Posts tagged "hire developers"

Make Application Development Easy With Quasar Engineers

Modern technology makes our lives easier. Our processes are becoming simpler by using different tools. One such tool that eases our worries is the Internet. It builds connections and makes us reach people. Currently, there are approximately 4.39 billion users who use the internet around the world, and this proves how vital it is in helping communicate and exchange information. Businesses have banked on this opportunity by relying on the internet to build connections with customers. For example, through applications.

Businesses communicate with their clients through the web and different applications. Customers gather information about the services, contact the client through mediums – leading to business transactions. Therefore, the web & mobile industry has been climbing to the top. Since web and mobile applications ask for different techniques, there are ways through which applications can be designed to target both web and mobile users. It assists in entering and grabbing hold of cyberspace with applications.

One such way is to use the Vui.JS framework, a front-end framework. It allows developers to build responsive web applications. Moreover, you can view these applications from any screen, whether it’s a desktop or a mobile. Along with SPAs (single-page applications), they copy the behavior and performance of domestic mobile applications. Ultimately making the interface look attractive and providing the user with premium service.

Vue has met new frameworks that provide a better experience in developing cross-platform web applications, making them faster than before. The article focuses on the towering Vue.JS-based web application development tools, which is called the Quasar framework.

An outlook of Quasar Framework

An application development framework based on Vue.JS. It allows developers to hasten their development process in cross-platform applications. Moreover, it responds quickly, provides quality to the domestic app web applications and allows the development of mobile applications. Also, you can create both web and mobile applications at the same time, without using a different code base saving extra work.

Quasar is a fresh framework, as it was released to the public in August 2016, it works wonders for the developer community. On Quasar’s GitHub page it has collected 9,835 stars and gathered 194 contributors from the developer community – these are outstanding figures compared to its young age.


Multiple Platform Support:

Quasar grabs cross-platform support from one source code. Developers only need to develop once and can set the application as an effective web application that grants native-quality performance (it utilizes the single-page application, plus progressive web application tech), mobile apps, plus desktop applications (using the Electron framework tech).

Best Practice Compliance

It follows various practices that exist in the industry for developing web and mobile applications, is built to back developers that use the Quasar framework too. It uses minification, grants feature that allow accessibility, utilizes lazy loading to split code, does ES6 transpiling and uses tree shaking. Together, they’re implemented without the developers providing any configuration.

Right-to-Left (RTS) Scripting

Often, languages and frameworks are Left-to-Right (LTR) scripts, they exist for LTR writing systems (English alphabet). But few writing systems read from RTS. Quasar provides RTL scripting to assist the people who rely on this way, so codes are written and read R-to-L.

Enhanced Quasar Framework 

Quasar CLI

Quasar banks on a developer-friendly command-line interface (CLI). It grants desirable features for developers. Quasar CLI is renowned for the state-preserving hot module reload (HMR).  Developers don’t have to refresh/restart anymore, they can edit the code and view the results immediately. It has its error compilation overlay technology and developers do not need to manually refresh/restart the app development servers of Quasar. Quasar CLI is easily installable. It needs Node JS installation on the machine, and it’s easy as a single on the command line:

Npm install -g quasar-cli

Platform Support & Wide Developer

Quasar sits on the top with a responsive developer community – they assist each other. It has an official forum for freelance Quasar developers, a Discord server, an official Twitter account! Talking about platform support, Quasar works with Windows, Linux, and macOS along with famous browsers and common operating systems.

Quasar VS Vuetify

Constructed atop Vue.JS, Vuetify is coming up to pace with Quasar. Hence, it’d be convenient to compare the two.

Quasar stacks at 436 KB while Vuetify is 815 KB – making Quasar light. This allows Quasar apps to load quickly. Vuetify faces backlash from the developers’ community as it lacks detailing in several of its functionalities, it asks for edition on the inner workings. Whereas, Quasar’s documentation is appreciated for being competent. Moreover, if you’re strict with adopting the principles of material design then Vuetify is tailored for your needs (proving minimum customization) whereas Quasar grabs material design as an option but allows customization.

It seems that Quasar takes the win here! Owing to its outstanding features, the Quasar wins by a considerable margin.






An Effective Guide to Hiring Software Developers in a Candidate-Driven Market

It is no easy task trying to recruit software developers in the current market. Due to the shortage of talent, it’s certainly not getting any easier. This article is going to provide some advice on how to conquer the candidate-driven market.

