The Smart Working Guarantee
We offer a flexible solution that can tackle any challenge, deliver with speed, and scale on demand. At all times, you stay in ultimate control of your team and hiring process. We just connect the dots for you.
Just like your own employees...
You select the candidates, get to know them personally, and manage them as part of your team. They work for you full-time, know your product and your needs - just like your own employees.
Make your selection… we will take care of the rest….
Taxes, payrolls, etc... We all know the frustrating and time-expensive administration of a new hire. Don't worry. We'll take care of that for you.
if your Smart Working developers misses deadlines or fails to meet expectations, we'll match you with a new remote developer, without shifting your project schedule or cost. admittedly, we've never had to do this. but it's our promise. just in case.
Hourly rate
£20/hr
We have worked with Smart Working for 2 years and have been very pleased with the quality and skills of their developers. Their UK team has continued to deliver excellent ongoing support to us. We now have 6 people working for us on a long-term basis.
Mark Cadby
CTO
Smart Working have always delivered strong shortlists of vetted candidates in very tight timescales. We have now built a team of 10 with them and the turnover of our developers has been extremely low. We’d strongly recommend using them.
Cameron Wade
Managing Director
The developer Smart Working provided to us works the same hours, joins all our meetings and is permanently contactable. The support of their UK team in the background has removed the risk of remote hiring. As we grow we’ll continue to use them.
Peter White
Director
Smart Working has provided us with an excellent Senior Dev. The recruitment process was quick and effective. Our developer brings fantastic new knowledge and experience into the team. We see him as a very long-term asset to our business.
Jeremy Burgess
Director
Smart Working has provided us with an excellent Senior Dev. The recruitment process was quick and effective. Our developer brings fantastic new knowledge and experience into the team. We see him as a very long-term asset to our business.
Oliver Rebbeck
Creative Director
Would highly recommend Smart Working. We had a new developer starting with us just a few weeks after making first contact. Their UK team has checked in with us regularly since, helping to get the best out of our new employee.
Tom O’Harrow
Tech Product Manager
Smart Working has a really thorough process and their initial screening of candidates saved us a lot of time. They found several candidates that met our requirements and the dev that we hired has fitted in really well and is proving to be a real asset.
Dave Ackrill,
Head of Operations
Smart Working’s process was seamless. Our goal was to find someone who would fit perfectly into our team, to deliver high value, and that’s what we got. The feedback calls with their UK team since have been useful. A highly recommended service.
Paul Simms
Tech Director
Smart Working found us an excellent developer very quickly who has been one of our best developers since she began. We see her as a core member of the team and can see her being with us for the long term. It has worked really well.
Adam Burrage
Managing Director
Working with Smart Working has been great for us. Their level of expertise during the recruitment stage was impressive. We took on a great Senior Developer and have formed a very successful working relationship with them.
Richard May
Managing Director
Hiring with Smart Working has worked very well. We hired a very impressive Senior Software Engineer who has been part of our team for 2 years now. He is able to work independently, solve difficult problems and shows great initiative.
Tom Hirst
Senior Software Engineer
The Smart Working approach worked very well for us. As soon as we got to the interview stage we saw incredible value in the candidates. Our chosen developer joined us immediately and has been a great addition to our team.
Phil Hayes
CTO
Our recruitment specialist will be in touch soon!
In today’s tech-driven world, artificial intelligence (AI) is transforming industries at an unprecedented pace. From automating mundane tasks to driving…
Artificial intelligence (AI) is revolutionising industries worldwide, and the software sector is at the forefront of this transformation. As businesses…
The tech industry is growing at an incredible pace. In fact, it’s estimated that by 2030, the global technology market…
We ensure the highest quality of candidates by sourcing individuals with skills and education on par with those in the US and UK. All our candidates have experience working with top European or US tech businesses, ensuring they meet international standards.
You will have a dedicated Customer Success Manager who will be your primary point of contact, ensuring smooth communication and addressing any concerns promptly. Our team is always here to support you throughout the partnership.
Our recruitment process involves a team of specialised tech recruiters based who conduct thorough vetting and testing. We use tools like HackerEarth to build role-specific tests and only submit the best candidates for your final interview rounds.
