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 that can be used to build websites in categories of a portfolio, media to corporate, and more. (Well, the next expected line here starts like “38% of the web uses WordPress… Yada yada yada”). I will not add those 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 are here reading this means you already have a Worpdress developer in-house and you want to extend the technical capabilities of the team or balance the workload. 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 demands own expertise. Additionally, you need a tester and web designer (you secretly want your designer to handle graphic designs too).
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 of WordPress front end and backend developer, web designer, and a tester or you can hire a remote team which 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.
Different countries have different types of employee contracts combined with resource pool can give 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 is a plethora of articles online on how to hire remote employees. So, here we are giving 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 dollar face value of super-low hourly rates.
Yes, cost calculations matter; but you should not hire a remote WordPress developers team just to save few bucks. You should extend your team so that it can handle increased workload or spikes. 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, whatever values you look in in-house team members, you should strive for the same in a remote team. They are not outsiders, treat them like your in-house team member (that’s the second point, it was a quick plug in for that).
Before going into a contract solely based on lower pricing you can ask for a POC or a small paid project where you can verify required parameters. Once you are satisfied with the quality of work, discipline, timely delivery, culture fit you can go ahead and sign the contract.
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 as 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 and if they are providing those you should value them back.
There is a good amount of resources available over the internet which talks about how to hire the best remote team or developer. They talk about how to write 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.