they know help too. That way, you’re sure they’re brilliant at just what you want fixed. Easy-to-read skills mean smooth sailing later on project day.
- The Proof of Expertise. It’s wise to ask for work proof, not just talk. Ask for a portfolio showing past work and completed projects. Stories from past employers or customers mean the most for a true view of skills. At the end, genuine evidence provides surety that you can count on top results.
4. Conduct candidate interviews
To find your perfect match, focus on candidate interviews. Prepare questions testing must-have skills while learning work styles. Set up practical challenges too, like sample code assignments. In other words, watching applicants solve problems reveals strengths much more clearly than chatting.
5. Facilitate smooth integration
Make your potential dedicated developer feel right at home. Begin with full onboarding to get them up to speed on your team and tasks. Connect them with an existing team member for guidance on adjusting. Check in often at first so they can ask anything. Simply put, getting your developer to quickly feel like part of the pack inspires their long-term dedication to group success.
6. Remember about NDA
When bringing a new FTE aboard, don’t forget about a non-disclosure agreement. Having them sign NDAs upfront is key to safeguarding your company’s private details. An NDA ensures sensitive client and project information doesn’t get shared beyond who it needs to be. It also shields your proprietary methods, code, and plans from entering the marketplace through other hands. Two seconds to get an NDA in place can save you lots of headaches down the road.
7. Set reliable communication channels
When the best developer is picked, setting up solid ways to connect is important. Choose tools like Slack, Skype, or email for chatting, sending regular updates, and handling quick fixes when problems come up. Go with what works well for casual messages or more formal project details. Therefore, with communication streams lined up properly, teamwork gets simplified even during hectic schedules.
8. Establish KPIs
Setting the right measures is key before hiring a developer. You’ll want to set up clear targets with the client about features, timelines, and quality. Focusing KPIs on things you both agree on allows you to check how things are going. Monitoring results through the goals shows what’s working and what needs help. This way, you know what to keep or change to stay on schedule.
9. Provide feedback
Both the client and developer should talk often. Reviews let them make sure the project is on the right path. Feedback also lets the developer ask questions and learn from the client. Keeping the feedback going makes their working relationship go well. This way, the project succeeds for everyone.
Things to Consider When Hiring Dedicated Developers
When looking for skilled coders, check out samples of their past work and interview candidates carefully. Also, set up the way you’ll talk to each other. Get your needs written down clearly before starting the project, too.
Investigate their portfolio
The first step should be checking a portfolio. Seeing dev’s past work shows what they’ve done and what tech they know. You can see if they have worked on lots of types of projects, so you know they can handle the job. It also lets you see if they are strong in the skills your project requires.
Thoroughly interview the candidates
It’s key to have prepared structured questions that examine both their technical skills and how they approach problem-solving. Having your team leads involved will help assess if candidates are a good fit culturally and qualified for the role. So interviewing helps ensure you pick the best people.
Establish the communication process
Setting up how you’ll talk is also key. Pick tools like Slack or email that let the team share updates each day. Have short check-ins where they can ask questions, too. Staying in touch often means you catch bugs fast or get back on track if needed.
Prepare requirements documents
Clear requirements docs lay out exactly what you need for the project. For example, what work should get done, when you want milestones to be finished, and what the end result should look like. Having the goals and expectations written out stops confusion down the line.
How to Interview Dedicated Developers
This part talks about phone screenings to talk to candidates first. We’ll also see how to check coding skills with mini projects. And finding out about soft skills, like if they’ll get along with others.
Making a phone call
Let’s dive into phone screenings first. It’ll let you see how they communicate before meeting face-to-face. Ask for things that show their drive for the work and if they’ll mesh well with your team. “Why do you want this role?” shows their interests. “How do you approach challenges?” gets at their work habits. Quiz them lightly, too, like “Explain how you’d build a simple mobile app” to peek at their know-how.
Hard skills check
Give them time-limit coding challenges, testing the languages or frameworks required. List possible tech bugs or feature requests to see how they’d solve the issues. For extra help doing geek talks, check out technical interview service. Tech interviewers are experts and can interview candidates in depth, then provide thorough assessments and recommendations.
Soft skills check
When hiring dedicated developers, it’s not just technical know-how that matters. A team needs to work together smoothly, so personalities and social skills are important too. Nothing ruins a project like big egos or a lack of collaboration. So it’s good to ask how candidates handled tough team situations before and how flexible they can be when plans change. Their answers will show if they’re good listeners, take feedback well, and solve problems as a group.
Places to Find Dedicated Developers
There are a few good places to find remote developers for your team.
- Freelancing platforms like Upwork have profiles of specialists you can hire.
- Asking friends may also help — they could know someone for the job.
- Tech meetups are another option. You can meet people looking for work.
Hiring an agency makes finding candidates easier, too. For example, Mobilunity does this well. The company helps get custom teams and can save you time finding top talent.
