How to Build a Remote Development Team? by RSI London


Have you been planning to build a remote IT team, but not sure where to start from? The current situation and the pandemic impact on the world is not helping, right? The good news is that despite the circumstances, hiring people for remote work in the IT sector is not something new. In fact, this type of employment has already been used by most large IT companies for a long time.

Therefore, you don’t have to worry about how to adapt the team to work in the new settings. Probably, all you need to know is how to organise recruitment effectively, especially when you select specialists from all over the globe. Here some tips:

1. Remote IT specialist vs office software developer: what is the difference

While selecting specialists on a remote basis what kind of soft skills are you looking for? Probably a successful candidate must be disciplined, responsible and organised. To put it in simple words, you are right; it is unlikely that an employee will work efficiently if he/she does not possess the above qualities. Nevertheless: aren’t you looking for pretty much the same soft skills when hiring a specialist in the office?

We have been recruiting IT staff, for both offices and a remote basis, for more than 12 years. With confidence, we can say that the difference in the preferable skills is minimal. The only significant point when selecting the candidates, is to see whether they had experience working from home. But when it comes to the IT field, the majority of developers have such a background, because remote work has been the most popular one for ages!

Thus, we kindly suggest don’t think too much that a remote specialist should have unique qualities. Alternatively, focus more on how to construct the recruitment process so that after a few weeks the remote staff would onboard effectively and work for your success.

2. How to organise workflow of a remote team

If you are building a team which is going to be spread across the planet, you should be definitely prepared for the potential challenges in organising their workflow:

  • The co-workers will be in different time zones, so it might be more difficult for you to coordinate their activities, as well as for them to maintain the deadlines. Think innovatively and introduce a project management software.
  • It is likely that you will have to conduct more interviews, some of which could be at night. Perhaps, you could instead approach a specialised recruitment agency : this way you will receive the help of professionals who know the market and do not mind the time zone difference.
  • Your staff will speak different languages, but will be united through English, we guess. Some cultural differences and communication styles may cause a tiny bit of misunderstanding at the beginning. No worries, just peek into psychology insights to understand and manage people better regardless of their background.

3. Let’s now have a look at the benefits of hiring remote employees. You:

  • Will be able to create a 24-hours operation in your company!
  • Will be able to expand the presence of your company, thereby increasing brand awareness around the world!
  • You will help great professionals work together, regardless of their location!

We will now share one interesting case with you. At the moment, we are working with a company whose CTO is located in Australia, and its founder is in the USA. We are helping them to hire IT professionals remotely. We are always there to get the result, and the company is on the same page with us. Therefore, it’s not a huge deal to organise effective work of employees and new hires, despite the fact that the team is scattered around the world.

Another lifehack for you: when organising the recruitment of a remote team, don’t pay too much attention to the local job boards and searches. Use traditional channels for IT recruitment, such as LinkedIn or Amazing Hiring. Telegram messenger is also popular among the Russian-speaking IT community. Moreover, there is a large number of thematic chats for developers where usually recruiters post vacancies and successfully find technical specialists.

4. Speed is something to think about

To create a remote development team, you need to work as quickly as possible: many IT specialists have several offers on hand, and if you are slow, your candidate may choose another offer.

Try to avoid any additional tests since:

  • Many developers are reluctant to consider a job offer that involves a test;
  • This requirement no longer corresponds to market conditions;
  • Based on our experience the majority of tests aren’t sufficient enough. Therefore, it can be easily excluded from the flow without harming the quality of your recruitment.

However, if the assessment is absolutely necessary, try to make it as short as possible, otherwise consider paying for work in case it takes more than 4 hours.

Hiring a remote team can indeed be a great solution for your business, when you need to strengthen your product, insure cyber security or develop a prototype of a new car! Whatever your businesses needs are, we wish you good luck with finding your ideal candidates!

Bulletin Online

Related Article:

Bulletin Online

Date Published:

04 May 2020


RSI London