Turing

Turing

Marketing Team
@turingcom
People in a co-working space
Management

Best Tools for Managing a Remote Team

When deciding which tools to use with remote workers, think about the projects that you’ll need your remote team to complete, as well as how you want them to interact with your local team. You’ll want to choose tools that allow your teams to work efficiently and effectively. Since your organization will have a unique… View Article

When deciding which tools to use with remote workers, think about the projects that you’ll need your remote team to complete, as well as how you want them to interact with your local team. You’ll want to choose tools that allow your teams to work efficiently and effectively. Since your organization will have a unique set of needs, you’ll have to carefully consider each option against your objectives to make sure that you’re on the right path.

Having said that, here are a few tools that we think your organization could benefit from if you work in remote setups:

1. When it comes to project management….

We, at Turing, use Trello for project management. It’s a great (free) way to plan your projects, distribute tasks and collaborate together. Asana is another project management tool that is both easy-to-use and a very effective way to plot and track projects. Even industry giants like Uber, AirBnB and Pinterest use Asana.

While these tools aren’t the most versatile, their pros well outweigh the cons and they are a great way to keep your remote workers on track and on schedule.

2. When it comes to communication…

At Turing, we use Slack for most of our internal communication. Slack is an online chatroom that works as a great platform for brainstorming, sharing files, comparing notes and much more. Slack organizes your conversations by channels, keeping things neat and clean.

3. Video is critical…

As for video interactions, we principally use Zoom for our all hands meetings, and Whereby for quicker small team conversations or sales call. There are pros and cons for each of these, but choosing the best tool for your team depends on your company’s specific communication needs. 

4. Especially for creatives…

While Turing is focused on engineering driven tasks, that doesn’t mean there aren’t creative components to our work. Members of the marketing and commucations team here have recently been exploring Milanote.

Key Features:
– Write notes & to-do lists, upload images & files and save things you find on the web
– Organize visually using the flexible drag and drop interface.
– Boards by default are a private place to think, but with a single click you can create a shared workspace for collaboration with your team
– Milanote is filled with hundreds of built-in templates to help you get started with a variety of different projects, from creating a mood board to writing that perfect creative brief.

Pricing:
– Free version available with no time limit.
– PRO version $9.99 per month (monthly and annual plans)

Below, have a quick look at the Milanote interface. It’s pretty.

Milanote Interface
Remote team management is essential to today’s modern workplace and an integral piece of the puzzle. The tools mentioned in this article should give you a good starting point when it comes to filling out your software stack and ensuring that you have all your communication bases covered.
By Apr 30, 2020
The Future of Work

The Future of Work is Remote

We believe there is a new way to build companies: have a smaller local engineering team, and amplify that with a distributed team of exceptional remote engineers.

This article originally appeared on Turing’s Medium.com page.

Working with Remote Engineers Made our Last Company Successful

Many of you know the Rover story. Vijay and I started our first company out of Stanford, raised venture capital, and took it all the way to a successful acquisition.

It had a secret.

The secret was our contrarian approach to hiring. When almost every engineering manager and VC in Silicon Valley preached the importance of everyone working from the same office, we took the unpopular stance that we would hire great people, regardless of where they worked from. We didn’t do this to make a point. It was absolutely necessary for us to look beyond Silicon Valley, to keep the quality bar high while keeping our costs low.

Silicon Valley has a growing talent shortage problem. Hiring top engineers locally is costly, and not scalable.

Turing was born from this insight. Turing lets you push a button and hire a pre-vetted engineer instantly from the global talent pool.

Turing makes scaling talent as effortless as scaling servers on AWS. It’s high quality talent on demand.

It is Hard to Scale an Engineering Team in Silicon Valley

With software eating the world, the demand for high-quality engineering talent has skyrocketed, and the local talent supply can no longer keep up. We hear about San Francisco’s housing and real estate problems, as well as visa/immigration issues regularly. Silicon Valley has hit human scaling limits, and it’s time to look beyond the valley for talent.

Employee retention data also paints a bleak picture. The average Silicon Valley engineer retains for 13 months. If you factor in the time to hire (~1–2 months), onboard (1–2 months), and handoff (0.5 months), you get about nine months of productive work. This is scary — and it’s a huge contributing factor to one in every ten startups failing in the first 12 months.

