Developers are Screening and Vetting You Too

Developers are Screening and Vetting You Too

The tech landscape today is an odd duck. On the one hand, more people are taking up coding as a profession than ever before. There were 26.8 million developers in the world in 2021, a number which is expected to grow to 45 million by 2030. And yet, we have ongoing debate on a talent crunch, which too is expected to worsen as time goes on.

So, what should you look out for when you’re trying to hire DevOps engineers? DevOps is neither a programming language nor a framework that can be adopted by using SOP templates. Rather it encompasses a wide range of skills, and techniques that are constantly being updated. Here’s what you need to look for when you’re trying to hire a remote DevOps consultant.

In one of our last posts, we posited that part of the reason why companies are having a hard time finding good coders is poor, outdated hiring practices fueled by an ever increasing generation gap and unrealistic expectations. Many of the hiring managers in companies today mistakenly believe they have something (i.e. a job) that developers out there are desperate for.

Nothing can be further from the truth. As hiring remote developers has become the norm, coders too are actively looking for job opportunities beyond their cities and countries. The trend has given job seekers far more bargaining power than they had just a few years ago, and they like to screen their prospective employers just as thoroughly as the latter.

Here are three things that modern millennial and gen-z developers look for when finding their next employer.

Transparency in Work Culture and Operations

Simply writing job descriptions that list out various duties and responsibilities no longer suffices. Instead, the modern developer is looking for what sort of an experience they can expect upon joining.

It’s best to think of your job openings as opportunities for selling your company and what it stands for to prospective employees. Consider adding perks, pictures of the workspace, a few sentences on your brand’s work culture, testimonials from current employees, videos etc in your job descriptions.

Make generous use of social media to showcase what an awesome team and workspace you have! This applies whether you’re looking for in-house employees or if you wish to hire top-vetted remote developers from other parts of the world. Here’s an example. Even though the description is for a content marketer, you can use it as a template when hiring remote developers too.


A Commitment to Purpose and Change

Gen Z and millennial developers want to join companies that resonate with their values and are committed to making the changes they want to see in the world. A global talent survey of 26,000 members by LinkedIn found that most workers today want to take up jobs where they feel their work matters.

However, the purpose is a loosely defined word and can mean different things to different people. While one employee may see purpose as an opportunity to bigger, better jobs, another may think it means making a tangible, measurable difference in people’s lives.

It is best to highlight all versions of the purpose into your employee outreach strategy for maximum effect. Your job descriptions and new hire engagement methods should not only highlight the prospects for internal mobility and skill development, but help them understand what kind of impact their work will have on the people they serve.

Flexible Hours for a Better Work-Life Balance

This is no longer a secret. Any company trying to hire remote developers knows that no one wants to spend any more time on their work than they have to. However, it’s disheartening to see companies continue to either pay lip-service to the idea, if not ignore it outrightly in practice.

A 2018 Deloitte survey even found that offering flexible working arrangements is critical to both hiring top vetted workers. But the definition of flexibility here can be, well, flexible as well. Remote work comes in many shapes and sizes, not all of which will be suited to your organization and its goals.


For example, you can hire remote developer from another country, if your IT system has enough bandwidth to support them. Telecommuting, BYOD (Bring Your Own Device), Co-working spaces, letting employees come to office only if required etc, can all be leveraged to offer developers a more rewarding work experience.

Hiring Pre-Vetted Remote Developers Made Easy

At Muoro, we get coding and hiring. Our team consists of industry veterans who know how to look past resumes and formal hiring protocols to understand who a person is underneath.

Our industry-first Engineer-as-a-Service model uses the latest in AI to sift through thousands of applications to identify key traits, while our tried and tested recruitment and management techniques ensures nothing is left to chance.

Interested in finding out more? Contact us with any questions or feel free to call us for a chat. We’d be happy to answer any questions you may have.