Hire Remote Software Engineers The Right Way! (Plus What to Avoid)
Hiring remote Software Engineers is not an easy task. Hiring a good one requires a solid interview process. If you want to hire the best of the best, make sure you follow these tips when looking for your next employee!
by Billy Stone » Remote Nerd »
last updated on October 14th
If you are looking for a Hiring a Remote Software Engineer, then your search is over! Hiring the right person can be difficult, but it doesn’t have to be. In this post, we will go over what to do and what not to do when hiring remote Software Engineers. This way you can make sure that you are picking the right candidate for the job. Ready? Let's Go!
How many hours of your day are spending on looking for new talent online? You put together a job listing, screen a lot of candidates, make a ton of phone calls, learn more about each candidate, and eventually test them.
Even when you finally hire them, you won’t know for sure if they are the right pick until after they start work.
Luckily we can help hire remote software engineers!
We want to share with you the best tips on how to Hire Software Engineers who work remotely. So it becomes easier and less stressful for both parties involved in the hiring process.
Where to find remote developers?
There are two great places to find talented engineers:
You can simply post a job listing on popular platforms like
You could also use LinkedIn to find your next great hire. Create a Group on LinkedIn that is dedicated to Software Engineers or Developers who are looking for remote opportunities.
Create an announcement post with some general information about the company and what you’re hiring for.
For example: “We are hiring! We need more skilled engineers in our software team. We are looking for people with a good understanding of _____, who are willing to work remotely.”
After you have done this, start adding members to the Group and send them private messages asking if they know any talented developers that might be interested in your opening. You can also post jobs on LinkedIn so it is more visible when someone is searching for a remote position.
Once you have decided on creating a post, add the following things:
Requirements/Skills/Qualifications (include specific keywords)
Salary Range and Benefits information.
Link to your current job listing or career page if they need more information about what is offered at your company.
Description of the company and a summary of your opening to attract applicants.
Post it on LinkedIn Groups, Twitter, Facebook groups that are related to your industry, or any other places where developers might frequent online. You can also post in forums specific to programming languages/software development tools if you have an active community there as well!
Why would you hire Remote Software Engineers?
Great software engineers are great at what they do because, as with all things in life, the quality of work is directly related to how well you collaborate.
Your goal should be to find people who can get along together and make an impact on your business or company's bottom line!
Hiring a talented remote software engineer can save you money as well, since they don’t need to be on-premises.
The biggest benefits of hiring software engineers who work remotely are
Access to a bigger talent pool
The ability to hire faster than you would in-house
Allows teams to function across time zones and cultures, which allows for more collaboration without sacrificing productivity.
Save money with talented software engineers because you lower office costs
Reduce your hiring time by screening faster
People who work remotely often live happier lives because they are more satisfied with their work-life balance
When hiring remote talent for your company you need to keep in mind
Hire people who have rich personalities and work ethics because these are the things that matter.
Hire people who are passionate about what they do and want to make a career out of it, not just an extra source of income on top of their current job!
Hiring someone you might never see in person is very different than hiring someone within your office building or cubicle farm
Hiring someone who works remotely for you is a lot like hiring them on an offshore project.
Hire remote software engineers who are responsible, organized, and have strong communication skills.
Hire people with some experience in working as part of a team that has successfully delivered projects on time
How to hire remote engineers?
You should have a solid process from start to finish that will help you determine whether the candidate is smart and has a good cultural fit for your business.
Start by making a list of your ideal person’s characteristics
Write down all of their skills, experiences, and education.
Know the purpose of the developer. It's a big difference if they're hiring someone for the backend of your SAAS-business, or if you'd likt to Hire Game Developers who should code your next big game!
Make sure you know what they are looking to get out of working with your company.
Create a job listing that is going to attract talented people, not just anyone who wants a remote software engineering position
The more specific you can be with what you are looking for and have as requirements, the less time it will take you to weed out the bad candidates
Now that you have a job listing ready, it’s time to start screening your remote software engineers
The best way to screen is by setting up an introductory call with them.
During this call, you can ask them about their experience
This way you will know if they are familiar with your problem and have a solution for it
You want to make sure that even though someone has all of these great skills, they can apply them
Also, make sure you are looking for people who have experience working with teams
It’s very difficult to work by yourself when everyone else is located in different parts of the world
Finally, make sure you test their communication skills. Think about it, you are hiring someone who is going to be working with your team. If they can't communicate well, it will only cause problems in the future!
Now that you have worked through all of these steps and found some solid remote software engineers, what’s next? Now comes time for interviews.
Interview and Screen Remote Candidates
You still want to try and do these over the phone or video chat, but if you need in-person interviews for some reason that’s fine too. If you need a BIG List of questions, check out our article: 51 Questions To Ask Software Engineers - The Ultimate Guide.
