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How To Hire Remote Software Developers

If you want to know how to hire a software developer, you’re not alone: 57% of tech executives said that finding qualified talent is the biggest concern for their company today. And with competition fiercer than ever – and a shortage of a million software developers – it’s clear that traditional hiring strategies are no longer enough. Hiring now goes beyond just skill sets, experience, and culture fit. 

So how do you win in today’s market? The key is to adopt a holistic approach to hiring. Below, we outline how to hire a software developer in today’s market – and ensure they’ll stick around for the long haul. 

  1. Understand your hiring requirements. Software development roles are rarely one-size-fits-all, so it’s important to be hyper-clear about your hiring criteria before even starting your search. Does your team need help with front-end development? Back-end architecture? Something else? And what technical skills are essential, versus just nice to have? Doing this pre-work not only helps you source candidates; it also sends a strong signal during interviews that you can offer a fulfilling work environment for candidates’ skills and interests.
  2. Analyze the engineering landscape. Talent pools are in constant flux, so it’s best to stay up to date on where to look for developers. Latin America, Canada, and Europe are all hotbeds of tech talent, and each has more candidates per open role than the United States. Thousands of developers are graduating every year from elite computer science programs in these regions, so your best option might be to search for candidates outside of the United States.
  3. Embrace remote work. According to Terminal’s annual State of Remote Engineering survey, 75% of developers want to work remotely most of the time. In fact, companies that require employees to return to the office have found that they have lost a competitive edge when it comes to hiring software developers. By making your company remote-first, you’ll not only attract more developers, you’ll also broaden the talent pool beyond candidates within commuting distance of your office.
  4. Offer competitive compensation. If you want to attract top talent, you’ll need to offer top salary and benefits. But what qualifies as competitive compensation varies between regions. In American tech hubs like San Francisco and New York, developers expect generous compensation packages commensurate with the high cost of living. In regions like Latin America, you can offer salaries that are highly competitive for the market and more favorable for your business than hiring locally.
  5. Hire a third-party partner. If you need a hand with hiring a software developer, there are third-party partners who can help. The right partner can help you target the candidates you need, leverage local expertise in forgeign markets, and compile compelling compensation offers to make fast hires. Look for a partner with a proven history of integrating software developers onto the engineering teams of top-tier companies, where they can collaborate and innovate with other developers.

The right resources can help you figure out how to hire a software developer

With the tech talent shortage intensifying every year, it’s only getting more difficult to hire a software developer. But luckily, there are plenty of resources and strategies you can use to set your company up for success. By embracing remote work, looking for candidates in foreign markets, and enlisting the help of a hiring partner, you’ll be able to quickly staff your team with software developers that will help your company grow.

Want hands-on assistance hiring a software developer? Find out how Terminal can help!