Hiring talented React Native Developers is hard. This guide summarizes everything we've learned from hiring hundreds of developers, and outlines our proven, step-by-step process for interviewing and hiring top React Native developers.
Creating an accurate and informative job description is a critical (and often overlooked) part of finding and hiring the right React Native developers for your company. A good job description properly describes the types of candidates you’re looking for, what they’ll be doing, the type of experience they will need to excel in the role, and information about your company and why talented candidates should be interested in joining your team. To help you get started, we’ve open sourced (meaning it’s free to use and copy) our React Native developer job description template.
As with all public job postings, you should expect to receive dozens to hundreds of applicants, of which almost all will be unqualified. To simplify the screening process and quickly determine which developers meet your minimum criteria (and which don't) we recommend having applicants complete an online job application and answer a few standard questions. Your team can then review the answers to these screening questions and quickly determine which React Native candidates qualify and which don't. See our React Native developer screening questions.
Once you’ve screened applicants and determined which you’d like to interview, you’re ready to begin interviewing. We recommend the following step-by-step interview process:
Although it seems routine, the initial email that you send to schedule the screening interview is a good opportunity to communicate information to the candidate about how your interview process works, and what to expect at each stage. Communicating this information makes your company look professional and organized, which can give you a competitive advantage over the other companies the candidate is interviewing with. Here is a template of the email we send, and the interview process overview document we attach. We recommend using MixMax or Calendly as an easy and convenient way for candidates to choose an interview time that’s convenient for them, without all the back and forth emails trying to find a time that works for everyone.
The purpose of the first interview is to perform a basic screening of candidates to determine if they are likely to possess thetechnical and professional skills you're looking for. To do this we recommend the following:
Pair Programming Session - The second interview is mostly technical in nature, and gives your technical team a chance to assess the technical abilities of the candidate in real time. To do this we’ve created the following React Native coding challenge that candidates complete during a video conference with one of our senior technical team members.
The final interview is non-technical in nature. Interview 1 and 2 thoroughly tested the applicants technical abilities, so by the time the candidate gets to the final interview there should be no doubt about their technical abilities.
The purpose of the final interview is to:
We use job offers as another opportunity to communicate information about our company, who we are, what we're looking for, and why developers should join our team. We continue to communicate this information with the hope that the candidate will either identify with our culture and accept the job offer, or disagree with our culture and reject the job offer. To communicate all of this, we attach the following documents to each job offer.
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