Over 35,000 Developers are vetted each month. We will match you with the very vest.
No hidden costs, timezone aligned and able to hire in one week.
Ready to hire from £18/hr
We take care of all employment costs and provide long-term support.
No minimum length of contract
We do not charge a search or placement fee
40-50% annual saving from hiring locally.
Excellent
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The options become narrowed down to the two most widely used web servers, and the common question arises for SMEs…
The global economy and markets are becoming more connected, leading companies to use offshore teams. This strategy helps them cut…
Absolutely yes. Your hired dedicated Python developer/s will work collaboratively with your own team in your required timezone. The only difference would be, he/she will work remotely.
Smart Working offers a streamlined hiring process leveraging a globally vetted candidate network. This significantly reduces the hiring time and ensures you get highly qualified developers suited to your specific project needs.
The typical timeline is: 1st week: Smart Working finds the best candidates. 2nd week: You interview/recruit and select the candidates from the shortlisted ones. 0-30 days: Candidates serve their notice period and join, with an average joining time of 2 weeks.
Smart Working offers a dedicated Customer Success Team and a 98% retention rate. It ensures that developers fully integrate into your team, work during your hours and use your communication channels. Additionally, they handle all HR, legal, an
Smart Working can save you 40-50% annually on hiring costs. For example, if you budget £60k annually for a developer, Smart Working can provide the same level of talent for approximately £35k annually, covering all associated costs. For more details, you are always welcome to discuss your requirements with our consultants for free.
Yes, Smart Working offers a 30-day cancellation policy within the first month and a 60-day cancellation policy thereafter. There is no minimum length of contract, providing flexibility to meet your needs.
By partnering with Smart Working, you benefit from their extensive network of pre-vetted candidates, specialized expertise in matching developers to your requirements, and an efficient hiring process that saves you time and resources when you hire dedicated Python developers.
Smart Working conducts a thorough evaluation process that includes technical assessments and interviews to ensure that the dedicated Python developers you hire possess the necessary skills, experience, and cultural fit for your projects.
The process involves understanding your needs, searching and screening candidates, detailed evaluation, shortlisting top candidates, conducting client interviews, and finally, handling hiring and onboarding, all aimed at helping you hire dedicated Python developers effectively.
Smart Working’s reliability stems from their rigorous selection process, commitment to long-term placements, and extensive support throughout the hiring and onboarding process, ensuring that you get the best dedicated Python developers for your projects.
Hiring an offshore Python developer can be a tough job, as you would have a global pool of candidates to assess and challenge with the same. By considering a partnership with dedicated recruitment service providers like Smart Working, you can go through this process with the best talent possible in no time. Based on our internal research and years of experience working with many different countries, those with a higher cost of living and greater demand for technology services tend to pay more . The global report by Statista also noted significant growth (estimated to reach $541.10 billion) in the Software Outsourcing Market due to the same reason.
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Recruitment partners offer several advantages:
Smart Working mostly deals with offshore developers, and thus, we offer exclusive services to hire offshore Python developers. Here is how we can assist you in hiring the right talent within a week:
| Category | Essential Skills and Traits | Useful For My Project |
|---|---|---|
| Technical Skills |
- Proficiency in Python programming - Understanding of Python frameworks (e.g., Django, Flask) - Familiarity with front-end technologies (e.g., HTML, CSS, JavaScript) - Knowledge of database systems (e.g., SQL, NoSQL) - Experience with version control systems (e.g., Git) - Ability to write clean, efficient, and maintainable code - Understanding of RESTful APIs and web services - Familiarity with cloud services (e.g., AWS, Azure) |
Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No |
| Problem-Solving |
- Strong analytical and problem-solving skills - Ability to debug and resolve complex technical issues - Creative thinking to develop innovative solutions |
Yes/No Yes/No Yes/No |
| Communication |
- Effective communication skills, both written and verbal - Ability to explain technical concepts to non-technical stakeholders - Team collaboration skills |
Yes/No Yes/No Yes/No |
| Adaptability |
- Willingness to learn and adapt to new technologies and tools - Ability to handle changing requirements and work in a dynamic environment |
Yes/No Yes/No |
| Project Management |
- Time management and ability to meet deadlines - Experience with agile methodologies (e.g., Scrum, Kanban) - Capability to handle multiple projects simultaneously |
Yes/No Yes/No Yes/No |
| Attention to Detail |
- Meticulous attention to detail and commitment to quality - Ability to conduct thorough code reviews and testing |
Yes/No Yes/No |
| Cultural Fit |
- Alignment with company values and culture - Strong work ethic and professionalism - Ability to work effectively in a remote or distributed team environment |