Deploy the World’s Talent at the Touch of a Button

Turing was started with one goal in mind: solve the tech talent shortage problem. Turing rigorously screens engineering talent from all over the world. In addition to technical skills, the platform vets for communication skills and fit for remote work.

It’s pay-as-you-go with no minimum commitment. You only pay for the hours worked. We take care of hour tracking, payments, and all the complexities of working with remote contractors, so you don’t have to. You simply push a button and go.

The Turing platform also ensures managing your remote team is easy. Historically, managing remote engineers has been a frustrating experience. If you’ve worked with remote engineers before, you might remember late night calls, communication issues, a lack of cohesion with the rest of your team, and a general sense of unease that you’re managing them less effectively than your local/on-premises team.

Turing will make remote work a joyful experience.

We start by ensuring there is adequate time zone overlap with the rest of your team. You need specific management processes to maximize productivity. Turing enforces these remote management best practices natively on the platform. Turing uses AI to assess ongoing developer productivity by building deep developer profiles based on actual work done. The AI analyzes data from code, Asana, Slack, email and various other communication platforms to ensure high quality of work.

Deep learning has opened a world of possibilities. We are working on automatically assessing developer skill based on actual work done, by building deep developer profiles. These are detailed, comprehensive and continuously updated. This helps with deeper matching and offering personalized career growth recommendations to engineers.

— Vijay Krishnan, CTO

Through a combination of automation, AI, and remote-native product design, Turing will make remote work a joyful experience for managers and their reports.

Talent is Universal, Opportunity is not

There is incredible engineering talent all over the world. Where you live should not have any bearing on where you work. We want to ensure the world doesn’t miss out on the potential of talented individuals, just because they were born in the wrong zip code. We find the Lost Einsteins of the world and give them what they desire more than anything else — opportunity.

The opportunity to participate in Silicon Valley, and change the world.

Despite growing up nearly 9000 miles from Silicon Valley, my co-founder Vijay and I had an opportunity to contribute to the Tech industry, because we met at Stanford and lived in the heart of the Valley. We envision a future where, thanks to platforms like Turing, the next generation of makers can change the world without needing to move to Silicon Valley.

Remote is the Future of Work

To hire world class talent, you have to look at the entire world when growing your team. With collaboration tools rapidly improving it’s easier than ever before to run a company as a combination of local and remote engineers. Slack, Asana, Trello, Jira, Blue Jeans and smartphones have made possible today what would have been inefficient or infeasible a decade ago

We believe there is a new way to build companies: have a smaller local engineering team, and amplify that with a distributed team of exceptional remote engineers.

We are designing the office of the future. A virtual work space that remote engineers love working from, in bits instead of atoms.

-Noa X, Head of Design

Many billion dollar companies rely heavily on remote/distributed teams. Fortune 500 companies also see the need to go remote.

We will Help you Change the World

Bold ideas change the world. You are working on something you are passionate about. Turing will help you change the world by making sure you have the right talent with you, at all times in your journey.

Turing has talent today. We are starting off with Frontend and Full Stack Engineers, and rapidly expanding to other software engineering roles, including iOS, Android, Backend, AI and Data Science.

Changing the world is hard — you have a million things to worry about. Now there’s one less thing.

We’re on a mission to help ambitious Founders, CTOs, and leaders succeed by giving them exceptional engineers from the global talent pool. How can we help you make your company or project successful? Let’s talk.

By Oct 2, 2019
Woman staring at laptop screen
Turing News

How to Run Meetings with Remote Employees

Advancements in technology have made the world a much smaller place, leading firms to create more global offices, remote teams, and therefore, hold more remote meetings. If you’re a manager, I’m sure you’ve had to schedule and operate some variation of a remote meeting at some point. If you have, I’m even more sure that… View Article

Advancements in technology have made the world a much smaller place, leading firms to create more global offices, remote teams, and therefore, hold more remote meetings.

If you’re a manager, I’m sure you’ve had to schedule and operate some variation of a remote meeting at some point. If you have, I’m even more sure that you’re aware of the challenges this process entails, such as disengaged workers, long run times, unclear communication, and so on.

