Demand to hire React developers with lots of experience has exploded in the last decade as many companies all around the world have implemented it into their software. The problem is that, particularly with companies with small and inexperienced tech recruiters, many mistakes are made while interviewing and hiring these developers.
Because of this, we created this summary of everything you should know about React as a tech recruiter: from what is it, the differences with React Native, how to select the best candidate for the job and how to find and hire React developers remotely. Let’s start
What you should know about React as a recruiter
React.js (or just React) is a relatively recent open-source library from Javascript more commonly used in web applications from the front-end side (like in user interfaces).
Be aware that React.js is commonly misconceived with React Native, its mobile counterpart. React Native is a React library more optimized for mobile gadgets like smartphones and tablets. They are quite similar in aspects such as their structure principles and DOM manipulation algorithms and since both are Javascript libraries but they do have great differences.
But why is it so popular?
React is particularly versatile. Its main perks and advantages are:
- it is open-source: transparency and a large community of experienced developers
- great performance: faster load times due to its use of virtual DOMs
- large documentation: due to its popularity and open-sourceness, there are tons of documentation about it
Because of this, several big tech companies such as Netflix, Imgur, Feedly, Airbnb, and Walmart have begun using it and now it’s a crucial part of their tech stack.
How to choose the best candidate?
This depends a lot on the profile and seniority you and your team are looking for!
For junior roles (up to 2 years of experience), you should be looking for either previous experience as an intern at a company or personal projects (like having used it to build web applications such as forms in websites and eCommerce platforms) in their portfolio. They should be comfortable with the basics of not only React but also HTML/CSS
For senior roles, you must look for not only a basic understanding of how to code in React but also a great understanding of multiple front-end frameworks and experience with complex tasks and large projects.
Ideally, more senior developers should also be able to provide assistance to junior or intern team members, so experience in managing teams and younger developers can be a huge plus.
How much should you pay for remote React developers?
According to research by PayScale, these are the hourly rates in USD for developers working in their respective local companies all around the world.
| Region | Hourly Rate (USD $) |
| USA | $35.33 |
| United Kingdom | $31.72 |
| Australia | $26.94 |
| Germany | $24.72 |
| Eastern Europe (the amount shown is for Ukraine) | $14.01 |
| Africa (amount shown is for Uganda) | $7.78 |
| Latin America (the amount shown is for Brazil) | $7.59 |
| India | $6.48 |
| Asia (the amount shown is for The Philippines) | $4.01 |
With this table, it’s clear to see how much companies from the USA, Canada, and Western Europe can save by hiring developers remotely, particularly in regions like Eastern Europe, Africa, and Latin America.
Where to find and hire React developers remotely?
You have several options in terms of recruitment: from recruitment agencies to job boards, active recruiting with LinkedIn, and talent marketplaces. They all have their pros and cons, so we will go over them all here.
Recruitment agencies are a great choice when you want experienced recruiters with deep knowledge of the region in question but can lack in terms of the volume of candidates and not knowing deeply the intricacies of the job and the company that wishes to hire that candidate.
Job boards like Indeed are essential when you just need both a careers hub with every job opening at your company and key info about the organizational culture at the same place but they lack the interaction with candidates that LinkedIn recruiting and talent marketplaces can offer.
LinkedIn can be a great tool for actively going after the perfect candidate based on their profile on the platform. It also shows the developers that you and the company are heavily interested in interviewing, saving them the time to find you and apply for the job. The problem is that using Linkedin filters can be hit-and-miss: they don’t actually get screened so there’s always a chance of profile misalignment.
Finally, talent marketplaces are platforms where companies find, connect interview and hire top talent. Features may differ from the options available, but most of them have specialists screening and testing candidates’ experience and skillset before sending them to your recruitment team. GeekHunter is one of the main options in Latin America. If you want to learn more about us, click here.
Which is the best hiring model?
Choosing the best hiring model is crucial, especially if you are part of a small organization and want to cut down on the costs of hiring. All of the models listed have their pros and cons, and we will do a summary of them below.
- Full-time employee: the best choice when you want to create and develop a software engineering team with a long-term vision albeit with a significant increase in cost and bureaucracy, especially when dealing with team members from all around the world.
- Contractor: a great middle-ground between full-time employees and freelancers. You can have experienced developers working at your company long-term but without all the bureaucracy and taxes that come from hiring them full-time. The biggest con is that usually developers ask for compensation since they aren’t as protected by labor laws as full-time employees.
- Freelancer: great choice for one-off shorter projects since there are no big long-term commitments in terms of salaries, future compensation, or perks. One of the biggest problems that may arise is the lack of communication since developers may be working on multiple projects at once.
- Outsourced: an alternative when you want an experienced team quickly from the get-go but can raise potential issues long-term, like ones related to communication, transparency, no deeper understanding of the business model or product from the developers, and increased cost of maintaining the outsourced team.
If you are planning for long-term investment in your team in the form of hiring your candidate as a full-time employee or contractor, Oyster, one of our partners, is your best choice when it comes to managing contracts and payroll in a remote and global team. Sign up and try their product for free by clicking here.
Hire React Developers with GeekHunter!
As you can see, there are several reasons to hire React developers remotely. We hope this article answered some questions you and your team may have.
If you are looking for a React developer right now, click on the button and fill out the form to contact our team! We would be honored to help you create the ultimate tech remote team.