Hiring platforms
Sites like Upwork, Toptal, and LinkedIn give access to lots of devs with different abilities. Looking through all the profiles helps you find someone who fits your needs. It particularly helps to filter candidates based on their technical training and past work experience. Plus, reviews from previous customers and ratings on the site let you know who’s trustworthy.
Referrals and recommendations
Asking around on your network is another good way to find dedicated coders. People you know through previous work or in the industry may be able to refer you to someone with the skills you are looking for. Having someone vouch for a trusted source makes hiring them more reliable. And they are probably worth considering for your team.
Tech conferences and events
Tech gatherings attract people who enjoy showing off their abilities. You get to meet with speakers, attendees, and exhibitors. By speaking with them, you could uncover someone seeking new opportunities. At these events, you’ll witness what people can do. With so many knowledgeable individuals under one roof, one may be able to greatly aid your project.
Why You Should Hire Dedicated Developers in Mobilunity
We at Mobilunity find and manage dedicated coding teams. The reasons to choose us:
- Experience — We know how to recruit people with the right skills for any job. You’ll get software programmers ready to do the work.
- Flexibility — Our model offers flexibility to scale teams up or down as needs change.
- Cost Efficiency — You pay only for the days worked out or one fixed price without extra fees. This helps you plan your budget better.
- Proven Track Record — For over 10 years, we’ve helped clients around the world. Our approach has proven to be effective over time through long-term relationships.
How to Manage Dedicated Developers
Leading software development teams need a smart approach.
- Clear Communication: Working together on problems ensures work keeps moving ahead.
- Well-Defined Goals: Being very clear from the beginning about goals is key.
- Regular Feedback: Giving feedback helps people know when they’re doing well or how to improve.
The aim is to present responsibilities in a way that is easy for all to understand quickly.
Project management methodologies
There are different ways to manage projects:
- Waterfall has stages like design, build, and test — you do them one after another. It’s good when you know just what you want from the start.
- Agile works well for changing things or projects where you’re not sure what’s needed. Teams try something, see how it flies, then quickly tweak plans. Perfect for complex projects that have never been tried before.
- Scrum helps run Agile projects well with timed bits called sprints, daily chats, and folks with titles like Owner and Master who help keep things smooth.
- Kanban displays workflows, so you can see how tasks flow and limit open tasks. This helps change plans while getting things done bit by bit.
Each works best for certain kinds of projects, like app development, web development, software engineering, and product design. Waterfall goes step-by-step, which is good when you know just what you need. Agile lets you change plans easily and works well for complex things. Scrum uses Agile but sets times for pieces and assigns jobs. Kanban uses boards to see what tasks you do and when.
How to track tasks
There is handy software that helps teams keep track of tasks and updates. Popular ones include Kantree, Trello, and Jira.
These show what needs to be done and where it is, displaying tasks and their status, whether active, completed, or on hold. New team members assigned to jobs can see deadlines, progress, and any relevant notes or attachments. Team leaders, in turn, know right away what is working and what isn’t. These digital boards let teams see progress clearly and what’s expected when.
Dedicated team adaptation
Proper onboarding helps a new team fit in with how you do things. You need to lay out what they’ll do, how you do it, and who to check with if you get lost. In addition, training gives them skills for success, while together time at lunch or games builds friendships with others. Simply put, communication keeps a team connected, so all understand the goals and work towards them effectively.
Challenges in Hiring Dedicated Developers and Practical Solutions
Bringing on developer teams isn’t always straightforward. It can be tough locating top coders and knowing their skills for sure. In other words, adding more members smoothly over time calls for a strategy. This part aims to provide solutions that help streamline the onboarding process and integrate new company members efficiently.
Complexities in finding qualified experts
Challenge. Finding the best developers is rough with so many options around.
Solution. However, recruiters who do the first check save lots of work. They look through tons of resumes, so you just see the few they deem qualified. Then you just need to see who’s right yourself.
Tech skills evaluation
Challenge. Judging coding skills from papers is tough.
Solution. However, there could be a solution:
- Technical interviewers do some skills tests to see what candidates know. They give them sample tasks to do to build or fix something small.
- Then they see if candidates can apply their knowledge practically.
- Also, an interviewer and a candidate chat about their experience and how they handle certain situations.
Thus, interviews help determine who is the best fit for the job. Tests and conversations show the real deal better than just resume sheets.
Cultural compatibility
Challenge. Fitting into how things get done matters.
Solution. The most effective approach is to see how they’ll address problems that arise during the process. Pro advice is to toss in real-life stories and see how candidates respond. By inviting colleagues, you can better see if this person fits your groove.
Team management
Challenge. Leading a team not under one roof takes effort.
Solution. However, setting clear channels and having meetups online can make members feel close, both in coding together and hanging out as friends. When your company team knows each other better, they work as one happy unit across distances.
Legal requirements
Challenge. Hiring developers from other countries requires knowing all their legal rules. Laws vary across countries about how you pay and treat remote employees.
Solution. The best is to consult with someone wise in papers and legal matters in general. Making sure it’s on par on both sides keeps trouble away and ensures a smooth and successful working relationship.
