How NOT to Hire Remote WordPress Developer Team

Digital marketing agencies, small or big, prefer to use WordPress to build client’s websites. Why WordPress? One may ask. 

It is a flexible, extensible CMS used to build websites in categories of a portfolio, media to corporate, and more. I will not add all WordPress related stats here because you already know it. WordPress is awesome, and we agree on this, right? So, let’s jump to the core of the topic.

You already have a Worpdress developer in-house, and you want to extend the team’s technical capabilities or balance the workload. In addition, you want developers to wear multiple hats. Unfortunately, a single, typical WordPress developer cannot handle all aspects of web development. 

Web development itself has two major parts, front end and backend development. Though tightly coupled, these two parts demand their own expertise. Additionally, it would help if you had a tester and web designer (you secretly want your designer to handle all types of graphics, and a little bit of video editing skill is great).

So, to handle increased workload (it’s a good thing, it means you are getting more clients, your business is growing), either you can build your in-house team. For example, a backend developer, web designer, and a tester, or you can hire a remote team that can handle all or at least development and testing responsibilities.

There are pros and cons of the in-house and remote WordPress development team, and you must have gone through those. You are intrigued by the remote team option but not sure how to hire the RIGHT team.

Hiring a remote development team comes with its advantages. First, your vendor maintains a pool of expert WordPress developers; they are trained and in front and backend technologies (HTML5, CSS3, JavaScript, jQuery, and PHP). Plus, they can be trained for digital marketing and SEO fundamentals, which will be the best scenario. 

Different countries have different employee contracts combined with resource pools, which gives resource stability and easy handovers. 

Sounds tempting? It is. But there can be a catch. If it feels too good to believe, then generally, it’s not. There are a plethora of articles online on how to hire remote employees. So, here we are giving the 2 most important things not to do while hiring remote employees or teams.

Price Tag (Lower or Higher)

Higher hourly rates do not necessarily yield high-quality output, and low hourly rates might have hidden costs that end up in comparatively bigger bills. Marketing agencies that are new to this may fall prey to the super-low hourly rates.

Yes, cost calculations matter; but you should not hire a remote WordPress developers team to save a small chunk of the budget. If you extend your team, it will handle the increased workload or surges better. Along with hourly rates, you should check code quality, company culture fit, communication methods, time zone compatibility, team members’ ability to learn new things fast, and more. 

In short, all the values you look for in in-house team members should strive for the same in a remote team. They are not outsiders; treat them like your in-house team member.

Before going into a contract solely based on lower pricing, you can ask for a POC or a small paid project to verify the required parameters. Then, once you are satisfied with the quality of work, discipline, timely delivery, culture fit, you can go ahead and sign the contract.

Outsiders

The “Remote” word itself sometimes evokes alienated feelings. Most of the time, remote teams are treated as code writing factories. The issue is that remote service providers also market themselves as such factories. 

One may not find this an issue as it does not create a problem in the initial phases. But over time, this isolation and alienated feeling take over and hamper throughput and the remote team’s morale.

You need to treat them as your in-house team and expect the same values from them. Try to involve them in your team activities, keep them in the loop wherever required. Try to engage with them; in short, do not make them feel alienated. Remember that you are hiring them to solve your pressing development workload and resource stability.

There is a good amount of resources available over the internet which talks about hiring the best remote team or developer. In addition, they talk about writing a good job description, how to advertise jobs, and more, but I see that the two points given above are generally ignored. I hope that this article helps you in your process and it if does, let us know in the comments. 

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