Step 3: provide your vendor with detailed information on the project
To make the hiring process quick and smooth, be as clear and precise as you can when elaborating your request to the vendor. Provide the vendor’s manager with all the requirements and technical documentation you have on the project, including the number of dedicated developers you’re looking for, their roles on the project, the required competence level, experience, tech and domain expertise, etc. The more details you share, the more efficient your dedicated manager will be in finding the best suitable candidates to join your project.
To ensure an even better match, you can also share your company’s values, policies, as well as preferred methodologies and management practices with the vendor. Don’t be shy to point out the personal qualities you’re looking for in a candidate, or the ones you think would make them unsuitable for the job.
Step 4: conduct personal interviews with the proposed candidates
After the vendor analyzes your request, they will shortly provide you with a list of candidates with the experience, skills, and portfolio that match your project requirements. And this is where personal interviews with candidates come in. Whether it’s face to face or remotely, make sure to evaluate not only the technical skills and experience of the candidates, but also their personal and professional traits.
Since you’re basically inviting new people to join your company, it is imperative to know for a fact that the dedicated developers you’re hiring have the right mindset for the project and the personality to synergize well with your in-house team. After all, you are the one who knows best what kind of people would fit in your team naturally.