You can cancel with a 30-day notice during the first 30 days. From 30 days onwards, there is a 60-day cancellation policy. There is no minimum contract length, providing you with the flexibility to adjust as needed.
Yes, we offer a risk-free trial. We can run a targeted search for free, allowing you to make an informed decision without any initial costs.
The best way to hire a developer for your project is to clearly define your project requirements, choose a reliable recruitment agency, and thoroughly screen candidates for both technical skills and cultural fit.
The decision to hire a developer in-house or offshore depends on factors such as your budget, the need for close collaboration, and the specific expertise required. In-house developers offer more control and immediate availability, while offshore developers provide cost efficiency and access to a global talent pool.
To successfully hire a developer, start by identifying your project needs, selecting the right recruitment partner, screening candidates, conducting thorough interviews, finalizing contracts, and ensuring smooth onboarding and integration into your team.
To ensure you hire a developer who fits your company culture, include cultural compatibility as a key criterion during the interview process. Assess their communication style, values, and ability to work collaboratively with your existing team.
Common mistakes to avoid when you hire a developer include failing to clearly define your project requirements, overlooking cultural fit, inadequate screening, poor communication, and neglecting legal aspects of the hiring process.
The IT outsourcing market is estimated to proliferate in the future, as indicated by Garner, due to factors such as affordability and access to specialised skills. Likewise, According to Statista, the global IT outsourcing market volumes are expected to amount to $541.10 billion in 2024 . The revenue is expected to depict an annual growth rate year for the year 2024- 2029 of 8.48%, reaching a market volume of 812 US dollars. Worldwide spending on AI will reach $70 billion by 2029.
Show more
To hire dedicated offshore developers, begin with the analysis of your project requirements and then select the developer who has all the necessary skills to work on your project. In this case, ensure that candidates undergo a series of interviews that test technical competence and organisational culture compatibility and sign contractual agreements with clearly stated functional descriptions. To help you navigate this process precisely, we have outlined a clear, step-by-step guide:
To begin with, one should provide the necessary information about the peculiarities of the given project. Consider the work goals and projects that must be realised quickly. Identifying these specifics will assist in reaching the specific candidates.
After that, one must identify a reliable recruitment company to partner with to develop the list of hired employees. Ensure you go for established players in the Industry. Read customer feedback and inquire whether they have references and success stories of their candidates’ placements. Having a good recruitment agency on your side can spare you a lot of time and guarantee that you will hire a developer who is the best fit for your project.
Apply a range of AI filters to shortlist the candidates and then use the best assessment tools. Recruitment applications can easily search the pile of CVs and highlight the resumes containing data that fulfil your requirements. That being said, the application of AI in hiring can need more qualitative criteria for adequately assessing the candidates, including cultural compatibility and other factors that come under soft skills. Doing so guarantees you a broad perspective of the candidates that can hardly be rivalled.
Interviewing is where you get down to the detailed investigations. Administer thorough interviews that would help in the skill-based assessment as well as the assessment of fit to the Laker culture. Make sure to include questions that are purely related to technical components, create different tasks where the technical skills of the candidate will be an asset and provide case histories of specific projects. Others are interpersonal skills, especially if the candidate is working from home or frequently in contact with others.
Correlation means that while developers were selected out of a larger pool, now it is time to sign the appropriate contracts. This is why the terms and conditions should be clear so as to avoid any disputes in the future. Ensure the contract includes factors like what the contractor must do or provide, how much the contractor will be paid, factors that define the data’s sensitivity and protection, and how the contract can be ended. This will make sure that you are well in sync with the client and safeguard your stakes.
The last process is onboarding and assimilation of the new developers into your team. Supply them with all the necessary information and resources to do the job and show them how your project/organisation works. Implementing such suggestions will assist the new developers in becoming more productive in your team in the shortest time through frequent check-ups and a positive culture. Onboarding creates the right foundation from which all the members of the collaborative project can work well.
It would also make the process easier if one teamed up with a popular IT augmentation firm because this would mean a large network is on offer, and therefore, the probability of hiring suitable candidates is high.
