Checklist for Hiring Remote Developers in Emerging Markets

Hiring remote developers from emerging markets like Bangladesh and Nigeria can save costs and bring in skilled talent. But success depends on preparation, clear processes, and using the right tools. Here’s a quick guide:

• Prepare Your Company: Set up project management, communication, and security tools. Define required skills, plan for time-zone differences, and create clear job roles.
• Write Job Posts: Highlight technical skills, remote work expectations, and team culture. Be transparent about salary, benefits, and contract terms.
• Find Candidates: Use platforms like Get Software Developer to access pre-vetted talent. They offer filters for skills, experience, and time zones.
• Screen Candidates: Conduct technical and communication tests. Check for remote work experience and self-management skills.
• Handle Legal & Payment Setup: Understand local laws, draft clear contracts, and set fair compensation.
• Onboard Effectively: Provide tools, documentation, and mentoring. Set milestones and check in regularly.
• Engage and Retain: Foster team connections through virtual meetups, feedback sessions, and career growth opportunities.

Key Tip: Platforms like Get Software Developer ($200/month) can simplify hiring by offering pre-vetted candidates and advanced filters, saving time and effort.

How to Find and Hire Global Tech Talent | Arc.dev x Deel

Prepare Your Company for Remote Hiring

Before bringing remote developers on board, make sure your company is ready by setting up the right systems, defining roles, and coordinating schedules.

Set Up Essential Tools for Remote Work

To keep things running smoothly, ensure you have reliable tools in place for:

• Project management: Tools for tracking tasks, managing timelines, and sharing files.
• Communication: Platforms for video calls, instant messaging, and email.
• Security: Implement VPNs, two-factor authentication, and secure file transfer methods.

Define Required Skills and Experience

Be clear about what you're looking for in candidates:

• Technical must-haves: Core programming languages, frameworks, and tools (e.g., React.js v16+, Node.js).
• Nice-to-haves: Additional technologies or certifications that could be beneficial.
• Soft skills: Strong communication, problem-solving abilities, and teamwork.
• Relevant experience: Time spent on similar projects or roles.

Plan for Time Zone Differences

Coordinate schedules to ensure effective collaboration:

• Core overlap hours: Set specific times for team meetings and daily stand-ups.
• Flexible scheduling: Establish expectations for response times and meeting attendance.
• Comprehensive documentation: Use English for code comments, maintain wikis, meeting notes, and a knowledge base.

Once these steps are in place, focus on creating clear job descriptions to attract the right talent.

Write Job Posts and Find Candidates

With your systems and roles in place, it's time to create job posts that attract and screen the best candidates.

Write Clear Job Descriptions

When writing job posts, focus on your must-haves and remote work expectations. Here's what to include:

Job Requirements

• Technical Skills

  • List the key skills from your earlier checklist.
  • Mention secondary skills that add value to the role.
  • Highlight any required certifications or educational qualifications.

• Remote Collaboration

  • Specify the tools and platforms your team uses for virtual collaboration.
  • Include communication benchmarks, like proficiency in certain tools or languages.
  • Outline meeting schedules (e.g., daily standups or weekly syncs).

• Team Culture

  • Describe the remote work environment and what candidates can expect.
  • Share opportunities for professional growth.
  • Explain processes like code reviews and how the team operates.
  • Provide insights into team structure and how it aligns with your remote-work values.

• Terms

  • Clearly state the salary range (in USD), benefits (e.g., PTO, learning stipends), payment method, and contract type (full-time, part-time, or project-based).

Use Hiring Platforms

Once your job posts are ready, use specialized platforms to speed up the hiring process. For example, the Get Software Developer platform simplifies remote hiring by offering:

• A pool of pre-vetted professionals, including AI/ML engineers, full-stack and front-end developers, QA testers, and DevOps experts.
• Advanced filters to narrow candidates by tech stack, experience level, and time zone compatibility.
• Direct communication with candidates.
• A centralized dashboard for managing the hiring process.
• Continuous quality checks on talent.

"Our agency needed an AI specialist ASAP. Get Software Developer had us interviewing candidates within 48 hours - saved us time and money!"

For $200/month, the platform provides:

• Filters for technical expertise and experience.
• Tools for aligning candidates in compatible time zones.
• Verification of remote work history.
• A system to track candidates throughout the hiring process.

[1] Get Software Developer platform information and user testimonials.

Screen and Test Candidates

Once you've sourced candidates, the next step is to screen and test them through structured interviews and remote work assessments.

Run Multiple Interview Rounds

Organize your interview process to evaluate both technical skills and communication abilities:

Technical Assessment

• Start with a screening call to confirm essential skills.
• Use a coding challenge that mirrors real-world project tasks.
• Conduct a technical interview with senior developers to evaluate problem-solving skills.

Communication Evaluation

• Test written communication with asynchronous exercises.
• Assess real-time collaboration through a live coding exercise.
• Observe clarity and responsiveness in messages.

