Proficiency & competency: How we source and vet our developers
For Employers

February 15, 2024

Proficiency & competency: How we source and vet our developers

When the usual means of identifying tech talent are failing, a new perspective is needed. At Index, we’ve built robust sourcing, vetting, and assessment processes after thousands of technical screens. 

Our goal is to identify the best practices for vetting brilliant candidates and make sure the shortlisted ones are as good as billed, can fit perfectly into your software development guild, and can love to work remotely and long-term for great projects like yours. 

At Index, we match untapped remote software engineers (Full-Stack, Frontend and Backend Developers, QAs, UI/UX designers, Data Engineers, Project Managers) with projects at some of the world’s leading startups and enterprises. Every time we assign a software expert to a project, our reputation is at stake. We simply can’t afford to fall short and provide bad matches. 

Overcoming sourcing challenges

You finally decided to switch to remote work, but hiring remote global tech talent can be tough. We know it’s tough, we’ve done it from the very first day of our inception. So how do you make sure a remote software developer prospect has the skills that can magnify your engineering power?

Well, the ultimate SOURCING is the answer. 

Bypass the early stages of hiring by accessing's carefully vetted remote tech talent today ->

Eugene Garla, VP of Talent

Since we are unable to rely on typical signals that would help us to determine if a software engineer is a good fit for our clients, we’ve developed a sourcing system that provides us with top-level candidates that have the right skills in all areas critical for remote work success. We’ve designed an intelligent infrastructure that applies the data-driven methods when going deep into a planetary pool of talent to search for the most qualified remote software developers. 

“At Index, we worked with a bunch of tech experts from different countries. Based on our experience, there is not a single place that would deliver G-O-A-T developers. However, if we refer to our platform, there is a Balkan & LATAM hegemony. Our top-ranked devs come from such countries as Serbia - 19%, Northern Macedonia - 13%, Ukraine - 15%, Brazil% - 14%, Bosnia - 11%, Romania - 7%, Albania - 3%.” - Eugene Garla, VP of Talent 

image representing a map of several countries: Serbia, Ukraine, Brazil, Northern Macedonia, Bosnia, Romania, Albania
Countries with top ranked devs

Sourcing developers from software engineering hotspots is our utmost priority. 90% of our top-performing software engineers come from the Balkan, CEE, and LATAM regions. These regions are well-known for their vibrant and vast pool of talent, and is no surprise that for the fifth month in a row our best engineers come from: 

  • Brazil - #1 largest talent pool in LATAM, as well as an innovative startup scene.
  • Serbia - placed #5th on worldwide developer rankings
  • Ukraine - 2nd largest IT outsourcing location in Central Eastern Europe
  • Northern Macedonia - competitive outsourcing country for certified IT guys
  • Romania - strong advantage in the variety of foreign languages

Partner with and onboard high-performing software engineering rockstars now->

Core to our approach is a highly structured sourcing that incorporates sophisticated assessment as well as detailed, in-person “fit-in” interviews with developers that have successfully passed our expertise examinations on the tech stack and job role they pursue. 

“Sourcing is all about transforming technical challenges into full-time and fully remote job opportunities. Most of the developers we source at Index come from the CEE, Balkans and LATAM countries. High developer rankings, high-quality technical education, and a decent level of English, are just a few of the reasons why we pin our developers on these talent maps.” - Ariadna Bivol, Director of Sourcing & Vetting

All our pre-screening checks are intended to help determine whether a candidate has the right experience, skills, and capabilities to perform basic tasks, manage projects, and people, or even lead projects from conception to completion. But, there’s a level of complexity beyond that. At the project level, we’re trying to determine if the prospective candidate can contribute to an already established infrastructure, both technically and methodically. 

Implementing a robust vetting process

Vetting tech talents is an integral part of the recruitment process. It helps you evaluate if the selected candidate fits the job and decide if you can proceed further. 

At Index, we’ve designed a multi-level vetting and screening process that is first run by Index and then by our clients. It combines an in-depth grasp of the potential candidate’s mindset, tech expertise, and remote work performance with an inch-perfect understanding of each project’s DNA.

Ariadna Bivol, Director of Sourcing & Vetting

“For hiring top-performing developers, you have to put your search on different talent maps, test new markets, and leverage community referrals. This will enable you to find really talented individuals that can thrive on any team. First and foremost, vetters should have an unlimited “professional curiosity” to be aware of all the ever-changing trends in the tech recruitment industry and a “great-just-isn’t-enough” mindset.” - Ariadna Bivol, Director of Sourcing & Vetting

Our vetting process is tailored to evaluate candidate’s qualifications and eligibility and eliminate unqualified candidates from the pool of applicants, through:

  • Background checks 
  • Screening interviews
  • Technical assessments
  • Availability for hire 
  • Culture fit 
  • Time zone overlap
  • English level

Looking to hire high-performing software engineers for your project? Don’t put it off any longer ->

Get to know more about the calibre of developers you can assign with Index. 

The screening includes the interview process, test tasks, and code reviews. Every developer at Index is assessed for programming languages, frameworks, data structures, algorithms, system design, tech roles, and more. They also go through a series of questions regarding project impact, engineering excellence, communication skills, and career path. 

The grasp we get after running those assessment processes, allows us to have a clear understanding of a developer's mastery of a specific type of coding, say front-end or back-end development, mobile development, or database design. 

We do have a call interview, where we test developers based on actual skills / self-reported experience. It allows us to screen for things that we find are very hard to test for, such as communication ability and critical thinking and validate the candidate. 

As a result, only the top 5% of applicants go through, which means that every software engineer we pair is guaranteed to be the best in terms of qualifications, quality, and performance.

Selection of top 5% developers

“Vetting a developer is a discoverer journey - you just have to search the unsearchable and find those hidden gems that could become valuable assets in any team and for any role or industry. Developer’s determination, drive, curiosity, ability to follow trends and take ownership of work - all can contribute to their chances of being picked by us and pitched to the companies.” - Eugene Garla, VP of Talent 

Our vetting managers handpick every candidate that is suggested to the clients.  Once all terms are established—availability, salary, profile quality— the developers are shortlisted for the job. Then, if they’re chosen, they’ll meet with the client for the two-stage job interview. Read more about hiring software engineers at different levels

That’s it! Now you have a better understanding of how Index sources, screens, and assigns its army of top-performing developers. 

If you want to hire high-qualified engineers and get your hiring right, let Index be your partner today->

Index will help you improve the quality of the applicants you’re reviewing while reducing the chances that you hire the wrong dev.