React Native is now a go-to framework for mobile development. This is largely due to factors such as multitasking, cost-effectiveness, strong support from Facebook, and so on. Therefore, it is not surprising that many entrepreneurs who strive to build a mobile application hire React Native specialists for this task.
Despite the fact that the number of such specialists is large, and everyone can find the best-matching developer, this process is not as easy as it seems. Sometimes, the search for a necessary candidate may take months. It all depends on the specifics of a project and the required expertise level of a developer. For example, it is much easier to find an entry-level specialist than to hire a qualified developer for a serious project. Are there more pitfalls along the way?
First things first
First of all, you need to understand which expertise level a specialist should have.
There is a generally accepted division into three levels of advancement: Junior, Middle, and Senior. Sometimes, Trainee (a level before junior) and Guru (a level after senior) are added too. Although programmers can call themselves whatever they want, it is possible to determine the real expertise level of a developer using such a system. To do so, you need to understand what kind of specialist you’re looking for.
- Middle developer is a person with the experience of one and a half years at least. In addition to everything mentioned above, such a person should already have several completed projects in their portfolio and background with databases. Knowledge in application deployment and integration with third-party services will also be a sure sign of a good middle dev;
- Senior developer is a true professional in the field. A programmer can become a senior in about 3-4 years of hard work. But many specialists continue operating at the middle level for more years since it is quite difficult to earn the senior rank. Such a specialist should be able to do everything related to RN development. But beyond that, they should also have a situational leadership ability (soft skills) for project management and counseling, a prominent portfolio, and a huge technology stack.
This ranking is useful, but it shouldn’t become a critical factor. It should serve only as of the first stage in candidates’ screening. It is necessary to select a specialist not by the rank, but by the skills required for a specific project. One more tip: don’t hire a team of juniors for a new project, you need at least one experienced specialist.
I understand who I need. What’s next?
Having decided on the expertise level of a required specialist, you can move on. There are several main ways to find a developer.
- Hiring a developer to join your team. The first and most classic way is to find a candidate who will join your in-house team. This is the best option for startups who believe in their bright future and are looking for a developer for a permanent job. However, when choosing such a person, you need to take into account their soft skills, evaluate how they behave in the community, their mindset, and so on. This is necessary as they will become part of the team. You can find such a specialist on various career sites like Glassdoor or Indeed. In addition, you can perform a search on Linkedin or even delegate this task to a recruitment agency;
- Cooperation with a software company. This choice implies the need to hire several developers for large and long-term projects. A software company can provide you with a portfolio of completed projects, customer reviews, and reputation. By concluding a contract with such a provider, you don’t have to worry that you will end up with lower-level specialists or that the specified skills in the developer’s CV will turn out to be a hoax.
Quite often, software companies are contacted to delegate the management of a project as a whole. Therefore, QA-testers, designers, project managers, and so on will also be part of the team. That is why this model of cooperation with software companies is well suited for startups, where there is often no time for micro-management (particularly, this is super helpful at the MVP stage). Thanks to this collaboration, startuppers have more time for other tasks — developing a marketing campaign, choosing a business model, or looking for new investors.
You can find a reliable software company on sites like Clutch.co or Extract.co. Also, a good option would be to get advice from acquaintances or friends who have had a positive experience with a particular company. Attending a niche-specific event is also worth a try;
- Hiring a freelancer. It is ideal for a startup, a small project, or a relatively short-term task. This option is rightfully considered the most cost-efficient. You can find experienced specialists on platforms such as Upwork, Toptal, or Freelancer.com. You need a freelancer if you don’t plan to enter into long-term cooperation or perform extensive work on the project. This option is good for a short-term task that needs to be completed quickly.
We aren’t talking about the rates of specialists in this article, because salaries depend on a very large number of factors. Therefore, trying to deduce even average rates isn’t possible, it will be the juggling with numbers.