It is always wise to hire a developer for your project, as this can benefit your business in many ways and add the necessary value to help improve your company’s performance. Now, the question here is, which type of hiring makes sense: dedicated in-house developers or dedicated offshore developers? Let’s check both the benefits and compare them to help you find which approach is appropriate for you.
| Benefit | Explanation |
|---|---|
| Direct Communication and Collaboration | Facilitates real-time communication and efficient collaboration, allowing immediate feedback and quick problem-solving. |
| Greater Control and Oversight | Allows for close monitoring and timely adjustments to ensure alignment with company goals and standards. |
| Deep Understanding of Company Culture and Goals | In-house developers thoroughly understand the company’s culture, values, and long-term objectives, ensuring software solutions align with the company’s vision. |
| Enhanced Security and Confidentiality | Reduced risk of data breaches and intellectual property theft, with full control over security measures and protocols. |
| Consistency and Long-term Commitment | In-house developers often show higher commitment and loyalty, leading to robust, maintainable code and continuity in project development. |
| Immediate Availability | Developers are always willing to have impromptu meetings, availability, and consultations, and they make quick suggestions for development sessions. |
| Better Integration with Other Departments | This helps to provide easier, more efficient, and effective communication between the departments, including marketing, sales, and customer support, which results in product development. |
| Team Cohesion and Morale | Sharing of workplaces also ensures that there is togetherness; hence, the productivity and creativity of developers are boosted. |
| Benefit | Explanation |
|---|---|
| Cost Efficiency | Even though outsourcing to offshore developers can be costly in other ways, such as in communication and coordination, one possible benefit is that companies do not need to spend on the salaries, benefits, and other terminal fees for the developers’ positions. |
| Access to a Global Talent Pool | Facilitates the acquisition of talented employees from the global talent market so that you can guarantee the employment of the best talent from the market for every project that you undertake. |
| Scalability and Flexibility | It guarantees the possibility of adapting the number of people in the development team according to the project’s requirements and comes with bonuses for flexibility. |
| Focus on Core Business Activities | Outsourcing of development operations also relieves the in-house teams of duties that do not necessarily lie at the centre of their business, allowing them to concentrate on essential activities and driving organisational goals. |
| Faster Time to Market | Since offshore teams are in different time zones, work can be carried out during different shifts, hence saving more time to market the products. |
| Risk Mitigation | Management should also ensure that they spread their development team across different geographical regions, a move that will spare the company potential disasters that confront particular locations, such as natural or politically instigated disasters. |
| Access to Advanced Technologies | It may also refer to offshore companies, the clients of which are likely to utilise the most up-to-date tools and development methodologies. |
| Enhanced Productivity | Working with offshore teams means that some routine and less demanding activities will be performed by the other team, and your in-house team will be able to return greater value to the company and become more efficient overall. |
| Aspect | Offshore Developers | In-House Developers |
|---|---|---|
| Cost | Lower | Higher |
| Talent Pool | Global | Local |
| Flexibility | High | Low |
| Management Overhead | Lower | Higher |
| Time-to-Market | Faster | Slower |
It is very important to comprehend the concrete tasks of offshore developers to avoid misunderstanding. Here’s a breakdown of what these responsibilities typically entail:
Offshore developers’ main task is associated with writing and maintaining code. It involves creating the specification, the actual software, and the procedures for how the software will be used. They are engaged in developing new functionalities, diagnosing and correcting defects in the existing programs, and enhancing the efficiency of the working programs. Look at them as the developers of your project, the people who will take your project visions and create software.
Another is the quality assurance role. The offshore developers perform tests of different levels to deliver a bug-free and optimised software product. This entails creating test cases and executing these tests, isolating defects, rectifying these defects, and lastly, making sure that the end product is free from defects. Efficient QA practices were created to ensure that the final product is reliable and of high quality.
It is important to note here that while you may have your project manager, offshore developers do participate in planning a project and its timelines and discussing the deliverables. He/she should be able to manage work progress, work schedules, and guarantee completion of set objectives at the right time. Schedules also matter, and good project management skills assist in keeping track of the project and its progress.
It is evident that communication is the key to every good relationship, especially in offshore development. Outsourced developers should regularly report their current status, state the difficulties met and successfully solved, and regularly communicate with the onshore team. This involves Meeting Attendance, Using tools, Effective Communication, and pointing out that everyone is striving for the same goal.