Check Remote Work Experience

Ask candidates about their experience and skills in remote work settings:

Key Topics to Address

• How they manage their time and stay disciplined while working independently.
• Familiarity with virtual collaboration tools.
• Techniques for staying productive without direct supervision.
• Approaches to effective communication across different time zones.

"Using Get Software Developer, we onboarded a full-stack developer from Bangladesh who delivered top-quality work at a fraction of our usual costs. Highly recommended!" - Sarah L., Startup Founder [1]

Compare Final Candidates

After completing interviews and assessing remote work skills, evaluate the top candidates using a standardized framework:

• Technical skills: Code quality, problem-solving abilities, and test results.
• Remote work experience: Familiarity with tools, self-management, and past roles.
• Communication: Clarity, responsiveness, and collaboration style.

Get Software Developer's pre-vetted talent pool and advanced filters make it easier to find qualified candidates quickly and effectively [1].

sbb-itb-52bed4d

Handle Legal and Payment Setup

Getting your legal and payment setup right is crucial for smooth onboarding and maintaining compliance over time.

Understand Local Employment Laws

• Determine whether your hire qualifies as a contractor or an employee in their country.
• Register with local tax authorities or consult a local expert to handle compliance.
• Confirm requirements for mandatory benefits, social security contributions, and work permits.

Create Employment Agreements

• Clearly define the role, intellectual property (IP) ownership, confidentiality terms, and termination conditions.
• Outline payment details, including frequency, currency (e.g., USD or local), and invoicing procedures.
• Add clauses for dispute resolution and specify which country’s laws will govern the contract.

Set Fair Compensation

• Research local market rates based on the developer's skills and experience.
• Decide on the payment method (e.g., wire transfer, PayPal) and currency (USD or local).
• Account for additional perks like benefits, bonuses, and regular salary reviews.

"Using Get Software Developer, we onboarded a full-stack developer from Bangladesh who delivered top-quality work at a fraction of our usual costs. Highly recommended!" - Sarah L., Startup Founder [1]

Once you’ve finalized contracts and pay rates, you’re ready to start onboarding your new developers.

Start New Remote Developers

Once contracts and pay rates are finalized, it's time to onboard your new remote developers effectively. Use this checklist and support plan to ensure a smooth start.

Onboarding Checklist

• Set up their development environment, including access credentials and security protocols.
• Provide access to project documentation, coding guidelines, and communication tools.
• Handle HR tasks like completing paperwork, enrolling in benefits, and processing equipment requests.
• Implement time tracking and progress reporting systems.

Support System Setup

• Pair them with a technical mentor to help navigate the codebase and workflows.
• Define clear milestones and goals for their first few weeks.
• Schedule regular check-ins, like daily standups and weekly one-on-ones, to offer feedback and support.

Keep Remote Developers Engaged

Engaging and retaining remote developers goes beyond onboarding. It’s about creating meaningful connections and offering clear paths for professional growth.

Strengthen Team Connections

Encourage team bonding through regular and structured interactions:

• Daily standups and weekly team huddles: Rotate meeting times to accommodate different schedules and balance work updates with casual conversations.
• Virtual meetups: Schedule informal coffee breaks to help team members build personal connections.
• Monthly retrospectives: Use these sessions to gather feedback, celebrate wins, and discuss improvements.
• Peer-recognition system: Implement a program where team members can award badges for contributions like mentoring, documentation, or sharing expertise.

Focus on Career Development

Provide clear growth opportunities with defined tracks:

• Technical growth: Offer quarterly skill assessments, learning stipends, and support for certifications.
• Leadership development: Assign roles like project leads, mentoring responsibilities, or involvement in architectural and cross-functional projects.

Establish role levels with clear criteria, conduct performance reviews twice a year, and allocate time weekly for learning new technologies or working on innovative internal projects.

Conclusion: Keys to Successful Remote Hiring

Hiring remote talent from emerging markets requires careful planning, effective evaluation, and clear processes.

Here are the key steps:

• Thorough Preparation: Clearly define job requirements, establish protocols, and ensure proper infrastructure is in place.
• Efficient Screening: Assess both technical skills and the candidate's ability to work remotely.
• Structured Engagement: Provide a systematic onboarding experience and maintain consistent communication.

Using a specialized platform can simplify sourcing, vetting, and onboarding talent quickly. For example, subscribing to Get Software Developer at $200/month gives you access to a pool of pre-vetted professionals, including AI/ML engineers, full-stack and front-end developers, QA/automation testers, and DevOps specialists - without placement fees and with faster hiring times [1].

"Using Get Software Developer, we onboarded a full-stack developer from Bangladesh who delivered top-quality work at a fraction of our usual costs. Highly recommended!"

• Sarah L., Startup Founder [1]

This method not only helps you build strong remote teams but also keeps costs and timelines under control.