Considering hiring globally on your next recruitment drive? You’re not alone. In fact, according to Remotewokr a whopping 71% of businesses (including big names like Apple, Microsoft, and General Electric to name a few) outsource their web development tasks. And it’s little wonder why — building a team of global specialists is an attractive proposition, lowering costs while maximizing talent accessibility.
But before you embark on this adventure, it’s critical that you understand a few key considerations. In this article, we’ll run through five of the most important factors to consider before hiring overseas developers. Whether you’re at the helm of a well-established, successful company, or you’re making plans to expand a more modestly-sized business, these insights should prove extremely useful. Let’s dive in!
Geographical location and cultural alignment
It might sound like we’re stating the obvious here, but hear us out! The physical location of your remote team matters a great deal, and this boils down to three key factors:
- Infrastructure: For those of us who are lucky enough to live in a developed country, it’s easy to forget that many parts of the world still lack the infrastructure necessary for remote work. High-speed internet access is crucial — the last thing you want is for your project to be held up by constant connectivity issues! So, do your research and only move forwards with developers hailing from countries with a reputation for robust IT infrastructure.
- Cultural alignment: While technology enables remote work across borders, cultural alignment can make a significant difference to communication and collaboration. Look for a country that shares a cultural orientation with your own. When your offshore team understands your business atmosphere and work culture, it paves the way for smoother interactions and a better understanding of your project goals.
- Language proficiency: Effective communication is essential for successful collaboration. Ensure that the country you choose has a good level of English proficiency, as English is widely considered the language of international business. Clear and efficient communication eliminates unnecessary hurdles and ensures that your expectations are understood accurately.
To better illustrate our point, let’s imagine we’re considering hiring in the Philippines. The country has a strong emphasis on English language education, and a cultural affinity with Western countries, particularly the United States. It also now ranks among the top countries for internet speed, making it a strong candidate for tech companies looking to build a global team.
However, while both of these points make the country an attractive choice for any business hoping to expand its development squad, they’re not the be-all and end-all. Before you begin feverishly planning a Southeast Asian recruitment campaign, read on — there’s more to consider!
One of the major draws of hiring internationally is the opportunity to acquire world-class talent at a modest cost. With the cost of living rising steadily in much of Europe, it’s no wonder that many businesses are seeking to cut costs by hiring overseas employees.
However, while cost is important, it shouldn’t be the sole determining hiring factor. Consider the quality of service provided by the offshore developers — review their portfolios, check client testimonials, and even request sample work or references. Ensure that the developers have a proven track record of delivering high-quality projects that meet your standards. Remember — if an opportunity seems too good to be true, it probably is. To avoid any mis-hires, make sure your interviewing process is watertight; this way you can be confident in your new hire’s competency.
Whether you’re hiring through a dedicated offshore development company or enlisting the help of a freelancer, you’ll also need to get familiar with their pricing structures. Different models such as hourly rates, fixed prices, or project-based pricing may be available. Evaluate these options and choose the one that aligns with your budget and project requirements.
Length of service
How much have you thought about the duration of your development collaboration? Are you looking for a short-term fling, or a long-term (possibly permanent) commitment?
When to hire on a short-term basis
If you have a specific project with well-defined deliverables and a fixed timeline, a short-term engagement might be the perfect choice.
Short-term collaborations are ideal when you need immediate expertise or additional manpower for a specific project. However, it’s important to establish clear communication channels and set realistic expectations from the start. Keep in mind that short-term contracts may require more thorough documentation and onboarding to ensure a smooth and productive collaboration.
When to opt for a long-term partnership
If you’re looking for assistance with a complex, ongoing project and want to scale your development capabilities cost-effectively, hiring on a long-term basis is the way to go.
With the right conditions, a dedicated remote team can perform just as well as your in-house developers. The only difference? You won’t have to deal with the typical onboarding hassles associated with traditional recruitment. By hiring through an offshore development company, you retain control over a ready-made team without the costly overhead or troublesome micromanagement duties. It’s like having your own reliable and talented development team without the headaches.
Choosing between short-term and long-term engagements depends on the nature of your project, your specific requirements, and your long-term goals. Evaluate the scope of your project and consider the benefits of each option to make an informed decision that aligns with your needs.
Ultimately, when seeking assistance through offshore developers, you want to ensure a seamless fit for your project.
The last thing you want is to be burdened with a team of developers who are ill-suited for the job. By carefully selecting the offshore development company you partner with, you can significantly reduce the chances of encountering such a situation.
- In-house staff: Check if the company you’re outsourcing web development to has an in-house staff with the required skills ready to work on your project. Having an in-house team demonstrates stability and ensures that the developers are dedicated to the company’s goals and values. It also allows for better control over the development process and fosters effective communication.
- Skill diversity: Evaluate the diversity of skills within the offshore development team. A company with a diverse range of skill sets can provide you with a broader range of expertise, enabling them to tackle different aspects of your project effectively. This ensures that you have access to a pool of professionals who can handle various technologies, programming languages, frameworks, and tools.
- Freelancer policy: Clarify the company’s policy on hiring freelancers. Freelancers may comprise a small part of their in-house team, but if their approach is to solely rely on freelancers whenever they receive a project, we’d recommend that you steer clear. It’s generally preferable to work with a company that has a stable in-house team, as it ensures better continuity, accountability, and control over the project.
So there you have it — these are some key considerations to keep in mind when seeking overseas assistance for your next project. By taking these factors into account, you’ll be well-equipped to make an informed decision and ensure a smooth and productive collaboration with your offshore developers. For more on scaling your business, take a look at our blog on the 5 benefits of marketing automation for SaaS businesses, or view our 3 tips for managing a growing SaaS company.
This was a sponsored post.