در سال 2025 بدون هدر دادن بودجه ، توسعه دهندگان از راه دور ماهر را استخدام کنید

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Now that your job post is live and real candidates are applying, here’s the harsh truth:  
**Most résumés are fiction.**  
Your job is to separate the builders from the buzzword‑generators—without losing three weeks to endless interviews.

Here’s how we vet candidates fast at Ptolemay—and how you can too.

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### 4.1 · Step 1: Quick Resume & Portfolio Scan (5 Minutes Max)

| What to Check | 🚩 Red Flag | ✅ Green Flag |
|:--------------|:-----------|:-------------|
| **Tech Stack Match** | Vague or missing tech details | Specific stack aligned with your project |
| **Projects Shipped** | Only theoretical projects or coursework | Live apps, public GitHub repos, measurable outcomes |
| **Communication** | Poor grammar, unstructured profiles | Clear writing, organized portfolio |
| **Work Gaps** | Multiple unexplained gaps | Gaps explained constructively (e.g., bootcamp, freelance) |
| **Remote Experience** | None, or hates async work | Previous remote projects, async collaboration experience |

⚡ *If they don't meet 3/5 checks → skip. No second thoughts.*

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### 4.2 · Step 2: Micro‑Test, Not Homework

Instead of "take-home projects" that candidates ghost on, we use **micro-tests**.

**Best format:**  
- **One real-world task** (~30 minutes).  
- **Done live** or time-boxed over a day.  
- **Matches your real backlog.**

**Examples:**
- Flutter: "Build a simple login form with field validation."
- Node.js: "Extend an API endpoint to include pagination."
- QA: "Write 5 basic test cases for a signup flow."

> **Pro tip:** Don’t grade on perfection. Look for thinking process, basics, and communication.

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### 4.3 · Step 3: Soft Skill Interview (30 Minutes Max)

Remote success isn’t just code—it's clarity, ownership, and teamwork.

Ask behavioral questions like:

- “Tell me about a project that went wrong. How did you handle it?”
- “Imagine you’re blocked waiting for feedback. What would you do?”
- “How do you prefer to document your work for others?”

**Listen for:**
- Clear, structured answers (no rambling)
- Ownership of past mistakes (not blaming others)
- Focus on real teamwork (not lone-wolf bragging)

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### 4.4 · Step 4: The Two‑Week Paid Trial (The Final Filter)

Resumes can lie.  
Test projects can be faked.  
**But real collaboration under real deadlines never lies.**

**How we run two‑week trials:**
- **Give a real task** pulled from your current backlog.
- **Daily async updates** (Slack or Notion).
- **Weekly mini-retro** (15-minute call).
- **Code review on real deliverables**, not fake tasks.

If the trial goes well → full contract.  
If not → part ways cleanly, no drama, no wasted months.

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### 4.5 · Red Flags to Watch During the Vetting Process

| 🚩 Red Flag | Why It Matters |
|:------------|:---------------|
| Camera off during interviews | Low accountability |
| Late to calls without apology | Poor remote work habits |
| No questions about project goals | Lack of curiosity or ownership |
| Only salary-focused talk | Misaligned motivations |
| Blames previous teams for failures | Won't take responsibility |

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## SEO Tip for This Step

When you're optimizing your job listing and hiring landing page, include phrases like:

- “vet remote developer candidates”
- “fast developer interview process”
- “how to test remote developers 2025”
- “paid trial for developers”

These match how serious founders search for hiring advice—and help position you as someone who knows what they’re doing.

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**Next up:** How to onboard remote developers smoothly—so they start shipping valuable code in their first week, not spinning their wheels.

## 5 · How to Onboard Remote Developers So They Ship Real Value in Week 1

Hiring great devs is only half the game.  
**If you fumble onboarding, even A‑players will underperform.**

Here’s how we structure onboarding at Ptolemay—so remote hires start shipping real work (not just “getting familiar”) within days.

---

### 5.1 · The 5-Part Remote Onboarding Checklist

| Step | What to Do | Why It Matters |
|:-----|:-----------|:---------------|
| **Kickoff Call (Day 1)** | 30‑minute intro: project goals, roadmap, who's who. | Sets clear context and builds trust. |
| **Environment Setup (Day 1)** | Send README for local setup (or Codespaces link). Should take < 2 hours. | Kills tech-blockers early. |
| **Assign First Ticket (Day 2)** | Small, real backlog task with clear Definition of Done. | Early win builds confidence + momentum. |
| **Buddy System** | Pair them with a senior dev for 1 sprint. | Fast answers to dumb questions = faster ramp-up. |
| **Weekly Retro** | Quick “how’s it going” check‑in every Friday. | Catch blockers early; adjust course if needed. |

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### 5.2 · What Your First Week Backlog Should Look Like

- **✅ First Deliverable:**  
  Small, complete, shippable piece of work.  
  _E.g., “Implement login form with form validation and toast error handling.”_

- **✅ Easy Wins:**  
  Minor bugs, frontend polish, adding unit tests.