This means that after the software has been released into the market, offshore developers will also be useful for its maintenance and technical support. They are charged with overseeing how the software performs, providing updates on this activity, and applying changes when due. This guarantees that the software is used optimally, protected from actual and potential threats, and aligned with any changes and improvements.
As far as recruitment strategies for programmers are concerned, there are a number of options to consider in this case, and each of them is appropriate for a specific sort of project. Let’s dive into the leading models:
The Dedicated Team Model is perfect for large-scale work when you have to work with a devoted team which will cooperate only with you. Here's how it works:
Full-Time Commitment: You have your own team of developers, and these employees work only for you. They grow to be a part of your company, and they concentrate exclusively on your project.
Deep Integration: They gain experience with your project, aims, and organisational culture and thus provide ways of improving organisational efficiency.
Flexibility and Control: You are responsible for the team's workload and plans, which facilitates the implementation of change and new ideas as and when they arise.
For organisations that require regular development work, this model is advantageous because the level of standardisation and quality can be kept relatively high.
It is recommended for short-term projects or when you require the service of a special expert during a certain phase of the development cycle. Here’s how it operates:
Defined Scope and Timeline: This is the process where you delegate the total or a segment of the undertaking to another company. The project has a stated scope and duration, as well as estimated and actual costs.
Specialised Expertise: Depending on the kind of project you are handling, you can also use an exceptional team of experts who are likely to work within this line of practice. This means that high-quality work can be produced when occasional developers are hired, and they do not have to be on the organisation’s payroll permanently.
Cost-Effective: As it is billed by the project, you will end up paying only for the time it will take to complete it, making it a relatively cheaper option, especially for new companies or those with limited capital.
This model is perfect for one-off projects, creating a prototype, or when your business needs extra resources to outsource seasonal assets in your organisation.
Staff augmentation is an efficient model that enables extra developers to be hired in the client’s team for a limited period. Here’s how it functions:
Scalability: The development team can be easily added or reduced in size depending on the ongoing projects at a particular time. This is beneficial when there are fluctuations in employee loads or when dealing with certain project activities.
Direct Control: Unlike the project-based outsourcing model, the augmented staff is not an employee of your organisation but is fully controlled and directed by you. You determine what tasks and priorities they are to accomplish.
Seamless Integration:
They work with your team, which means they will adapt to the work style you have put in place.
Outsourcing is the most appropriate approach to hire a developer for a specific period or phase of a project, allowing you to temporarily fill gaps in your in-house manpower without needing permanent arrangements.
| Model | Description | Best For |
|---|---|---|
| Dedicated Team | A team dedicated to your project, working exclusively for you. | Long-term projects requiring continuous support. |
| Project-Based Outsourcing | Hiring a team for a specific project with defined deliverables. | Short-term projects with clear objectives. |
| Staff Augmentation | Adding skilled professionals to your existing team to fill gaps. | Projects needing specialised skills temporarily. |
When evaluating potential hires, consider the following skills:
| Skill | Importance |
|---|---|
| Technical Proficiency | Expertise in relevant programming languages and tools. |
| Problem-Solving Ability | Capability to tackle complex technical challenges. |
| Communication Skills | Clear and effective communication, especially in a remote setup. |
| Adaptability | Ability to quickly adapt to new technologies and methodologies. |
| Team Collaboration | Experience working collaboratively in a team environment. |
Avoid these pitfalls to ensure a successful hiring process:
| Mistake | Explanation |
|---|---|
| Lack of Clear Requirements | It is important to define project needs to avoid misalignment and delays. |
| Ignoring Cultural Fit | Overlooking cultural compatibility can affect team cohesion. |
| Inadequate Screening | Skipping thorough vetting can result in hiring underqualified developers. |
| Poor Communication | Failing to establish clear communication channels can lead to misunderstandings. |
| Neglecting Legal Aspects | Overlooking contract details can cause legal complications. |
Having a team of dedicated offshore developers is a wise decision that will greatly improve your project. Our years of practice selecting over 35,000 applications monthly ensure that we choose the right one. The following is the guide we developed from our real-life hiring experiences so that you can get the necessary information about the process and its advantages.
