Over the last few years, there has been a growing demand for remote software developers.
Across Africa, the pool of professional developers increased by 3.8% yearly, now totaling approximately 700,000 developers.
By 2025, the continent is expected to have 1.7 million software developers, making it one of the world's largest markets for software development talent.
According to Google's Africa Developer Ecosystem Report, more developers are securing full-time remote positions due to increasing demand from local startups and global companies seeking technical talent.
Here's how to implement a structured vetting process for remote developers.
A clear scope is the foundation of successful developer vetting—it allows you to identify precisely what skills and experience your ideal candidate needs.
Without proper scope definition, you risk hiring developers who lack critical skills for your project, or you might overlook excellent candidates simply because you weren't clear about your actual needs. Taking time to clarify requirements saves countless hours in the hiring process.
a. Create a Detailed Project Specification
This should include technical requirements such as programming languages, frameworks, and technologies needed for the project. Your specification should also outline project objectives with clear deliverables and success metrics that can be measured.
Timeline expectations should be documented with realistic milestones and deadlines. Integration requirements, especially how the project connects with existing systems, deserve special attention.
b. Define Skills Hierarchy
Defining a skills hierarchy helps prioritize what you're looking for in candidates.
Categorize required skills into must-haves essential for project success, nice-to-haves that would benefit the project but aren't critical, and growth potential areas where developers could learn during the project timeline.
c. Document Potential Challenges
Outline foreseeable technical obstacles and ask potential developers how they would approach them. Their responses will reveal problem-solving abilities and experience with similar challenges.
Expert Tip!
Create a one-page project brief template that you can share with candidates. This will help assess their comprehension and ability to ask questions.
Past performance is often the best predictor of future success. Developers with experience in similar projects can anticipate challenges, implement best practices, and deliver more efficient solutions.
a. Request Specific Portfolio Examples
Rather than reviewing a general portfolio, ask candidates to share specific examples relevant to your needs—request projects in your industry or with similar technical requirements to what you're building. Ask them to clarify their particular role and contributions to each project, the challenges they faced, and how they overcame them.
b. Check References
Reference checks should be strategic, not perfunctory.
When contacting references, ask specific questions like "How did they handle unexpected technical challenges?" or "What was their communication style during critical project phases?" The question "Would you hire them again for a similar project?" often reveals more than a dozen general inquiries.
Expert Tip!
Ask developers to walk you through their code from a previous project. Their ability to explain their thinking process reveals technical proficiency and communication skills.
Technical skills assessment separates skilled developers from those who look good on paper. According to recent research, 92% of developers prefer skills-based hiring over traditional resumé screening.
A comprehensive technical evaluation reveals what a developer knows and how they apply that knowledge. It shows their problem-solving approach, code quality standards, and ability to work within your technical ecosystem.
a. Three-Phase Technical Evaluation
Phase 1: Portfolio Review: Examine code quality, documentation, and project architecture. Assess their code organization and problem-solving approach. Review GitHub contributions and open-source participation to see how they work in broader technical communities.
Phase 2: Structured Skills Testing: Use platform-based assessments for fundamental skills that provide standardized evaluation. Implement language-specific testing for core technologies your project requires. Evaluate problem-solving abilities with algorithmic challenges that reveal thinking patterns.
Phase 3: Live Coding Session:
Present a realistic problem related to your project and observe their real-time problem-solving approach and thought process. This allows you to assess code quality, testing strategies, and debugging skills as they encounter challenges.
Check out DevMatch to create and run take-home assessments your candidates love and have the most signal.
Expert Tip!
Rather than focusing solely on whether the code works, evaluate how the developer handles feedback and iteration during live coding sessions. This reveals adaptability and collaboration potential.
Technical brilliance without communication skills can derail projects. According to a Zoom study, developers spend 42% of their time collaborating with others—making interpersonal skills critical for success.
Developers must excel at written communication, virtual collaboration, and autonomous problem-solving without in-person interaction.
a. Communication Assessment
Communication assessment should evaluate written communication via email exchanges, which reveals clarity and professionalism.
Assess verbal communication during video interviews to gauge articulation and listening skills.
Test documentation abilities through a small writing exercise that shows how well they can explain technical concepts.
b. Collaboration Simulation
Role-play challenging scenarios that might occur during your project. Present an ambiguous requirement and observe what clarification questions they ask. Conduct a mock code review discussion to see how they give and receive feedback.
c. Remote Work Compatibility
Remote work compatibility deserves special attention for distributed teams. Assess time management through deadline-driven tasks that reveal prioritization skills.
Evaluate self-direction by observing follow-through on assignments without prompting.
Test adaptability with unexpected interview format changes to see how they handle disruption.
Expert Tip!
Include team members in the interview process who will work directly with the developer to assess team chemistry and cultural fit. Their perspectives often reveal compatibility issues that hiring managers might miss.
Even the most thorough vetting process cannot perfectly predict performance. A trial period validates a developer's capabilities while minimizing risk.
These periods allow both parties to evaluate fit before making long-term commitments. Developers can experience your work environment, and you can observe their performance on realistic tasks.
Establish a reasonable timeframe (typically 1-2 weeks) that respects their time while providing sufficient data. Provide necessary context and resources to ensure they can succeed if capable.
a. Evaluation Framework
Have a detailed evaluation framework that assesses performance across multiple dimensions.
Technical implementation quality shows their coding standards in practice. Problem-solving approach reveals how they tackle obstacles.
Communication frequency and clarity demonstrate their remote work capabilities.
Responsiveness to feedback indicates adaptability and teamwork potential. Deadline adherence shows reliability and time management.
b. Fair Compensation Structure
Offer competitive payment for trial work that recognizes the value of their time and effort. Consider project-based payment rather than hourly to focus on results rather than time spent. Clearly outline terms before beginning the trial to avoid misunderstandings.
Expert Tip!
Design trial projects that simulate your working environment—including team collaboration, code review processes, and client interaction. The more realistic the trial, the better it predicts long-term success.
| Scope Definition | Experience Evaluation | Technical Assessment | Interpersonal Skills Assessment | Trial Period |
|---|---|---|---|---|
Technical requirements documented | Portfolio examples requested | Portfolio code reviewed | Communication capabilities evaluated | Trial project designed |
Skills hierarchy created | Case studies analyzed | Skills tests administered | Collaboration aptitude tested | Evaluation framework established |
Potential challenges identified | References contacted | Live coding session conducted | Remote work compatibility assessed | Fair compensation offered |
Q1. What are some tips for conducting a successful technical skill assessment?
When conducting technical assessments:
Q2. What are the benefits of implementing a trial period for developers?
Trial periods provide several advantages:
Q3. How does working with a specialized recruitment agency like Bridge Labs improve the vetting process?
There are several benefits to working with a recruitment agency like Bridge Labs:
Partnering with Bridge Labs offers:
Bridge Labs partners with DevMatch to revolutionize tech skill assessment for African developers. Leveraging DevMatch's practical assessments to efficiently hire top African software developers.
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Hire African software developers for time-zone-aligned collaboration, clear communication, and access to a diverse, untapped talent pool.
Meli Imelda