If done effectively, however, remote meetings can be productive and efficient. Here are a few ways to run smooth and well-organized meetings with remote teams:

1. Don’t include everyone.

The number one reason why workers feel disengaged during remote meetings is simply because their presence is not required at the meeting. Instead of involving every employee at every meeting, it is important to identify which of your employees are essential and which are non-essential for each meeting. Time is the most precious commodity in the business world and by involving workers in a meeting who have no real reason to be there, you’re just wasting your and your workers’ time– time that they could spend getting important things done and being productive.

2. Create a collaborative agenda.

This should go for any meeting, but it is especially important to have an agenda for your remote meetings. Make sure that this agenda is known to your workers and that you get them to contribute to it. An agenda will help keep the discussion on track, while also giving your employees a voice.

3. Have local employees engage remotely in meetings, along with their remote co-workers.

This may seem like a pretty radical idea, but hear me out: if you work in a hybrid (part local and part remote) office, having your non-remote workers engage in the meeting from their desktops can be a great way to level the playing field, so to speak.

Remote workers often feel as though their voices go unheard; however, if everyone (irrespective of location) dials in from their respective devices, you’ll end up having a far more equal meeting where everyone feels important and essential. This will lead them to be more engaged during the meeting. This method works logistically and can prove to be far more time-effective as well.

4. Utilize tools to improve communication.

Using screen-sharing tools and online chat interfaces like Skype, you can replicate a real-life interaction to as close a degree as possible. I’m sure you’re aware of the more popular tools for these jobs, but here are a few lesser-known but equally (if not more) effective software:

  •       Join.me: fast video chatting with screen-sharing
  •       Zoom.us: meetings, webinars for over 100 employees at a time
  •       Appear.in: permanent video chat-room where people can join in/out anytime

5. Make sure that your remote employees are fairly represented in meetings, despite not physically being there.

Elect a representative for your remote teams to voice their opinions and concerns. This helps some of the more reserved workers to open up and voice their feelings without scrutiny. Having just one speaker per team can also help save time in meetings. Additionally, a remote representative can also help bypass issues that may come with remote workers not being fluent in your language. For example, if your remote team operates out of China and a lot of them aren’t fluent in English, it can be more comfortable and easier for them to report their concerns to an English speaking, Chinese representative who can then carry their opinions to you.

Conducting a productive meeting with remote employees may seem like a fool’s errand to some, however, with a few simple steps, you can make remote meetings just as successful as your local ones.

By Feb 28, 2019
Working from home on a laptop
Turing News

Overcoming Objections to Using Remote Teams

So, you’ve just proposed bringing on freelance workers at your company. While the numerous benefits seem obvious to you, you are instantly inundated with a barrage of questions. Fear not, we’ve all been there. Although freelancing/ remote working is a very popular trend in the business world, hiring them is still considered a radical idea…. View Article

So, you’ve just proposed bringing on freelance workers at your company. While the numerous benefits seem obvious to you, you are instantly inundated with a barrage of questions. Fear not, we’ve all been there. Although freelancing/ remote working is a very popular trend in the business world, hiring them is still considered a radical idea.

Here are a few common objections we hear and ways that you can overcome them:

1. “Will They Be Up to The Task?”

The essence of this question is quality, and it’s a legitimate concern. However, there are a few ways to ensure that you’re hiring top remote workers.

First, if possible, try to exclusively hire pre-vetted freelancers. Platforms, like Turing, provide companies access to hundreds of freelancers/ remote workers, from all over the world that are already screened, interviewed and tested.

If it is not possible to do so, then screen and test remote candidates yourself, during the interview process. It’s all about the deliverables, so give them a take home project that is typical of the work you would be assigning them, should they get the job. Once hired, start them off with smaller tasks that you can sign off on—this will allow you to spot any discrepancies in their work early on.

2. “How Will We Manage Them?”

A large part of finding the right freelancer is finding someone who works well with your management style. This involves as much introspection, as it does an outward search for the right candidate. First, know what kind of a manager you are and commence your search based on those conclusions.

Whenever possible, try to hire freelancers/ remote workers, who will keep the same (or a similar) schedule as you. Also, make sure to use clearly defined, time-sensitive OKRs, as this is a general management principle, really but is applicable in freelance structures as well.

