Sourcing and Vetting Remote Engineers: Workable Strategies to Level This Process Up

Tech talents are a treasure for team leads today. It is challenging to find a perfect match according to the cultural fits, competencies, soft skills, and other aspects. That is why a process of vetting remote engineers is associated with headache and panic attacks.

If you are an enthusiastic CTO who needs brave warriors for your high-technology army, take a closer look at tips to make sourcing and vetting easier, 100% risk-free, and totally result-driven. Zero stress will take place if you optimize your hiring strategies right now where evaluation and selection of the best-matching candidates come first.

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Remote Engineers Aren’t a Needle in a Haystack

Let’s start with the tendency to work remotely; that was the expected cause of COVID-19. According to Statista, in 2020, there was a boom in remote workers – most companies switched to online workflows during the pandemic and the breakdown. 2022 became the year of the hybrid format of work (offline & online offices).

Now, more than 16% of companies in the world are fully remote. OwlLabs also shared other statistics about post-COVID transformations employers and employees have. Returning to physical offices was an unpleasant experience after trying a remote format. That is why the number of candidates to cover online tech positions is ever-growing. You just need to enhance your sourcing and vetting approaches to find perfect remote engineers.

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Robust Sourcing & Vetting Process: Where to Start?

First, develop the multi-level strategy that will cover sourcing, vetting, and screening processes. Tech expertise is only one key factor your should take into account. Candidates’ mindsets, cultural fits, and other details matter as well. But chaos with numerous data entries should not ruin your plans – hiring top-performing developers should be realized through a step-by-step guide for expert vetters.

The backbone of the sourcing strategy is mapping your search. The exploration of platforms on which you are going to post your job descriptions can take much time. Start with the investigation of tech hubs, communities, and job sites. Additionally, you can email referrals or discover some competent technicians on social media (LinkedIn, etc.).

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Job Description as a Half Battle Won

Here is a check-list for a win-win job description your company needs to attract tech talents who will meet all your expectations:

1. About Us: 2-3 lines to describe your company, team, project, and win over potential engineers;
2. Role Type: Specify that you need a remote developer, highlight the benefits of this work format, and add some key information related to the dev’s role;
3. Summary: Describe this job position briefly and let candidates plunge into the atmosphere of friendly teamwork and understanding;
4. Responsibilities, skills, qualifications: It’s better to represent all these aspects in the form of bullet lists (5-8 points each);
5. Benefits: Note everything that can candidates’ attention – career growth, life-work balance, smooth onboarding, flexible working hours, and many more.

Speaking about a job description, this is also an intro step to do. Suppose you opt for the Wild.Codes support the questions of sourcing & vetting developers; you will be pleased with the AI-driven automation of all these processes and brilliant hiring results. You get templates powered by artificial intelligence and a machine-intelligent selection of the best-matching candidate within a single platform.

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More Sourcing & Vetting Tips to Consider

Do not miss other tips that will draw you near to a new star teammate:

• Check CVs and portfolios, but do not forget about your potential developer's social media. This way, you will be able to explore your candidates’ backgrounds (family, hobbies, inspiration, ideas, creativity, etc.).
• Take into account soft skills for hassle-free communication and collaboration with the new team player. Pay attention to possible time zone overlaps with your future remote engineer. Check his/her English level and culture fit.
• Enjoy a tech filling of your potential dev-cake. Test tasks, code reviews, and other screening procedures of professionalism take place at this stage. Here, you should have a clear understanding of the job seeker’s competence. You should be sure that this candidate will meet your role responsibilities, won’t he/she?
• Get ready for the interview. Your questions should not be typical or even broken record-like. Let candidates introduce themselves and show their communication skills. Prepare some funny logic questions, extraordinary situational puzzles to solve, etc. Switch to live decision-making in the context of mini technical tasks. A deep understanding of subject matters and companion-rich backgrounds seem to be your perfect match.

To sum up, do not neglect AI-based tools for screening and vetting. Create job applications and hire remote engineers with artificial intelligence. Remember that Wild.Codes is your all-in-one platform with embedded features and solutions for great networking and talent search!