  1. Understanding the Developer Tech Market

Generally speaking, the unemployment rate for developers is at an all-time low. The latest study in the US showed that the unemployment rate for software developers was down to 1.3%. Each tech candidate in the US has an average of 4 jobs to choose from. When looking at San Francisco City, there were 10,000 vacancies that come under this engineering criteria. In the same area, there were only 1,400 receptionist jobs and 600 postings for non-technical positions.

  1. What does a Recruiter Do?

One could look at the Law of Diminishing returns to look at the requirements of a recruiter. The law simplified means that the greater the input, the lower the output. So, a recruiter actually needs to reduce the number of emails, calls, messages, etc. in order to find tech talent. A recent study showed that to recruit one developer, you should contact 20 quality candidates instead of the 100 you would be tempted to reach out to.

Rather than sending a general message to every potential candidate, a recruiter should focus on personalized communication with a select few that meet the needs of the business.

  1. Learning How to Source Candidates Correctly

 Put yourself in the candidate’s shoes and ask yourself “what’s in it for me?”, essentially, how is this candidate going to benefit from working at this company rather than where they are now.

  • Be specific. Tell them straight away what they have the chance to work on, the learning opportunities, and the future they could build within the company.
  • Don’t try and do it alone. You are a recruiter; don’t try answering tech questions when it’s not your field. Make sure you have the right people at hand to talk to candidates. You may need an engineering manager or if you are recruiting senior developers, general managers or CEOs.
  • Less is more. Focus your attention on 10 extremely well written and personal emails instead of 100 general emails. Your contact must be personalized, which includes understanding the progress they have made in their careers so far.
  • Keep it short and sweet. LinkedIn statistics show that messages and emails with less than 100 words tend to get more responses than those with more than 200 words.
  • Be helpful. Don’t just talk about the job. Ask candidates if they have questions or doubts. Clear up any myths about the company that can be found online.
  1. Keeping the Candidate Engaged

Give the candidate a chance to talk about what drives them. Find out the things that you can’t read on their curriculum. Ask them what they want to talk about. Your candidate needs to feel like they are valued and it’s important at this stage to make a connection.

It is necessary to be honest with the candidate, particularly with the feedback you provide. Show that you appreciate the achievements they have made in both their professional and private lives.

  1. Back your Candidate during the Hiring Process

Part of the role of the recruiter is to make the candidate believe in themselves. They need to feel that they have your support throughout the hiring process. Talk to them about what to expect and each stage and anything they should watch out for. Hiring tech talent is a long process and you don’t want to leave them along the way. Keeping them informed prevents the feeling of not knowing.

It is necessary to assess the candidate on their relevant skills. Their curriculum may have a range of skills and qualifications but try to focus on those that will be used in the job.

Understand what they are looking for to improve their current situation. Some people want more money, but there are many others who would like improved working conditions like flexibility or an alternative location. Boredom is also another reason for a candidate to look for another job. It is necessary for you to actively listen to what the person is saying.

Be completely honest about the compensation and what is required of them. Also, ask what they are expected in this area.

  1. Closing the Offer

This is the final chance for the recruiter to appreciate what is important to the candidate and to emphasis how this job is going to benefit them. It is the moment to address false myths about the company and provide the right environment for the candidate to say yes.

Don’t just focus on the financial benefits. In many situations, a developer is more interested in the tasks they will have, the culture they are working in and the work-life balance. Developers are interested in professional growth; show them the potential in this company.

Even if you have done everything in your power, there will be times when a candidate says no. It’s important not to take this personally and to respect the decision of the candidate. Try to use it as a learning opportunity and always leave the candidate with a positive image of the company.

  1. Everyone Should Play Their Part

While you might be tempted to take on all of the responsibility of hiring, this will often work to your disadvantage. Make sure your hiring manager is involved. Finally, don’t just rely on the Internet for resources, as there are still a number of people who avoid social media. Attend meetups, conferences, and hackathons in order to actively seek new talent. or take the easy way and work with a staffing company to find the right employee.




How to Hire a Mobile App Developer in 9 Steps

It is natural that one day you are going to need a mobile app developer considering just how many apps there are today. While there are plenty of developers you can hire, it is important for you to hire one that suits your needs. We are going to provide 9 simple steps to help you make the right choice. We will also give a little more information on how much it could cost to hire the right developer.