3. “And What About Communication?”

It is a very popular concern that communication, in regards to freelance/ remote workers, across various geographic and cultural borders, is not practical. However, in the digital age, this really shouldn’t be a point of contention. Given the amount of technology available at your disposal, it is actually the best time to invest in freelance workers.

Learn more about effectively facilitating communication among remote and freelance teams, here.

4. “But, But, But—Cultural Differences!”

We hear this one A LOT, but here’s the thing: having workers from different cultures and nationalities isn’t a bad thing. In fact, it’s a great thing! By having a more culturally diverse and inclusive team, you’re doing your PR a world of good- in addition to boosting your team’s overall creativity and efficiency. Yes, you read that correctly. Teams that are culturally diverse are more likely to come up with creative breakthroughs and insight.

While the concept of hiring global, remote employees may seem like a precarious business decision, it is only a fact that this is the way of the future. With so much technology and global talent at our fingertips, it seems silly not to give hiring remotely a chance.

For pre-vetted global, remote workers, check out Turing’s website. We place the top 1% of job candidates with companies in need of their services. Our remote workers go through a series of background checks, interviews, and tests, before we place them with an assignment, assuring you that you only receive the best of the best in terms of talent, personality, and reliability.

By Feb 14, 2019
Person smiling in front of a laptop
Management

How to Make Remote Workers Feel Like Part of the Team

There are two answers to the question of how to make a remote worker feel like part of the team- a short one and a long one. The short answer is: Just be human. Treat your remote workers just as any other employee (just as any other person, rather). Be empathetic and be there for… View Article

There are two answers to the question of how to make a remote worker feel like part of the team- a short one and a long one.

The short answer is: Just be human. Treat your remote workers just as any other employee (just as any other person, rather). Be empathetic and be there for them in whatever capacity you need to or can be.

Sounds simple enough, right? And it is! But the easiest things are sometimes the hardest to implement. The following explains how to do just that:

1. Inclusion

Include your remote workers when it comes to planning and setting up tasks. Ask for their input and feedback instead of just assigning them predetermined tasks and projects. A simple, “What do you think?,” can go a long way.

2. Fly them out!

For many people that live in remote parts of the world, the prospect of flying out to the Silicon Valley may be a dream come true. Even if your remote workers don’t necessarily live that far away, flying your employees out can go a long way in terms of building respect and trust between you and them.

Beyond all of that, in terms of increased communication and team-bonding, this is a great idea.

3. Fly yourself out!

The next best thing to flying your remote workers out to you, is to fly yourself out to them. By learning about their local culture and trying to assimilate, you make yourself more personable and are able to build a more respectful and empathetic relationship.

4. Understand culturally important events.

In today’s environment, sensitivity to different cultures is critical. For instance, in Eastern Europe, birthdays are extremely important, so some companies send birthday cakes and decorations to remote workers’ houses and have an online celebration with the team. This is an example of a great gesture to show that you care about your employees and want to make an effort.

5. Meetings

When conducting meetings, you want to make sure that your remote employees truly feel included. A lot of times in group meetings, remote workers feel disengaged as a lot of the focus falls on those physically present in the office. One way to solve this problem is by having purely video-based meetings. This means that both local and remote workers dial in on separate, individual screens. This makes for a more balanced interaction, ensuring that no one feels left out. Lastly, make sure that your meeting notes are pre-distributed so that everyone has the same level of knowledge.

It’s all quite simple, really: treat all your employees fairly and equally. Respect the ambitions of your remote workers and be open to hearing them out, as well as implementing their ideas, if they choose to present them. If you follow these guidelines then your remote workers will be happy and feel as though they are a part of the office, even if they can’t actually be there.

By Feb 7, 2019
People walking over calendar painted on floor
Hiring developers

How to Keep Remote Software Teams on Schedule

For many managers, remote teams are deemed undesirable because of the manager’s inability to physically supervise them, ensuring that they’re staying on schedule and completing tasks in a timely manner. This concern can deter companies from hiring remotely, which is a shame due to all the benefits that come with employing remote workers- such as… View Article

For many managers, remote teams are deemed undesirable because of the manager’s inability to physically supervise them, ensuring that they’re staying on schedule and completing tasks in a timely manner.

