There are a lot of programmers out there, so how can you be certain you’ve found the best? When 2014 transitioned to 2015, I spent an entire quarter searching for the ultimate programmer. I posted ads everywhere, spending up to $6,000 in this search. I learned a lot in the process, and now I can share that journey with you. Ultimately, I found my brilliant programmer at here. It’s a platform that plays matchmaker for programmers and employers—but only accepts the best three percent of freelance developers. They’re who helped the likes of Pfizer and Airbnb find programmers.
What I learned from hiring a programmer and the importance of a strong screening process. Otherwise, you’ll never wade through thousands of applications. There are three interviews to ensure English proficiency: Communication, language, and personality. Fewer than 27 percent of applicants pass phase one.
With each new test, more applicants are dropped. There are algorithm tests, problem solving, technical screenings, and checking for certifications. Farther down the road is testing for integrity, knowledge, and competence. This can take up to three weeks, and for me only 3.2 percent of candidates passed.
In the end, you have a handful of truly brilliant senior developers. Most come from companies like MIT and Google. There’s no other platform that’s so rigorous. However, there are some key items to bear in mind before checking it out. Remember that everyone wants the same thing (the best programmers!), so do your own homework first. Start by writing down what you need and want for your business. Maybe it’s a better user experience or development of a mobile app. More and more programmers are specializing, so this helps narrow down applicants from the start.
You should also know the project length and scope before heading to the platform. Know your budget (otherwise, everyone’s time might get wasted). The good news is that many programmers are looking for smaller businesses, startups, and non-financial perks, so it’s not all about the money. Figure out how big of a development team you want, and define your company culture in a way that speaks to programmers.
One last note—I wasn’t paid to write this! It’s just that when you’re a fan of a company, you want to spread the love.