You can conduct onsite interview sessions with remote engineers just like you would any other candidate
Make sure you are prepared with questions beforehand so it gives you time during your meeting to process the information the software engineer gives you
Top 9 Questions to ask a software engineer in a job interview (with example answers)
Question: How did you get started in software development? Answer: I started programming when I was in middle school. My brother got me into it and we started making websites for our friends that had bands.
Question: What is your favorite part of software engineering? Answer: I enjoy the problem-solving aspect, trying to find ways around certain issues until you finally come up with a solution is very rewarding!
Question: What is your least favorite part of software engineering? Answer: Sometimes it can be very difficult to explain what you are doing or why you’re doing something because people might not always understand the technical side.
Question: Do you have any experience working with teams? Answer: Yes, I've worked on many projects as part of a team. I believe that the more people you have working on something, the better it is because there are always new ideas and different perspectives
Question: What project management tools do you use? Answer: We currently use JIRA for our development projects; however, we also recently started using Trello to organize upcoming tasks as well.
Question: What is your favorite part of working remotely? Answer: My favorite thing about it would be not having to commute every day. I get to stay home and work at my own pace, which saves me a lot of time!
Question: Do you have any questions for us before we end the interview process? Answer: What does your company do? How long have you been in business and what is the overall mission for it?
Question: What are some of your personal goals in life? Answer: I would like to travel more and see places that I haven't seen before. Also, my goal has always been to be financially stable so that no matter what happens, I will always have a roof over my head and can take care of myself!
Question: What are your salary expectations? Answer: The average rate for Software Engineers in the United States is $71K/year. This seems reasonable given all that I've discussed above. Of course, this number fluctuates based on location, but it's a good starting point for salary negotiations.
Question: What are your long-term career goals? Answer: I would like to help create software that impacts the lives of people around the world and creates more opportunities. For example, creating something that helps someone get a better education or find more work is very rewarding! And if it also gets them closer to their dreams, that’s even better!
Question: What are your short-term career goals? Answer: I would like to continue learning more about the field and becoming a better Software Engineer. Learning new skills is very important because you never know when it might come in handy down the road.
How do you know that they write good, clean code?
You should ask the candidate if they have any prior experience; this can help to determine whether or not you think there is a good match. Not every Software Engineer has worked in your niche, but it’s important that their skills are transferable and they know how to work with various languages/frameworks/tools (e.g. React, Ruby on Rails).
You should check out their GitHub/Bitbucket accounts or other repositories to get a sense of the overall quality of their code. You can also take a look at how many stars and forks each project has received—this lets you know if it’s been useful to others in the community!
You should ask them about coding challenges they’ve completed. This will give you a good idea of what to expect from their skills and will provide an opportunity for the candidate to shine!
To find out if they write good code, you should ask them to send over some examples of their work. That way you can see how clean and efficient it is for yourself!
If the candidate has worked on several open-source projects in your niche, this also shows that they are very passionate about technology. You can check out their GitHub profile or StackOverflow
Ask questions like: What are some projects you've worked on? What was your role and what kind of work did you do for each project? How often were team meetings conducted? You can also ask them to provide some screenshots of their work.
What about Softskills?
One of the most important aspects to look for when hiring a person is their soft skills. These should not take away from your need for technical knowledge, but can make or break them in terms of whether you have an enjoyable work environment and provide motivation at work!
Some soft skills that you should look for include:
Can they communicate well?
Can they respect deadlines and work as a team member?
Do they have good time management skills/can-do attitude?
Are they willing to help others when needed or go above and beyond their job requirements?
What about culture fit?
Culture fit is one of the most important aspects that you should consider when you hire remote software engineers. You want them to be able to gel with the team, develop good working relationships and understand company values/mission statement. This will help everyone work better together!
Another point to think about is the language barrier. It’s important that everyone you work with speaks the same lingo and can communicate clearly without any misunderstandings or miscommunications! If you have a team from multiple countries, this is especially important.
If you have English-speaking Software Engineers with different accents/dialects, they may struggle to communicate clearly and understandably with each other or even their clients! To avoid problems like these in the future, try hiring people who speak fluent English as it’ll give them an edge when trying to communicate across the board.
Hiring a remote Software Engineer can be challenging because there are so many factors to take into consideration.
But with the right interviewing process and by making sure your candidate is a good cultural fit, you’ll have an easier time hiring someone who will excel in their position.
You should also ask them about any prior experience or work they’ve done that relates to what you need from them on the job!
If all of this sounds intimidating and you want help enacting these principles, let us know. Our team of experts is ready and waiting to partner with you to find the perfect engineer for your company.