This concern can deter companies from hiring remotely, which is a shame due to all the benefits that come with employing remote workers- such as increased productivity and innovation, as well as decreased costs.

Luckily, in this article, we’re going to explore some methods as to how to keep your remote software team on schedule.

1. Make sure that remote hires have both a passion for the project, as well as the necessary skills to successfully complete it.

During the hiring process, look for candidates with an obvious interest in the project that you’d potentially be hiring them to work on. After all, it’s no secret that an employee will be more dedicated to a project that they are passionate about.

Additionally, test during the hiring process that the employee possesses the skills that they need to complete the project to your standards. A skilled employee is less likely to get caught up in obstacles than one who is less proficient.

2. Make sure that you are aware of potential problems and how they may occur.

As a manager, being prepared for a disaster and knowing what to do in the event that it happens, is the best way to keep a team moving forward. When assigning a project to a remote employee, do your research first and have a plan in place in the event of the worst case scenario. This will ensure that if the problem pops up, you’ll be able to fix it quickly, while keeping the employee on schedule to complete the project.

3. Have regular check-ins so you know whether or not your remote employees are on schedule.

It’s difficult to feel as though you’re maintaining control over an employee when they aren’t with you in the office. Fortunately, with tools such as Skype, Google Hangouts, and Slack, it’s extremely easy to periodically check-in with remote workers.

Check-in using video chat or simply a text chat. Ask the employee what they’ve completed, what they’re currently working on, and what they have left on their agenda for the day. If anything seems like it’s taking longer than it should or you think that another part of the process needs to be prioritized, don’t hesitate to voice your concerns. Open communication is the biggest key to success when it comes to managing remote workers.

4. Assign deliverables to be completed in small chunks so that you have insight into how the project is going.

Break the overall project into small parts and assign due dates for each section. This way, you can see each part of the puzzle as it’s completed, giving you an early look as to how everything is going to fit together to form the final product.

Doing this will also allow you to catch any potential mistakes early on in development, saving everyone the headache of having to make corrections down the road.

5. Assign buddies to your remote workers.

Assigning buddies to remote employees is a great way to keep them on track. Additionally, by putting two minds together to complete a project, you’ll double their chances of success.

Buddies can be local employees or another remote employee- whichever you’d prefer. Either way, assigning pairs when it comes to remote work is an amazing way to increase productivity, problem-solving ability, and more.

6. Have a defined “problem escalation” process, which remote employees can use.

Similarly to our point in #2, acknowledging potential problems and deciding how to solve them before they happen, is a great strategy when it comes to keeping employees from drifting off course. Nothing causes a project to be set back like the unearthing of massive problem, late in the game.

While you, as a manager, should be aware of potential problems and methods for solving them, you should also make your remote employees aware of the problems and solutions. This way, if everything goes wrong, you’ll know that both you and your remote worker understand what went wrong and how to go about fixing it.

7. Have a plan for securing additional resources, in the event of a problem.

Should a problem arise, be sure that you have members of your local team on standby to help your remote employees out. When it comes to a crisis, you should have an “all hands on deck” policy, so that your remote worker doesn’t feel as though they’re an abandoned, sinking ship.

8. Build in extra time and resources.

If a project must absolutely be completed by a specific date, then be sure to start it early, setting the initial “due date” for weeks (or even months) before it is necessary to have it finalized. Additionally, take on the expense of being prepared by having extra resources available to employees while they work on the project.

Extra time and resources may seem unnecessary at the start of a project, however, you and your employees will be grateful for the cushion, should a problem occur.

Once again, when it comes to a project being completed by remote employees, knowing how to dodge and fix problems before it’s a necessity, is crucial to keeping remote workers on schedule.

A remote worker that winds up off-schedule wastes company time and money, potentially even throwing off the launch of a new product.

To get the most value out of your remote employees, you’ll need to adjust your management styles to allow for as little error as possible.

Getting the most out of remote workers starts with the people that you hire. At Turing, we thoroughly pre-vet our remote software engineers, requiring them go through multiple rounds of interviews, testing, and background checks. After that, we only accept the top 1% of applicants into our database, guaranteeing that our customers are matched to the highest quality remote workers.