- **✅ No-Fail Zones:**  
  Avoid critical releases or refactors. Let them build context safely first.

---

### 5.3 · Tools That Make Remote Onboarding 10x Smoother

| Tool | Use Case | Bonus Tip |
|:-----|:---------|:----------|
| **YouTrack / Jira / ClickUp** | Task and sprint management | Color-code onboarding tasks separately |
| **Slack / Discord** | Daily async updates | Create a private #onboarding channel |
| **GitHub / GitLab** | Codebase and PR reviews | Create a "First Issues" label for newbies |
| **Notion / Confluence** | Company wiki, stack diagrams, SOPs | Pin a “Start Here” page at the top |
| **Loom** | Async video walkthroughs | Record 5‑min onboarding videos for key tools |

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### 5.4 · How We Measure a Successful Onboarding

**By the end of Week 1, your new remote developer should have:**

- Deployed at least one live update (even small).
- Pushed at least one reviewed pull request.
- Filed at least one bug report or documentation update.
- Asked smart questions about the project scope or architecture.
- Joined daily standups or async updates without prompting.

**If not?**  
Something in your onboarding flow needs fixing—not (always) the developer.

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## SEO Tip for This Step

Optimize your careers page and job listings with natural phrases like:

- “remote developer onboarding best practices”
- “how to onboard remote engineers fast”
- “developer onboarding checklist 2025”
- “first week tasks for remote devs”

This attracts serious candidates and builds hiring brand authority at the same time.

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**Next up:** How to scale your remote dev team without losing speed, culture, or control—by setting up lightweight management systems that actually help (not suffocate) your builders.

## 6 · How to Scale a Remote Dev Team Without Killing Speed or Culture

At 2–3 developers, it’s easy to stay scrappy and move fast.  
At 5–10+ people, things break—unless you add **just enough structure**.

Here’s how we scale remote teams at Ptolemay without falling into micromanagement hell.

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### 6.1 · Build Lightweight Systems Early (Before You Need Them)

| System | Purpose | Ptolemay Tip |
|:-------|:--------|:-------------|
| **Weekly Async Standups** | Team updates, unblockers | Slack threads > endless meetings |
| **Single Source of Truth** | Tasks, decisions, documentation | Use Notion, ClickUp, or YouTrack |
| **PR Review Rules** | Code quality, shared ownership | 1 reviewer minimum, clear checklist |
| **Clear Role Definitions** | Who owns what | Update after each major milestone |
| **Monthly 1:1s** | Career growth + team health | Founders talk directly to devs (not just PMs) |

**Principle:**  
> "More systems, fewer meetings."

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### 6.2 · Scale Leadership, Not Bureaucracy

When you outgrow founder‑led standups and code reviews:

- **Promote team leads early.**  
  One per 3–5 developers is a good ratio.
- **Let tech leads own architecture decisions.**  
  Founders focus on product vision, not button placements.
- **Keep team size modular.**  
  Squads of 5–7 people scale better than one massive monolith.

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### 6.3 · Common Scaling Pitfalls (And How to Dodge Them)

| Pitfall | Why It Kills Speed | Fix |
|:--------|:-------------------|:----|
| Too many meetings | No one ships anything | Async first, calls only when necessary |
| No clear owners | Tasks fall through cracks | Assign explicit DRI (Directly Responsible Individual) |
| Culture drift | Quality drops, people churn | Reinforce mission + values in standups and retros |
| Hiring too fast | Deadweight slows velocity | Keep trial periods standard (2 weeks minimum) |

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## SEO Tip for This Step

If you’re publishing content about scaling remote teams, use phrases like:

- “scale remote development team”
- “remote team management best practices 2025”
- “how to manage remote engineers at scale”
- “growing remote tech teams without bureaucracy”

It’ll help serious founders find your process—and trust your brand.

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# Final Thought · Build Smart, Scale Smart

Remote hiring in 2025 isn’t just about saving costs anymore.  
It’s about building faster, hiring smarter, and scaling without friction.

If you:

- Define real goals and budgets (not dreams),
- Post job listings that magnetically attract the right devs,
- Vet systematically (fast micro-tests + paid trials),
- Onboard with clear deliverables,
- And scale lightweight systems (before chaos hits),

Then you’ll build a team that doesn't just ship code—they ship wins.

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## Need Help Hiring or Estimating Dev Costs?

🔥 Try our [Free App Cost Calculator](https://estimation.ptolemay.com)  
Get a custom project breakdown (team size, budget, timeline) in under 3 minutes—no sign-up required.

Or **[book a free consultation](https://www.ptolemay.com/contact)** with our team—we’ll help you build your tech team the smart way.

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# Tags for Dev.to

`#hiring` `#remote` `#developers` `#startups` `#teammanagement` `#projectmanagement`