Scaling resources up to the project needs
Challenge. One issue for the whole software development process based on remote work is scaling the team efficiently.
Solution. However, partnering with responsive dedicated agencies offering staff augmentation services allows tapping into extra help seamlessly. The experienced professionals they found joined quickly to boost bandwidth. This ensures the expanded scope remains on track without disruption.
Cost Comparison of Dedicated Developers Globally
How much software and mobile app developers cost can differ a lot worldwide. This depends on things like the cost of living, demand for skills, and local economic conditions.
- North America: Web devs typically make about $50/hr in the US or $30-50/hr in Canada.
- Eastern Europe: Countries like Ukraine, Belarus, and Romania usually pay $20-30/hr since the costs of living are lower there.
- Western Europe: Germany and France pay around $40-60/hr, like North America.
- Central Asia: Kazakhstan and Uzbekistan offer rates of $20-40/hr.
- Southern Asia: Locations like Pakistan and India offer some of the lowest average rates globally, at $10-20/hour.
So, as you can see, the price for dedicated developer work worldwide changes a lot. Areas with lower living expenses but still good access to talent, like Eastern Europe and Central/Southern Asia, tend to provide better rates on average. Knowing these differences helps plan budgets for dev companies in various parts of the world.
Mobilunity’s Approach to Providing Suitable Developers
As a company that provides dedicated coding teams, we at Mobilunity know how tough it can be for businesses to find qualified tech talent on their own. That’s why we focus on custom solutions to make hiring a breeze.
- Tailored Recruitment: We work with you to nail down exactly what traits your ideal candidates have. This helps us search the top dev markets to find specialists who are perfect fits.
- Rigorous Screening: All potential hires go through code tests and cultural interviews to check skills and see if they’ll mesh well in your workflow. We look at soft skills too.
- Flexible Engagement Models: Since projects change, we offer staff augmentation to ensure that you have the right expertise at the right time. This eases budget stress.
By learning your goals up front, we recruit people primed for success. Our specialist recruiters and interviewers take time to find the most experienced professionals who resonate with your company’s culture and tech needs. You get experienced software development teams tailored to maximize how fast and well your project goes. That’s what sets us apart in meeting varied businesses’ talent needs.
Frequently Asked Questions
What are the advantages of hiring dedicated developers?
You can adjust the team size up or down easily if you want. Experts stay involved long-term in your work. You get direct access to their special skills. Plus, Mobilunity handles paperwork and takes care of legal issues, so you don’t have to worry about it. Those extras make product development simpler.
How much does it cost to hire dedicated developers?
Mobilunity’s rate for hiring a dedicated developer implies the full monthly salary of the developer, Mobilunity’s placement fee, and other operational costs that Mobilunity bears, including recruitment, taxes, and business development. Through signing a contract and paying the first invoice after an interview, the client receives the opportunity to work with a pre-selected team of developers without the direct cost of the recruitment.
How do I hire a dedicated developer?
First, talk to us about your project needs so we know what kind of coder to find. Then our recruiters will search and set up interviews for you to meet top candidates. Once you pick someone, Mobilunity handles the contract and payments, so you can focus on the project while we manage the relationship.
When should I hire a dedicated developer?
If you have ongoing apps/software projects that require constant help or your team lacks the necessary skills, we can dedicate people just to your work. We find developers with just the skills you require. Complex projects also do better with stable, experienced people focused fully on your tasks. Finally, dedicated teams make outsource software development processes easier when you need ongoing support.
How will you get to know that your development team is dedicated?
Your team will fully concentrate on your work and goals. Software projects stay on schedule, and deadlines are met. The team collaborates closely with your needs. Mobilunity also confirms the dedicated expert is only doing your tasks.
How do I find the right dedicated development team for my project?
We need to define what you’re seeking clearly, so provide specific requirements and goals. We’ll search for candidates matching your requirements and introduce options. After that, we’ll schedule interviews to meet candidates and see if their skills and personalities are a good fit. Once chosen, your new team becomes an extension of your own and starts working with you.
What steps can I take to ensure successful collaboration with dedicated developers?
Communicate your requirements clearly and establish working agreements, so everyone knows what’s expected. Also, provide feedback regularly so that any issues can be addressed right away to fix conflicts quickly. Respect the expertise and opinions of new developers, and trust their judgment in their respective areas of expertise.
How can I ensure that my project stays within budget when hiring dedicated developers?
Give accurate timelines and plans upfront. Monitor work progress together so you can adjust the team size if needed. In addition, select payment models that give you cost certainty — discussing requirements fully prevents surprises. Be flexible about changes and respond fast when your company requests help. That will help you finish successfully and satisfy your clients.
All salaries and prices mentioned within the article are approximate NET numbers based on the research done by our in-house Recruitment Team. Please use these numbers as a guide for comparison purposes only and feel free to use the contact form to inquire on the specific cost of the talent according to your vacancy requirements and chosen model of engagement.