Visit our website to start building your remote team with Turing.

By Feb 5, 2019
Globe
Hiring developers

Hiring Remote Workers vs. Local Workers

There are times and situations when hiring remotely is better for your company, while other times, the opposite is true. Part of being a good manager involves being able to differentiate between these scenarios and make the best hiring decision for the company. To help you in doing just that, here is a brief guide… View Article

There are times and situations when hiring remotely is better for your company, while other times, the opposite is true. Part of being a good manager involves being able to differentiate between these scenarios and make the best hiring decision for the company.

To help you in doing just that, here is a brief guide as to what questions to ask yourself when it comes to hiring locally vs. remotely:

1. How long will I need this employee for?

If you’re looking for a long-term employee then hiring someone locally and full-time is your best bet. However, if you just need to bring someone on board to complete a short-term project, you should consider hiring remotely. Remote workers very often operate as freelancers, meaning that they jump from project to project, rather than looking for full-time positions with companies. Due to this, if looking to assign someone to a short-term project, a remote worker will complete the job at a reduced rate, without any long-term commitments necessary.

2. How much money is in the budget for new hires?

The number one reason as to why companies opt for remote employees over local talent, is the cost. Employee benefits, taxes, and so on, wind up costing companies a fortune for every new hire. These expenses can be avoided by hiring a remote worker. For one, remote hires and freelancers don’t require benefits. For another, if you’re hiring remotely from the global market, certain U.S. taxation isn’t a factor, saving you money in that department as well.

3. Are my current employees stuck in a creative rut?

By working with remote workers, you gain access to a diverse group, including members from different disciplines, from all over the world. Diversity and different viewpoints often lead to innovative breakthroughs and new ideas among teams.

Introducing remote employees to your existing teams can help spark some fresh, creative ideas and solutions so if your workplace needs to shake things up, hiring remotely may be the way to go.

4. Do I have the necessary tools to work seamlessly with a remote employee?

You typically don’t meet your remote workers and because of this physical gap, communication becomes even more imperative than usual. It’s for this reason that tools such as Skype/ Google Hangouts, Slack, Trello, and Time Doctor become so important. These tools, designed to improve communication between team members (especially remote team members) can help you, as a manager, do everything from keeping in contact with remote employees to monitoring their work hours.

Before hiring remotely, you should look into these tools and be sure that you know how to access and use them. This could make the difference between a positive experience and a negative one, when it comes to remote workers.

There are many benefits when it comes to hiring remotely, rather than locally. If hiring a remote worker seems like the best fit for your company, it is absolutely something to consider.

If you’re interested in bringing a remote software engineer on board, look into hiring through Turing. Turing matches companies with elite, pre-vetted remote software engineers. By accepting only the top 1% of applicants into our engineer database, (only after they’ve gone through a series of interviews, tests, and background checks), we can guarantee the absolute highest quality remote engineers in the world.

Visit our website to start building your remote team, today.

By Feb 4, 2019
People working on their computers
Hiring developers

How to Attract the Right Remote Workers

Once you’ve decided to hire remote workers, finding the right candidate is half the battle. The best way to go about this is to adopt a “pull approach”, instead of a “push approach”. This means attracting the best candidates to you, as opposed to going out and scouting for workers. Here are a few great… View Article

Once you’ve decided to hire remote workers, finding the right candidate is half the battle. The best way to go about this is to adopt a “pull approach”, instead of a “push approach”. This means attracting the best candidates to you, as opposed to going out and scouting for workers.

Here are a few great ways to do just that:

1. Sell Vision, Not Just Tasks

You’re telling a story; you’re selling dreams; you’re putting your vision out there to inspire millions of people. Do not advertise your jobs as a mundane task-list, so to speak. Sell the vision- really, sell it. Talk about how the position can enhance the life of a remote worker, as well as the skills they’ll be using and learning. There is neither a shortage of talent nor of companies so it’s very important to make yourself stand out if you want to work with the best talent.

2. Communication

Communicate to your candidates how you will be working together, what your management process is like and what working at your company is like. Your language and grammar should make them want to be a part of the team. This isn’t about showmanship either- actually believe in and bring to life the picture that you paint. Satisfy your teams. Remember, too, that word of mouth spreads like wildfire.