Yes/No Yes/No Yes/No |
| Category | Evaluation Criteria | Evaluation Method | Progress |
|---|---|---|---|
| Technical Proficiency | Proficiency in Python | Coding tests, technical interviews | Evaluated |
| Knowledge of Frameworks (e.g., Django, Flask) | Project-based assessments, portfolio review | Pending | |
| Front-end Technologies (e.g., HTML, CSS, JavaScript) | Practical tasks, code reviews | Evaluated | |
| Database Systems (e.g., SQL, NoSQL) | Technical interviews, practical tasks | Pending | |
| Version Control Systems (e.g., Git) | Practical tasks, technical interviews | Evaluated | |
| Code Quality (clean, efficient, maintainable code) | Code reviews, coding tests | Pending | |
| Understanding of RESTful APIs | Technical interviews, project-based assessments | Evaluated | |
| Experience with Cloud Services (e.g., AWS, Azure) | Technical interviews, practical tasks | Pending | |
| Problem-solving Skills | Technical interviews, coding challenges | Evaluated | |
| Debugging and Issue Resolution | Practical tasks, technical interviews | Pending | |
| Non-Technical Proficiency | Communication Skills (written and verbal) | Behavioural interviews, group discussions | Evaluated |
| Team Collaboration | Behavioural interviews, peer feedback | Pending | |
| Adaptability and Willingness to Learn | Behavioural interviews, assessment of past projects | Evaluated | |
| Time Management (ability to meet deadlines) | Behavioural interviews, review of past projects | Pending | |
| Experience with Agile Methodologies (e.g., Scrum, Kanban) | Behavioural interviews, assessment of past projects | Evaluated | |
| Attention to Detail | Code reviews, practical tasks | Pending | |
| Cultural Fit (alignment with company values and culture) | Behavioural interviews, cultural assessment | Evaluated | |
| Work Ethics and Professionalism | Behavioural interviews, reference checks | Pending | |
| Remote Work Capability (ability to work effectively in a remote or distributed team environment) | Behavioural interviews, assessment of past remote work experience | Evaluated |
| Category | Question | Purpose | Progress |
|---|---|---|---|
| Technical Skills | Can you explain the difference between Python 2 and Python 3? | Assess understanding of Python versions. | Asked |
| Technical Skills | How do you manage packages and dependencies in Python projects? | Evaluate knowledge of package management tools. | Asked |
| Technical Skills | Describe a project where you used Django/Flask. What were the challenges, and how did you overcome them? | Assess experience with frameworks and problem-solving. | Asked |
| Technical Skills | How do you handle exceptions in Python? | Evaluate error-handling skills. | Asked |
| Technical Skills | Can you explain the concept of decorators and provide an example of how you've used them? | Assess advanced Python knowledge. | Asked |
| Technical Skills | Describe your experience with RESTful APIs. How do you typically implement and test them? | Evaluate understanding of web services. | Asked |
| Technical Skills | What are your best practices for writing clean, maintainable, and efficient code? | Assess coding standards and practices. | Asked |
| Technical Skills | How do you optimise Python code for performance? | Evaluate performance optimisation skills. | Asked |
| Technical Skills | Can you explain the use of list comprehensions and generator expressions in Python? | Assess knowledge of Python features. | Asked |
| Technical Skills | How do you ensure the security of your Python applications? | Evaluate understanding of application security. | Asked |
| Problem-Solving | Describe a complex problem you solved using Python. What was your approach? | Assess problem-solving skills. | Asked |
| Problem-Solving | Can you walk me through your debugging process when you encounter an issue in your code? | Evaluate debugging skills. | Asked |
| Problem-Solving | How do you handle situations where you need to learn a new technology or tool quickly? | Assess adaptability and learning ability. | Asked |
| Project Management | Describe a project you led or played a significant role in. How did you manage the project's timeline and deliverables? | Evaluate project management skills. | Asked |
| Project Management | How do you prioritise tasks when working on multiple projects simultaneously? | Assess time management and prioritisation skills. | Asked |
| Project Management | Can you describe your experience working with Agile methodologies? | Evaluate experience with Agile frameworks. | Asked |
| Communication | How do you explain technical concepts to non-technical stakeholders? | Assess communication skills. | Asked |
| Communication | Can you provide an example of a time when you had to work closely with a team to achieve a project goal? | Evaluate teamwork and collaboration. | Pending |
| Communication | How do you handle feedback on your code from peers or managers? | Assess the ability to receive and act on feedback. | Asked |
| Cultural Fit | What do you know about our company culture, and why do you think you'd be a good fit? | Assess cultural alignment. | Pending |
| Cultural Fit | Describe a situation where you had to adapt to a significant change at work. How did you handle it? | Evaluate adaptability. | Asked |
| Cultural Fit | What motivates you to perform well in your job? | Assess personal motivation and work ethic. | Pending |
| Remote Work | Describe your experience working in a remote or distributed team. How do you ensure effective communication and collaboration? | Evaluate remote work capability. | Pending |
| Remote Work | What tools and practices do you use to stay organised and productive while working remotely? | Assess organisational and productivity skills. | Pending |