Step 1. 20 key things to consider before you start

  • Is your app for iPhones or Androids?
  • Are you looking for someone who can programme on both platforms?
  • What languages does your programmer need to know? Java, Objective C, Swift?
  • Will C++ knowledge be an advantage?
  • Do you prefer that the developer can work with cross-platform development?
  • What kind of apps will the developers be working on?
  • Do you already have a desktop version/web-based software?
  • Will you integrate GPS or similar mobile technology?
  • Do you just need someone who can create a mobile version of a website?
  • What sort of work will your developer have to carry out?
  • Is there a particular tech stack you would like them to use?
  • What field will the developer be working in? Should they be familiar with finance, education, etc?
  • What is your budget?
  • Is your budget realistic? Have you looked at the income of various developers?
  • Do you have a deadline for your project?
  • Do you know when you want to hire the candidate?
  • Do you have other requirements, for example, testing abilities, experience with certain libraries, Android’s open-source ecosystem or continuous integration?
  • Which version of Android does your developer need to know?
  • Does your developer need experience with certain platforms like Apple Watch or Apple TV?
  • Are you going to publish the app on Google Play or the App Store?

Mobile app development isn’t the same as app development for other devices. Each wave of new apps provides users with improved features. Candidates should be familiar with UX (user experience) and UI (user interface). Whether it’s for Android or Apple, there will be guidelines that must be followed.

A huge part of your success boils down to the correct UX/UI. Apps today have to be more than just good code. With millions of apps on the market, yours needs to stand out in order to get people to download it. Not only does it have to look great, but it also has to function well. When somebody uses your app you want them to have an amazing experience, rather than just uninstalling it.

Basically, you need a developer who can create a fast, attractive, easy to use app, and within your budget.

Step 2. Writing the job description for a mobile app developer

Your job description needs to be appealing in terms of work and your company. Expectations must be clear with no room for misinterpretation. You only want to include what is necessary. It is a good idea to describe the ‘must-haves’ and ‘nice-to-haves’. This is the first impression potential candidates see of your business, so it has to be error-free and accurate. We suggest your tech team or engineers review the advert to make sure you have included all the necessary requisites.  Including things that aren’t true or incorrect will only cost you in the recruitment process.

Step 3. Choosing the right place to put your job advert

You want your post to be in as many places as possible in order to reach the maximum number of potential candidates. We have a few options below but this is not by any means the only way to source mobile app developers:


You never know unless you ask!! Speak to friends and family to let them know you have a position available. Ask them if they can share it on their social media sites. The same goes for your development team. They may know of a fellow developer that is looking for work.

Recruitment marketing

There are Facebook groups and LinkedIn profiles that you can look for, even job boards such as and are worth checking out. Conferences, hackathons and meetups are becoming more and more popular. If there are any local to you, you can visit them.

Mobile developer communities

There are various specialized online directories (They Make Apps) and job boards (Get Apps Done) that will help you find app developers. Also, some of the best places to look are on forums. For iOS developers, try iPhoneDevSDK or MacRumors. If you are looking for an Android developer, look on Android Forums or AndroidPit.

App stores and GitHub

If you are ready to take it to the next level, look at similar apps to yours and contact the developer directly. You could also enter GitHub or GitLab and search for keywords related to your app. You may find codes from developers who could be ideal candidates.

Step 4: Understanding the developer’s salary

There will be quite a difference in salaries depending on the skills and qualifications.

There is only a slight difference in the pays between iOS developers and Android developers. The problem is, there are a lot more Android first developers than iOS first developers, in fact, around twice as many. Therefore they will be more difficult to find.

That being said, if you are making an app for the Apple Market, you need an iOS developer. And if you are making an app for Android, it is only logical that your search for an Android developer.

Step 5. Create a standardized coding skills test

Ask one of your team members to create a test for candidates based on similar skills that are required for the job. The test will filter out candidates with the specific skills needed for your position.

If there isn’t anyone available to create a test, there is a range of software that can help you build a test depending on the level of difficulty and the time you allow. Some software will also calculate results for you to easily read.

Step 6. Analyzing your applicants

This is where the fun begins. You start receiving CVs and so it is time to begin reviewing and narrowing down your options. A mistake in this step can cost you thousands (with no exaggeration), so it is crucial to get it right.

