Android and iOS developers for Ways
This case study reveals how a Norwegian application development company has benefited from working with remote Android and iOS developers in Ukraine.
The Android developer we hired with Grid Dynamics has helped us successfully complete two large projects. He has also provided the stimulus to professionalize the way we work: you can’t have a sloppy workflow when you work with remote team members. We hired Vladimir when we landed a major project, but didn’t have the internal capacity to complete it and couldn’t find suitable local talent in time. We have had plenty of experience working with freelancers from different parts of the world, and have seen a lot of different behaviors from them.
“The Android developer we hired with Grid Dynamics has helped us successfully complete two large projects. He has also provided the stimulus to professionalize the way we work.”
Benefits of remote model over freelancers
However, when it comes to our Android app developer from Ukraine, any differences in culture have been negligible. We think in a similar way, and the result he produces is always top quality. The remote model has numerous advantages over working with freelancers, one of which is that remote employees work full-time, meaning that you know exactly how many hours they can put in and when you can contact them. It’s just a lot more predictable in this way.
Why Grid Dynamics
From a project management standpoint, Grid Dynamics has performed impeccably. Finding high-quality talent is a difficult job, so we were pleasantly surprised when Grid Dynamics sent us the CVs of really top-shelf engineers: thanks to them, we only needed to choose the absolute cream of the crop. They have also always been fast to respond whenever we contacted them. We’ve been fully satisfied with our cooperation, so we’ve recently added an iOS developer to our team through Grid Dynamics.
Tips
Here is some advice on how to choose the best developers for your project:
- When hiring new people to your team, make decisions based on people skills, not just technical capabilities.
- Put the time in with potential candidates. One interview isn’t enough to work out who’s going to be the best fit.
- Ask candidates about the projects they’re personally proud of or particularly enjoyed working on.
- If you can’t use Agile at full capacity, still try to introduce certain elements of it, such as sprints or story points.
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