| Category | Best Practices |
|---|---|
| Preparation |
- Clearly define roles and responsibilities - Set up all necessary tools and access permissions in advance - Prepare a comprehensive onboarding plan with timelines |
| Orientation |
- Provide an overview of the company culture, mission, and values - Introduce the new developer to the team and key stakeholders - Explain the organisational structure and reporting lines |
| Training |
- Conduct technical training on the codebase, development environment, and project-specific tools - Provide access to documentation, including coding standards, best practices, and style guides - Offer training sessions on company-specific processes and workflows |
| Mentorship |
- Assign a mentor or buddy for the initial onboarding period to assist with questions and guidance - Schedule regular check-ins with the mentor and manager to track progress and address any issues |
| Communication |
- Establish clear communication channels and protocols (e.g., Slack, email, video calls) - Encourage open and transparent communication to foster collaboration - Set up regular team meetings and one-on-one check-ins |
| Integration |
- Ensure the new developer is included in all relevant team activities and meetings - Foster a sense of belonging by encouraging participation in company events and social activities - Facilitate knowledge sharing through code reviews, pair programming, and documentation updates |
| Feedback and Support |
- Provide constructive feedback regularly to help the new developer improve and adapt - Encourage the new developer to provide feedback on the onboarding process and suggest improvements - Offer ongoing support and resources to address any challenges or concerns |
| Performance Monitoring |
- Set clear performance goals and expectations for the initial period (e.g., 30, 60, 90 days) - Monitor performance through regular reviews and adjust the onboarding process as needed - Recognize and celebrate early achievements to boost confidence and motivation |
| Cultural Sensitivity |
- Be aware of cultural differences and demonstrate respect and understanding - Provide resources and training on cultural competency to the team - Encourage the new developer to share their cultural background and experiences |
| Documentation |
- Maintain up-to-date documentation of onboarding processes, tools, and resources - Create a knowledge base or wiki for easy access to important information - Ensure documentation is clear, concise, and accessible to all team members |
| Long-Term Integration |
- Develop a long-term career development plan with goals and milestones - Offer opportunities for continuous learning and professional growth - Foster a supportive environment that encourages innovation and creativity |
Understand Your Needs: Our recruitment team thoroughly reviews your technical requirements.
Connect with Talent: We have access to 1 million + technical professionals.
Identify the Best Match: We find the perfect developer for your needs at no-cost or obligation.
| Category | Key Points |
|---|---|
| Job Title | - Clearly state the job title (e.g., Offshore Python Developer) |
| Company Overview |
- Briefly describe the company, its mission, and its values - Highlight the company's achievements and culture |
| Role Overview |
- Provide an overview of the role and its importance within the organisation - Specify whether the role is full-time, part-time, contract, or permanent |
| Responsibilities |
- List the primary responsibilities and tasks the developer will be expected to perform - Include specifics about project involvement, collaboration with team members, and reporting lines |
| Required Skills |
- Detail the essential technical skills (e.g., proficiency in Python, experience with frameworks like Django or Flask) - Mention any specific tools or technologies that are required (e.g., Git, SQL, AWS) |
| Preferred Skills |
- Highlight any additional skills that would be advantageous (e.g., knowledge of front-end technologies, RESTful APIs) - Include any relevant certifications or advanced technical knowledge |
| Experience |
- Specify the required years of experience in Python development - Mention experience in similar roles or industries if applicable |
| Education |
- State the minimum educational qualifications (e.g., Bachelor’s degree in Computer Science or related field) - Mention any preferred educational background or certifications |
| Soft Skills |
- Highlight important non-technical skills (e.g., communication, problem-solving, teamwork) - Emphasize the ability to work in a remote or distributed team environment |
| Cultural Fit |
- Describe the desired cultural fit and alignment with company values - Mention any specific attributes that align with the company’s work culture |
| Location | - Clearly state that the position is offshore and specify any required working hours or time zone considerations |
| Compensation |
- Provide details about the compensation package (e.g., salary range, benefits) - Mention any performance incentives or bonuses |
| Application Process |
- Outline the steps in the application process (e.g., submission of resume, coding test, interviews) - Provide contact information or a link to apply |
| Company Benefits |
- Highlight the benefits of working with the company (e.g., flexible working hours, professional development opportunities) - Mention any additional perks or incentives |
| Equal Opportunity |
- Include a statement about the company’s commitment to diversity and equal opportunity - Emphasize that all qualified candidates will be considered |
Every candidate undergoes verification checks, including employment history and criminal checks.