When looking at CV’s, make sure you only focus on those who have the skill sets you require (unless you see an extraordinary potential candidate) and experience. For developers, what is more important than a CV, is a portfolio. A portfolio allows you to see actual examples of the developer’s work. Telephone or video interviews are an excellent way to reduce overheads while getting to know more about your candidates.

Aside from skills, you need to ensure your candidate is a fast learner. It would help if they are keen on learning new skills because of the speed at which the software development industry moves. Communication and the ability to work in a team is also essential.

Step 7. Technical screening

As we have mentioned before, it is necessary for you to implement some form of coding test in the interview process. You might receive hundreds of applications and there is no time to interview each one.

A pre-screening test gives you the chance to see that a candidate’s CV matches their actual skill.

You may also want to prepare a set of questions to ask in the interview. The questions, like the coding test, have to be relevant to the job and with the same degree of difficulty. If you are not familiar with software development, ask a team member for their input.

Step 8. Non-technical screening

While we put a lot of energy into looking for the right skill set, we often don’t put enough importance on soft-skills. You need to learn about a candidate’s experiences and behavior. Generally, you want to get a feel for the type of person they are and whether they are a good cultural fit for the office.

You might ask a candidate to describe a situation to you or the last time they were part of a significant team project success story. You could ask about their tutoring experience or the project they are most proud of.

Step 9. Technical interviews

This is when your tech team should be more hands-on. It makes sense that one of them perform this part of the interview because they will probably have more knowledge than you.

In the interview, you will want to ask questions like “Can you explain the similarities and differences between Swift and Objective-C?”, “Which iOS technologies will be used in the future?. You could also ask them why they prefer one platform to another or one language to another.

At times, it’s demanding for several organizations to find qualified candidates or develop their recruiting effectiveness with in-house recruiting processes. By partnering with an IT Staffing company, you will be able to eliminate operational costs and still see an increase in efficiency as your staffing agency will help you onboard your new members so you can reduce the costly downtime that leaves your recruit stagnate.


How Much Does It Really Cost When You Hire the Wrong Developer

Some will be looking at this figure through squinted eyes, but it costs an average of $22,750 to complete the whole hiring process of a developer. Costs include advertising, as well as the time it takes to review curriculums, carry out phone/tech screening and hold interviews. Before you start panicking, think about the return on investment. An excellent developer will increase your production, provide the team with innovating ideas and become a key part of the overall achievement of goals. We are going to take a very realistic look at the costs incurred when a new developer doesn’t turn out the way you had hoped, not just financially, but on the team morale.

Calculating the mistake

In can take anywhere from 6 months to a whole year for a new hire to reach their full productivity. We will e optimistic and use 6 months in our example. A good hire will show an output multiplier (the number used to calculate employee profit) of between 1.875 and 2.5. This works out to mean a new developer earning $80,000/year will make a return of between $150K to $200K in profit.

A bad hire will have an output multiplier of 1 (or less if they are terrible!). This implies that in the 6 months that you have had them on your team they will have cost you $40,000 in salary, in addition, you have to consider the half a year of profits you have missed out on., $75,000 and the $22,750 it cost you in the first place to recruit them. The total figure is around $138,750. But it gets worse.

The Butterfly Effect

When it is time to get rid of a bad hire, it has a negative effect on each and every department. HR needs to start the lengthy recruitment process again, which may involve everyone from engineers to managers. Accountants have to rework budgets to include potential legal fees and severance packages.

Leave the financial cost to one side, and think about what it does to the overall atmosphere in the office. Starting over adds work to various departments which means people aren’t spending time on their tasks, productivity falls and it becomes somewhat difficult to achieve company objectives. Now stakeholders are shifting their opinions of your company. The bad butterfly that flapped its wings may have an effect on the business plan for up to 5 years.

Thinking on the positive

It’s harsh, it really is. But you are the drive behind your business and people will follow your example. The bad hire is gone and it is time to focus on not just a good hire, but now an outstanding developer. The trick is to make sure the whole team ais feeling as positive as you are. You really don’t want your excellent potential developer picking up on negative vibes because your recruitment team is bored with the thought of starting again. Follow hiring advice to the T, that way your new hire may be able to recuperate some of the money previously lost.

Recruitment agencies can help you find and shortlist high-quality candidates. Using a staffing agency will improve the quality of candidates in your recruitment process. As we already mentioned, recruitment agencies keep a pool of experienced candidates who are ready for a career move at a moment’s notice. It means that you will only deal with candidates who are carefully assessed and vetted.

