Doing so is like saying caramel is the best topping on all food. It may be great on ice cream or cheesecake, but how about adding caramel to your mashed potatoes?
Let me give you an example.
After passing technical vetting, I interviewed a developer who told me his job negatively affected his marriage.
His boss occasionally asked him to stay late. And he once did so by claiming the company was losing money on a bug he needed to fix immediately. So he stayed after hours working on it and, at 10 pm, he got a text from his wife that said:
"I can't do this anymore.You missed your daughter's birthday, and she went to bed crying. You have to choose what's more important for you - your job or your family".
So there he was, reaching out to us for a new position.
Sending this candidate to a fast-paced startup at a critical growth point would've been a disservice to both, despite the developer's fantastic experience. Instead, we'd match such a company with a candidate eagerly looking for a fast-paced environment. Our current talent was more of a perfect fit for a company heavily oriented towards work-life balance.
On average, when hiring remote developers internationally, our customers save $60K-$100k per hire, all while attracting a bigger talent pool and filling the needed positions faster.
But how can you judge the resume of someone in a foreign country? Someone who works for a company of which you've never heard. Or someone who went to a university you don't know?
These questions are precisely why we don't believe in just looking at resumes. Instead, we also ask candidates to undergo detailed tests in a fully inclusive performance-based hiring process. That's how we collect more than 150 data points on every candidate and use all that knowledge to find the perfect candidate who achieves high performance and long retention at a company.
We de-risk the process of hiring international tech-talent
Finding the perfect match and looking beyond technical skills enables our clients to hire developers who stay with them for years.
This is a matter of understanding your company's unique DNA and needs before matching you with developers. Then, by ensuring the right fit, you make developers happy to work for your company in the long run. And they also go the extra mile to support your growth.
Companies who don't do this often find developers leave after a few months, which disrupts a company's growth and is costly in terms of time and money, also taking a toll on your team culture.
Some companies need developers with excellent communication skills, while others need someone who can work alone, take ownership, and more. Of course, your company needs are unique, so we take the time to get to know what those requirements are and then refer developers to you who, besides being highly technical, are also the right fit for your company culture.
FlatWorld's unique expertise is why a company like Deel, valued at $12 billion, hired 50% of its engineering team through FlatWorld. It's also why we could help Cherre hire 80% of their remote engineering team.
We generate a stream of fully vetted, high-quality candidates to meet your growth needs by working with 100s of recruiters in every role, which virtually means an unlimited supply to satisfy your hiring needs quickly.
We've got your back if this is your first time hiring a remote team internationally.
We can help you every step of the way! From salary ranges to geo recommendations, we assist with every part of the process, including legal advice and payroll.
If you're already hiring internationally, we can help you find the best talents who are the best fit for your needs faster.
Are you looking for top candidates who are a perfect cultural fit to your company’s DNA?
Click the link below to schedule a quick no-obligation call with us. We promise not to bite!We also promise that, even if we don't end up working together, we’ll provide you with three valuable tips to help you recruit remote workers internationally.