Based on your specific requirements, our team scores candidates and submits the best to you.
We ensure all shortlisted candidates match the required tech stack, skills, and experience.
Within 7 days, you'll receive a shortlist of highly qualified candidates, saving your time on initial screenings.
We present the top 0.5% who have undergone at least 4 hours of vetting.
Our process simplifies hiring, helping you quickly onboard the ideal developer.
| Stage | Focus | Methods |
|---|---|---|
| Introduction |
- Welcome the candidate and provide an overview of the interview process - Briefly introduce the company and the interview panel - Set a relaxed tone to help the candidate feel comfortable and open - Start with small talk to build rapport |
- Greeting and process overview - Company and panel introduction - Creating a relaxed environment - Building rapport through small talk |
| Cultural Fit Assessment |
- Evaluate the candidate's alignment with the company's values and culture - Ask situational and behavioural questions about cultural fit - Discuss the company's mission, values, and work environment - Assess how the candidate's values align with the organisation |
- Situational and behavioural questions - Discussion of mission and values - Evaluation of values alignment |
| Behavioural Questions |
- Assess the candidate's past behaviour as an indicator of future performance - Use STAR (Situation, Task, Action, Result) method - Ask about specific experiences that demonstrate teamwork, adaptability, and problem-solving skills - Focus on scenarios relevant to the role and company culture |
- STAR method - Experience-based questions - Focus on teamwork and adaptability - Role-relevant scenarios |
| Role-specific Questions |
- Dive deeper into the candidate's technical skills and experience - Discuss specific projects, challenges, and technical decisions - Evaluate how the candidate's skills align with the job requirements - Use case studies or hypothetical scenarios to gauge expertise |
- Technical skill assessment - Project and challenge discussion - Skill alignment evaluation - Case studies and hypothetical scenarios |
| Values Alignment |
- Discuss how the candidate's personal values align with the company's mission and goals - Ask about personal motivations and career aspirations - Evaluate the candidate's commitment to long-term growth and contribution to the company - Assess compatibility with the team dynamics and leadership |
- Values alignment discussion - Motivation and aspiration questions - Long-term commitment evaluation - Team dynamics and leadership compatibility |
| Team Fit and Collaboration |
- Assess how well the candidate would integrate into the team dynamics and collaborate effectively - Discuss previous experiences working in teams and leadership roles - Evaluate communication skills and ability to resolve conflicts - Ask about preferred working styles and interactions with peers |
- Team dynamics assessment - Experience in team and leadership roles - Communication and conflict resolution evaluation - Preferred working styles and peer interactions |
| Q&A and Candidate Questions |
- Allow the candidate to ask questions about the role, team, and company - Provide honest and transparent answers to candidate questions - Evaluate the depth of candidate research and interest in the company - Encourage questions that reflect genuine curiosity and engagement |
- Candidate Q&A - Transparent answers - Research and interest evaluation - Encouragement of genuine questions |
| Conclusion |
- Summarize key discussion points and reiterate the next steps in the hiring process - Clarify timelines for feedback and decision-making - Thank the candidate for their time and interest in the opportunity - Express enthusiasm for potential future collaboration |
- Summary and next steps - Timeline clarification - Thanking the candidate - Enthusiasm for future collaboration |
Choose your preferred developer from the top candidates we've presented.
Our process ensures your developer is onboarded and ready to start quickly.
We handle international employment laws, payroll, and administrative tasks, so you don't have to.
Our Customer Success Team provides continuous support - speaking with your developer on a regular basis.
We conduct regular feedback calls to maintain open communication and ensure you are getting the value you require.
Our team is available around the clock to address any issues, ensuring uninterrupted progress and development.
Smart Working is dedicated to providing long-term solutions. We don’t just find someone for a short-term need; we aim for placements that deliver value for years. Our process is risk-free, and we’re committed to your success.
We exist to support our clients for the long term.
Developers work your hours and are fully integrated into your team.
Continuous support to ensure you get the value you want.
With Smart Working, you can be sure to hire offshore Python developers with a great level of expertise and readiness to work on your project. The strict selection process, complemented by a passion for customer satisfaction, guarantees you the best specialists in seven days.
Book a consultation with our experts today to start your hiring process. This guide is compiled from our real-time hiring experiences, with years of expertise in offshore recruitment. We vet over 35,000 applications monthly, ensuring that our clients get the best candidates for their needs.
By following this structured approach, you can optimize your hiring process and secure top-notch offshore Python developers when you hire offshore Python developers to drive your projects forward.
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