Hiring offshore developers can be a game changer for an early-stage startup. But where do you even start? How do you find and assess candidates thousands of miles away? How do you ensure you’re getting the quality and fit you need? This guide will walk you through the key steps to tapping into the global IT talent pool. We’ll show you how to source candidates, evaluate technical and soft skills from afar, negotiate contracts, and onboard new offshore team members. While recruiting internationally does take work, the payoff can be huge—access to a massive pool of qualified candidates at a fraction of the cost. If you’re ready to take your startup to the next level, here’s how to do it by going global.
The Benefits of Offshore IT Recruiting for Startups
The benefits of offshore IT recruiting for startups are numerous. As a startup, you need to leverage all resources available to gain a competitive advantage, and the global talent pool offers opportunities to do just that.
Access to Specialized Skills. Certain technical skills are in short supply in some areas. Offshore recruiting opens you up to talent with niche skill sets that may be hard to find locally. Whether it’s a hot new programming language or experience with an emerging technology, the global market can deliver the specialized talent you need.
Cost Savings. Hiring developers in other countries often means lower salaries and payroll costs. While you still need to invest in training, onboarding, and management, overall compensation expenses can be 20-50% less than hiring locally. These cost savings are meaningful for startups operating on limited budgets.
Time Zone Coverage. For startups offering 24/7 services or support, having engineers in multiple time zones allows you to achieve true follow-the-sun coverage. Teams can hand off work at the end of each day, enabling nearly constant progress. This continuous advancement and uninterrupted productivity is a key benefit of globally distributed teams.
Cultural Diversity. Startups with a global workforce benefit from diversity of thought and experiences. Exposure to different cultures, beliefs, and ways of thinking fuels creativity and innovation. Varied perspectives prevent groupthink and push teams outside their comfort zone to identify new solutions. Cultural diversity gives startups a competitive edge.
When done right, offshore IT recruiting delivers a range of benefits for startups. Of course, it also brings challenges around communication, collaboration, and management. But with the potential for specialized skills, cost savings, 24-hour productivity, and diversity of thought, global recruiting is worth the effort for startups looking to gain a competitive advantage.
How to Identify and Vet Offshore IT Talent
When sourcing IT talent globally, it’s critical to identify and properly vet candidates to find the best fit for your startup. Here are some tips for navigating the offshore recruiting process:
Define the Role and Required Skills
Clearly determine the responsibilities, technical skills, and experience level needed for the role. Be very specific to avoid wasting time on unqualified candidates. Think through any challenges that may come with remote work or cultural differences.
Leverage Your Network
Ask your professional network for referrals of qualified candidates. Referrals are one of the best ways to find good talent. Offer referral bonuses to incentivize your connections to scout for you.
Research Local Salaries and Benefits
Do some research on average pay, standard benefits, and cost of living for the location you want to hire in. You want to offer a competitive package to attract top people, but you also don’t want to overpay if you don’t have to. Check sites like Glassdoor, PayScale, and SalaryExpert for this information.
Post on Major Job Sites
Use large, general job sites like Indeed, LinkedIn, and AngelList that have a global reach. Also post on some niche IT and startup job sites. Optimize your listings for the location you’re hiring in by including key local phrases and terms.
Be Very Selective in the Screening Process
Carefully review resumes and do phone screens to determine if candidates have the necessary skills and experience. Ask questions to assess work ethic, communication abilities, and cultural fit. Only proceed to an interview with the most promising prospects.
Conduct Thorough Interviews
Interview your top candidates via video chat. Have them provide work samples, complete technical screens, and be ready with some scenario-based questions. Discuss logistics like work hours, tools, and time off policies upfront. Really probe to make sure the person will excel in a remote role.
Check References and Make an Offer
Call 2-3 references for your top choice. Ask about work quality, skills, and reliability. If the reviews are positive, make an offer! Be prepared to negotiate and have a contingency plan in case they decline. Offshore recruiting may take longer, but finding the right person will be well worth the effort.
Keys to Successful IT Offshore Outsourcing and Hiring
Once you’ve sourced great offshore talent, the real work begins. Hiring and managing an offshore team requires effort and commitment to do right. Here are some keys to successful offshore IT outsourcing and hiring:
Find a Trusted Partner
Work with an established IT staffing firm that specializes in offshore recruiting. They’ll have an extensive network to source top talent, and can handle much of the screening, hiring and HR for you. Look for a firm that emphasizes cultural fit, soft skills, and technical abilities.
Be Crystal Clear in Your Requirements
Provide very detailed job descriptions that specify must-have technical skills, experience, education, soft skills, and cultural fit factors. The more explicit you are, the better your partner can find ideal candidates. Think through required competencies, responsibilities and key performance indicators. Discuss your company culture and values.
Invest in Onboarding
A good onboarding process is essential, even when hiring remotely. Provide training, documentation, a buddy program, and frequent check-ins as new hires get up to speed. Make an extra effort to welcome offshore hires and include them in team activities.
Promote Strong Communication
Over-communicate with your offshore team through video calls, chat, and project management tools. Be extremely clear in your direction and feedback. Promote collaboration between onshore and offshore staff. Foster an environment of openness, trust and shared company culture.
With the right partner and a commitment to best practices, you can build an offshore team that feels like part of your startup family. Sourcing IT talent globally gives you access to a huge pool of skills and experience that can drive your business forward.
