6 Best Practices for Hiring Offshore Developers: A Guide for CEOs, CTOs, and COOs
Kevin Fomengia
Human Resource
Jun 17, 2024
Hiring offshore developers can offer a wealth of advantages, from cost savings to accessing a global talent pool. However, it also comes with unique challenges that need to be managed carefully. Here’s a comprehensive guide on best practices for evaluating, onboarding, and managing offshore developers.
Take-Home Assessment: Assign a practical coding test or use platforms like DevMatch.io, HackerRank, and TestGorilla to objectively evaluate technical skills. Ensure the tasks mimic real-life scenarios to get an accurate measure of the developer’s problem-solving abilities.
Documentation Skills: Instruct developers to provide detailed documentation for their assessments. This helps gauge their ability to communicate technical details clearly, which is crucial for remote collaboration.
Demo Video: Ask developers to create a demo video explaining their assessment. Ensure they have their camera on and share their screen. This assesses their communication and presentation skills and their comfort with using video conferencing tools.
Work Environment Evaluation
Infrastructure Check: Ensure the developer's work environment supports stable internet and reliable electricity. Request a screenshot of their internet speed test from websites like Speedtest.net or Fast.com to confirm they meet your requirements. Also, verify their access to backup power solutions such as an uninterruptible power supply (UPS) or a power bank to avoid work disruptions due to power outages.
Trial Period
30-45 Day Trial: Implement a trial period of 30 to 45 days. This timeframe is sufficient for a short epic in agile methodologies, ensuring clear deliverables at the end. Use this period to evaluate their integration into the team, adherence to deadlines, and quality of work.
Guidance and Feedback: During the trial period, assign an experienced team member to guide the developer. This person can offer support, answer questions, and provide regular feedback to help the new developer integrate smoothly into the team.
Access to Platforms: Create a checklist that includes access to essential tools like GitHub, Gitlabs, Jira, Confluence, Slack, and Microsoft Teams. This ensures developers have all the necessary resources from day one.
Compensation Methods: Agree on payment methods (bank account, mobile money, Payoneer). Alternatively, consider partnering with a developer staffing company to handle payments, which can streamline the process and ensure timely compensation.
30-Day Success Plan
Structured Onboarding: Develop a 30-day success plan outlining clear expectations and goals. Include tasks such as completing initial projects, understanding team workflows, and engaging in regular check-ins. This structured approach sets them up for success and ensures they understand their role from the start.
Initial Project Assignment: Assign a manageable project within the first 30 days to help the developer get accustomed to your company’s processes and expectations. This provides a practical introduction to the workflow and helps identify any initial challenges.
Personal Connection
Personal Survey: Have developers complete a survey about their interests and hobbies. This helps in understanding their background and creating a more inclusive work environment. Knowing their interests can also help in planning team-building activities.
Cultural Exchange Sessions: Organize cultural exchange sessions where team members can share about their backgrounds, traditions, and customs. This promotes understanding and strengthens team bonds, making the remote team feel more integrated.
3) How to Manage Work Expectations
Clear Work Hours
6+ Hours of Overlap with In-House Team: Ensure offshore developers have at least 6 hours of overlap with the in-house team. This avoids gaps in communication, enhances real-time collaboration, reduces stress, and prevents product delays.
Time Clocking Systems: Use tools like Harvest, Zoho Shifts, and Remote.com to set and track clear work hours. Implement geofencing to ensure developers clock in and out from designated locations, mitigating security risks associated with public Wi-Fi.
Deliverables
Daily and Weekly Goals: Clearly define daily and weekly deliverables. Track the velocity of task completion to ensure productivity. Use project management tools like Jira, Asana, or Trello to monitor progress and ensure accountability.
Documentation Protocols: Provide templates and guidelines for PR requests, code documentation, and pushing to the main branch. This standardization helps maintain code quality and simplifies onboarding for future developers.
Advantages of Africa's time zone alignment with American and European Companies.
Reports: Set expectations for developers to communicate with their supervisors through daily or weekly reports. Regular updates help keep everyone aligned and identify potential issues early.
Proactive Communication: Encourage developers to proactively communicate any roadblocks to avoid delays in their work. Use tools like Slack for quick updates and Zoom for more detailed discussions.
Communication Channels
Direct Messages vs. Email: Define when to use direct messages versus emails for different types of communication. This helps in maintaining a structured communication flow and ensures important information isn't lost.
Cultural Training: Offer training sessions on cultural differences and communication styles. This will help team members better understand and respect each other’s communication preferences, reducing misunderstandings and fostering a more cohesive and collaborative team environment.
5) How to Strengthen Security Practices with Offshore Developers
Robust Access Management
Limited Access: Ensure offshore developers don’t have access to the main branch of the code. Implement role-based access controls to restrict access to sensitive areas of your codebase.
Data Security Measures: Ensure your offshore partner has strong data security measures in place. This includes encrypting data through a VPN server to protect IP addresses and using secure file-sharing platforms.
Regular Audits: Conduct regular security audits and compliance checks to ensure that all security protocols are being followed. Provide training on security best practices to keep the developers updated on the latest threats and mitigation strategies.
Scheduled Meetings: Hold regular check-ins to discuss progress, address concerns, and provide feedback. This keeps developers engaged and aligned with company goals.
Performance Reviews: Conduct periodic performance reviews to evaluate productivity and set new goals.
Provide Necessary Tools and Resources
Tech Stack: Ensure developers have access to a robust tech stack that includes all necessary tools and software. Regularly update these tools to keep up with technological advancements.
Training Programs: Offer continuous learning opportunities through online courses, workshops, and seminars to help developers upgrade their skills.
Foster a Supportive Work Environment
Team Building Activities: Organize virtual team-building activities to build rapport and strengthen team dynamics. This can include virtual coffee breaks, online games, or collaborative projects.
Work-Life Balance: Encourage a healthy work-life balance by setting reasonable work hours and promoting wellness initiatives. Provide support for mental health resources.
5 Common Mistakes to Avoid When Hiring Offshore Developers
1. Lack of Clear Communication Channels
2. Insufficient Onboarding Process
3. Ignoring Time Zone Differences
4. Inadequate Security Measures
5. Lack of Regular Check-Ins and Feedback
Conclusion
By following these best practices, you can effectively evaluate, onboard, and manage offshore developers, ensuring a seamless integration into your team. This approach not only maximizes productivity but also fosters a collaborative and supportive work environment. Implementing robust security measures and clear communication protocols further enhances the efficiency and reliability of your offshore team.
By understanding and implementing these strategies, CEOs, CTOs, and COOs can leverage the global talent pool more effectively, driving innovation and growth in their organizations.
Kevin Fomengia
