C++ is one of the most widely used programming languages in 2021. According to HackerRank research, it is the fifth most popular programming language, behind JavaScript, Java, C, and Python.
Due to the language’s popularity and irreplaceability, there is a high demand for professional C++ developers. Although, hiring a C++ professional has become increasingly difficult in today’s overheated IT job market. Thus, if you are considering hiring a C++ developer, you need to be well prepared to hire the best candidates.
In this blog, I will walk you through the essential things you should know before hiring C++ developers for your company. Let’s get started!
Research on the global average salary for C++ engineers
Before hiring competent C++ developers for your business, you need to conduct market research and educate yourself on specific factors. For instance, one critical factor to consider is the greater salary disparities between countries for C++ developers.
After analyzing worldwide income gaps, you must incorporate this data into your hiring process. Different recruiting models can assist you in relying on these distinctions.
For instance, you may choose a remote hiring model. According to Wrike’s research, remote work has become highly popular and can be considered the way of the future. However, what role do worldwide C++ salary variations play in this?
If you need to hire C++ developers but cannot afford a full-time team in the United States, you can hire c++ developer remotely. Numerous innovative ways, such as staff augmentation, enable you to hire remotely from nations all over the world.
Let’s take a closer look at the various team extension models available today.
Approaches to hire C++ developers depending on the type of employment
Apart from the available solutions based on your geographic location, you can choose from various forms of jobs. It is important to select the most appropriate job type for your approaching C++ project. When determining the best employment type for your purposes, you have four options: in-house development, staff augmentation, freelancing, and outsourcing.
In-house development
In-house development is a well-established hiring type for C++ developers. By recruiting internal C++ engineers, you establish a long-term work relationship with one or more individuals. Similarly, you expand your in-house development team with an experienced C++ coder.
If you’re looking to establish a primary development team based in your workplace, in-house development is the ideal option. The perfect strategy to hire an in-house C++ engineer is to search for candidates in the local talent pool. While this is a sound and secure technique, in-house development has some drawbacks.
- Recruiting top-tier C++ developers on a local level is difficult and expensive.
- Employing a permanent, in-house developer entails paying a monthly salary and any associated financial and non-financial benefits. As a result, this is not an optimal choice for individuals that require temporary C++ programming work to be completed.
Thus, if your engineer does not require a permanent physical presence in a certain place, there are more appropriate recruiting methods than in-house development.
Staff augmentation
In comparison to in-house development, staff augmentation is a relatively recent employment type. Staff augmentation eliminates the need for you to find and choose C++ developers.
This strategy enables you to identify a development firm that has already evaluated top-tier developers. This partner will identify the most qualified professionals for your project and will allow you to interview them.
As a result, this is an ideal option for those looking to hire a C++ engineer temporarily. Staff augmentation enables you to select a top-tier C++ engineer who is (in most cases) based in another country and legally employed by another company.
Once you’ve chosen which developer of the c++ programming language is the greatest fit for your project, the developer will join the development team on a full-time basis.
In a nutshell, staff augmentation is an excellent substitute for local hiring. Thus, if you require the temporary assistance of one or more dedicated C++ developers, staff augmentation is the finest recruiting alternative.
Freelancing
As with staff augmentation, employing a freelance c++ developer enables you to hire a C++ developer temporarily. Freelancing is an excellent hiring choice for small features, bug fixes in c++ web programming.
The primary advantage of freelancing is that C++ developers are paid once the project is completed. Additionally, freelancing marketplaces typically have a high level of competition. As a result, this is the most cost-effective job type.
In terms of downsides, freelancing is not the most secure way of employment. Numerous businesses express dissatisfaction with submission delays and project cancellations. Therefore, freelancing is frequently preferred for short-term C++ development projects and minor problem-solving.
Outsourcing
Outsourcing is similar to staff augmentation to find C++ developers. With outsourcing, you select a development contractor and are only responsible for hosting the interviews.
Outsourcing, however, is distinct from staff augmentation. Outsourcing enables you to employ fully dedicated frontend and backend developers, designers, and quality assurance experts. When you outsource, you also employ a manager to oversee your project and development team.
Thus, this is an excellent alternative if you require an entire development team plus someone to assist you with project management. If you’re not interested in being involved in your future C++ project, this is the ideal option.
On the other hand, outsourcing development firms will attempt to sell you more C++ developers than you require (like junior developers or project managers). Thus, outsourcing suffers from a common disadvantage: cost.
It’s time to take a closer look at the must-ask interview questions for C++ developers.
Interviewing a C++ developer: Must-ask questions
Whichever employment category you choose, your organization is responsible for interviewing each candidate. If you want to employ the most talented C++ coder, you should ask two types of questions:
- Hard skills: This is the most direct method of ensuring C++ developers are ideal for your objectives and requirements. You can begin by inquiring about their prior employment. Then, you can ask questions about specific aspects of the C++ programming language. Consider both general (e.g., C++ features and algorithms, C++ operating systems, online C++ compiler, etc.) and technical questions (e.g., HTML and CSS functionality, data structures, debugging, SQL with C++, Agile for Embedded C++, etc.).
- Soft skills: Confirming the hard skills of C++ developers is just the beginning. After evaluating a candidate’s skill set, it’s critical to ensure that they are a cultural fit for your organization. Keep in mind that you should always hire C++ engineers who are passionate about their work and strong team players.
That’s it about the important things you need to know before hiring C++ developers. It’s time to wrap it up!
Conclusion
C++ is one of the most widely used programming languages. Due to the language’s popularity, the demand for C++ developers has increased in 2021, and hiring a C++ developer has become increasingly difficult in today’s IT job market. Before hiring a competent C++ developer for your business, you need to conduct market research and educate yourself on the important factors. There are four employment types to hire developers. They are in-house development, staff augmentation, freelancing, and outsourcing. When you hire C++ developers, you should evaluate their hard skills and soft skills.
