How to Hire and Build a Successful Remote Software Development Team

As the CTO at GCT Solutions, Mr. Vuong Do Quoc manages software development activities for customers based mainly in the US and APAC region. He oversees and supports complex projects across different industries (E-commerce, FinTech, Blockchain, Mobile apps, etc.), as well as helps businesses improve their management practices and implement the latest technologies. In this article, he’s going to share some of the winning fundamentals for hiring and managing your remote software development team.

Companies outsource for a variety of reasons, including cost savings and increased flexibility and availability. While these factors must be addressed, I recommend prioritizing quality above all.

Examine the top outsourcing locations' rankings, select a few that appear to be the most potential, and conduct as much research as possible on them. How about work ethics in these countries? How many technical universities are there in the country? Have you heard of any successful startups here? Are there any established corporations with R&D offices here? What about foreign language skills in the tech industry? All of these are critical inquiries.

If possible, go through your professional network for someone who has lived in these countries and ask them about their experiences.

In an ideal thought, you'd pick a place having the least time difference from you. However, time zones should not be at the top of your priority list. With an iterative approach to software development, you'll be able to work around any time differences.

There are three basic collaboration models when it comes to offshore software development — working with freelancers, traditional outsourcing, and the extended team model (staff augmentation).

I'm not going to dive into dealing with freelancers for the sake of this essay. Instead, I'll focus on the other two models. I'm also not going to tell you which one is better or worse because both can be used successfully based on your requirements.

Traditional outsourcing is something that most people are familiar with. You locate a provider, provide them with your specifications, the supplier assigns your project to a development team, you sign the papers, and the team begins work. You don't get to pick who works on your product with this approach, and you have very little control over the development process. Your team will be managed by the vendor's project manager, and you will only be involved in scope definition and deliverable approval.

The extended team approach, on the other hand, gives you complete control over the development process. The vendor acts as a middleman, analyzing your business requirements and assisting you in forming the appropriate offshore software development team for your product. You have the right to approve and manage the members of your development team. Your offshore developers become an organic extension of your in-house development team.

I recommend that you make a list of the most important questions you have about your possible partners before making your decision. To get you started, consider the following suggestions:

• Does the vendor have a quality management system?

• Are they certified?

• How do they manage risks?

• Do they have vertical and technical business specializations?

• What was the vendor’s success and failure over the last year?

Look for well-known names on the vendor's customer list. Also, keep an eye on local websites for employee feedback. Travel to the vendor's office is much better. Take a look around, talk to the personnel, and find out if they're happy with their jobs.

Everyone understands that a team of competent and motivated engineers is the key to every successful software project. Finding them might be difficult, so here are some pointers to assist you:

• Make sure you have a professional recruiter who understands exactly your business goals and requirements. They prevent you from wasting time and making bad choices.

• Get into the habit of being personally involved in the interviewing process. Take the time to see whether the personality of the interviewee will fit your company’s culture.

• Soft skills are as important as technical expertises. Ask open-ended questions, and pay attention to the candidate’s communication style and body language.