How to Get Better at the Difficult Task of Hiring Programmers

Software developers are now a crucial part of most businesses. To maximize your productivity, you must hire an amazing programmer. A weak programmer won’t only prevent productivity, but it can also slow it down. Other staff members, such as engineers, will need to spend their valuable time training and pick up the slack of the weak developer.

Making sure your programming hire is fantastic will enable your team to continue moving forward and the necessary pace. A programmer needs to be able to learn the ropes quickly, pushing the momentum forward. Since the hiring process will inevitably delay your productivity, there is no time for others, Here are some of the ways the hiring process can have a negative effect on your productivity:

  • A massive number of applicants creates a massive number of candidate reviews
  • A continuous flow of interviews can distract your team
  • Interviews that are not up to scratch will take up valuable time from your engineers
  • If different people are performing the interviews there will be a level of inconsistency, creating unreliable outcomes
  • No doubt you will have to reschedule various other things in order to hire new people. To line up one’s diaries, you may also need to delay interviews

Code assessment, while nothing new, is a practical way to filter out inappropriate candidates and therefore improving the efficiency of your hiring process. Companies like Google use code screening as part of their technical screening. It gives employers the chance to see real-world programming skills or the opportunity to witness a candidate’s thought process. Another option is assessment software, using automated code assessments and pair-programming tools. Assessment software is one of the best ways to spot talented hires, and quickly.

Consider these areas for implementing code assessments:


Before your candidates sit down to talk with the engineers, give them a quick coding test. If a candidate can’t handle a fundamental coding task, there is no point in wasting your time, or theirs. You also don’t need your technical team’s input for this, so they can remain focused on their work. It is better for them to be involved once you filtered the potential.

The most important thing is that automated coding assessments allow for consistent pre-screening. It provides standard coding tasks to assess candidates’ skills by automated scores. They can be performed under the supervision f your recruitment team rather than needing your engineers.

In-Depth Assignments

Once your candidate has passed the pre-screening stage, you can raise the bar and give out an in-depth assignment. This assignment can be completed in their own time but it will give them a chance to demonstrate a wider variety of skills and at a higher level. Again, it will be a standard assignment for each candidate, so your results will be consistent.

One option for this type of review is a home-based project. You provide the candidate with a list of requirements for them to finish a project. It is a great method to see how a person handles a real-world code sample. There are some potential downsides. A good candidate might be put off by the time investment they have to make at the interview stage. Also, your development team is going to spend a significant amount of time reviewing the project. This type of project should be used selectively as not to exhaust the interviewer, or scare away good candidates. Those conducting the interview should know the solution. It is also wise to set up a system for everybody involved to track the results.

Alternatively, you can give candidates another automated assessment. It wouldn’t be an entire project, rather, various more in-depth coding assessments. At this stage, you can set targeted challenges to test certain areas that are necessary for your business. From your point of view, this is a way to filter candidates with little effort or time from you.

A comfortable environment is necessary so that your candidates are able to produce the best results they can. From the results, you should be able to see potential talent from just a glance.

Pair-Programming Interviews

By now, you will have used pre-screening and in-depth assessments to narrow your talent pool to the very best. But you probably still need to narrow it down further. It is also probably the stage where your development role needs to step in and add their input.

It is so tempting to try and cut corners in the hiring process in order to save time but each phase is crucial. Some companies even carry out phone screens before interviewees come into the office. This type of screening won’t provide as much information but they are cost-effective. Pair programming while phone screening is an ideal way to examine coding skills without increasing costs. In some cases, they can work so well, you use it instead of an on-site interview.

Pair-programming interviews are real-time live interviews. It is a chance for an engineer to code together with the candidate, working through coding assessments or whiteboarding problems. It is the ideal way for developers to see exactly how a candidate tackles problems.

The Summary

Pre-screening is a great way for companies to filter large numbers of applicants down to quality candidates. From there, in-depth assessments can provide real-world coding assessments and the chance to get a more detailed view of the candidate’s skills. If you want to save time and money, you can try working with a staffing agency. Staffing agencies are an extension of your current HR department. Contracting a staffing agency allows your HR team to focus on the current needs of the department and not have to worry about sifting through hundreds of resumes, updating listings, and scheduling interviews.