How to Hire the Best Virtual Team in 5 Steps

If you’ve been watching the latest trends, you know hiring in-house is becoming increasingly difficult. Companies are looking at skill gaps, especially in in-demand areas such as AI/ML, IoT, and Data without knowing how to address them. 

Another problem is the cost of home-based software development. Like any tech leader, you likely want to keep expenses in check while maintaining the high quality that only experienced developers with industry-specific expertise can deliver.  That’s why virtual teams have become a go-to solution – likely why you’re here now.

Since 2008, we at nCube harbored solid experience helping 120+ businesses hire virtual teams and tackle the challenges of talent shortage and exorbitant cost of software development among other pressing issues. We’re here to help you do the same. In this post, we’ll walk you through the 5 essential steps to bringing a virtual team on board. Let’s begin!

Step 1. Define the model of hiring a virtual team

When it comes to how to build a virtual team, you have several options. You can recruit directly, hire off freelance platforms, or partner with a provider. We believe that the last option is the best way to hire a virtual team, but let’s review each one to give them due diligence.

Direct hiring: This model assumes sifting through tons of CVs, meeting candidates who may not be the right fit, let alone maintaining a separate HR team to oversee the process of interviewing and onboarding. Filling a software development role can take months, and it’s often challenging (if not impossible) to find the combo of skills your project requires. 

Freelance platforms: While hiring through a freelance platform might seem convenient, it’s rarely ideal for long-term projects. Miscommunication, inconsistency, and as a result – foiled deadlines can wreak havoc on your project. Moreover, you’re still responsible for interviewing, onboarding, and vetting candidates — something freelance platforms usually don’t handle.

Hiring a virtual team through a provider like nCube: We believe that this is the best solution to add skilled software engineers, and here’s why: 

• A rigorous screening procedure: To ensure you get the top 1% of talent in your chosen tech hub, we offer a 4-step vetting process. This includes an HR interview, a tech skills screening, a soft skills check, and an English proficiency test. Only those who check all the boxes are introduced for client interviews.

• Rapid team formation: We can provide you with a candidate within 24-48 hours of receiving your request. This is a significant boost of speed when you need to launch the project fast.  

• Full integration: When you hire virtual team with us, your newly added team members will be fully integrated into your company. You can consider your virtual developers as part of your company — and they’ll become just that. Many clients go as far as sending branded welcome kits and displaying company banners in their remote offices. We handle seamless onboarding and act as a bridge between you and your team.

• Cost-efficiency: We find candidates that align with your budget, primarily from cost-effective talent pools beyond North America and higher-priced parts of Europe. The average hourly rate for software development is around $45 in Latin America and $35 in Central and Eastern Europe, compared to $80 in the US. This can make a significant difference for a company, especially for a startup.  

Step 2. Define a location for your virtual team

Where do you want to hire a virtual team? It’s best to start by defining a location for your remote branch. Several factors can influence this decision:

Time zone: Do you need to be fully in sync with your virtual team, sharing 5-6 business hours, or are you okay with a significant time zone difference and more asynchronous collaboration? Eastern Europe and Latin America are solid choices if you want to work with minimal or no time difference.

Cost: Developer rates tend to vary, even within the same region. For instance, software engineers in Colombia charge less than their counterparts in Chile or Brazil. Understanding cost differences can help you make a budget-friendly choice.

English proficiency: If you’re looking for software developers with fluent English, consider countries like Argentina, Poland, Hungary, or the Czech Republic, where you’ll find engineers with impeccable English skills. 

At nCube, we have a presence across CEE and LATAM and are ready to help you hire a virtual team in the tech hub of your choice. 

Step 3. Define the structure of your virtual team 

Moving on to the next step, what kind of skill sets are you looking for? What kind of person do you want to see on your team when it comes to the culture fit? Are you considering a solo developer or do you need a full-fledged solution, including a team of software engineers, QA experts, plus a Project Manager? And when it comes to the team structure, would you prefer a remote team vs a virtual team? It might seem like just a matter of semantics, but it can impact the team’s setup, such as reporting lines and overall management.

Moreover, we’re equipped to cover a wide range of expertise, from generic technologies to in-demand skills and rare expertise. For instance, we recently hired a virtual team of Senior AI Python engineers with a Biotechnology background and sourced a Delfi engineer from an aircraft factory for a Swedish client.

At nCube, we aim at what works best for you. That’s one of the biggest advantages of virtual teams – you can add any competency you miss within your office walls. 

Step 4. Interview your potential virtual developers

When you hire a virtual team, you want to know exactly who will be working on your project. With a provider like nCube, you’ll meet each potential candidate personally after we’ve put them through a scrupulous screening. With us, you will be a part of the candidate approval process, so you can be confident in the virtual team members you add to your team. 

Each role is handled by an HR expert who will dive into the pool of software engineer candidates looking for ones that match your requirements in the best way. Afterward, our internal tech specialists will conduct interviews with all candidates. You will only meet those who are a great fit for your requirements, including tech skills, soft skills, and English proficiency.

After conducting interviews, just tell us whether or not you’re ready to hire a candidate for your virtual team. If not, we’re happy to keep searching until we find the right person for you. This way, you skip the long search and get the talent you need.

Step 5. Launch your virtual team

Time to seal the deal with the candidates you’d like to work (and succeed) with. The team members will kick off on the agreed team launch date. Congrats, you’ve hired your virtual team!

On our side, we’ll have your back when it comes to making onboarding as effortless as possible. From setting up a virtual workspace to ensuring they have all the tools they need,  we’ve got it covered. Our HR, Finance, and Account Management teams are also on cue to keep everything running smoothly and ensure your new team members integrate without a hitch. 

Now, you might be wondering how to manage virtual teams in the best way. Don’t worry, a personal Account Manager will always be ready to help you navigate this process smoothly. 

And remember, a virtual team doesn’t always have to stay “virtual.” We actively support and encourage our engineers to visit clients for kick-offs and Boot Camps, creating opportunities for real-life bonding. Our office manager takes care of everything – from routes to tickets and hotels.

Ready to get started? Contact us, and let’s build your virtual team!