3. Benefits

Add benefits for your freelancers. This can be along the lines of a monetary benefit or a free laptop. Small investments set you apart from the vast majority of companies recruiting remote workers. Most firms don’t offer any benefits to their remote workers, because their motive is to save as much money as possible. However, spending a few hundred dollars here and there on your remote employees will immediately make your company more appealing, as well as increase retention rates.

Half of the work when it comes to the process of hiring remote employees is finding the right candidates in a stack of applications. By drawing numerous qualified individuals to you, you will never be short of options, allowing you to hire the absolute best, in terms of talent.

By Feb 1, 2019
Work hard. Travel harder.
Developer Testimonials

Developer Testimonials

At Turing, we value great engineers, just as much as we do companies we work with. We understand that delivering a great service starts with how we treat those who work with us, which is why we take care to make sure that our engineers are happy. We offer our global remote engineers the opportunity… View Article

At Turing, we value great engineers, just as much as we do companies we work with. We understand that delivering a great service starts with how we treat those who work with us, which is why we take care to make sure that our engineers are happy. We offer our global remote engineers the opportunity to work for companies in the Silicon Valley and beyond from the comfort of their homes (wherever home may be), assigning them to projects which will afford them the best career opportunities. It is frequently reiterated that we choose to provide quality over quantity when it comes to our services. This means that we only work with the best engineers, but it also means that we make sure that our engineers are only matched with quality projects.

The following are testimonials from developers that have been placed through Turing:

“Turing has a consistent flow of great opportunities. I have had the chance to work on several detailed projects over a number of months, which has significantly increased my expertise in my field. Additionally, I get paid on time, every time, which means no more worrying about if (and how much) I am going to get paid. Working with Turing has been a great experience.”

—Mohammad

“Turing gave me the opportunity to work from home on a wide variety of exciting projects that I would have never been a part of, had it not been for them. Since I started working with Turing I have learned new skills and grown as a developer. This has increased both the amount, as well as the type, of opportunities available to me. I have been impressed by the structure and professionalism of this company and look forward to continuing to grow alongside them.”

—Wanhao

“There just aren’t many jobs that allow me the freedom to live where I want and how I want, while also working on my terms- but Turing has given me just that.

I develop world class projects from my home – the dream! Initially I was not sure about working U.S. hours (which is probably not for everyone), but it worked out well for me. I actually prefer working U.S. hours from home, to commuting hundreds of miles to the closest company that would allow me to work on this calibre of project. Turing allows me to have a career that I love, as well as the work-life balance that I need.”

—Badis

“The Turing tests were difficult and I had to complete a number of practice projects before I got to work with my first clients. However, I got paid for taking these tests and am proud to be a Turing engineer. Turing has changed my life by enabling me to make a great living from behind my computer. If you’re a software engineer, looking to work remotely, I highly recommend that you check out Turing.”

—Oleksii

“I have always dreamed of making cool, new projects while working with Silicon Valley startups. Turing makes this dream a reality and I would highly recommend utilizing their services to any and all developers out there.”

—Wangwang

Interested in applying to be a remote engineer for Turing? Visit our website to start the process today.

By Jan 31, 2019
People staring at computer screen
Hiring developers

How to Find Great Remote Talent from Around the World

The world is your oyster. If you’re a recruiter or manager, do not limit yourself to within the confines of narrow domestic walls and borders—look everywhere! Obviously, the global talent pool is significantly larger than that of any one state or nation; however, with so many people, it can get a little tricky to find… View Article

The world is your oyster. If you’re a recruiter or manager, do not limit yourself to within the confines of narrow domestic walls and borders—look everywhere!

Obviously, the global talent pool is significantly larger than that of any one state or nation; however, with so many people, it can get a little tricky to find your ideal candidate. Here’s a list of five techniques that you can implement to hire and retain great talent from around the world:

1. Take the road less traveled.

Make sure that you’re looking for talent in the right markets. You may be tempted to seek out candidates from big cities and countries- India, for example. However, it’s important to note that you’d be competing with multiple, large companies for talent in popular locations. Google, Microsoft, Facebook- all of these tech giants recruit heavily from countries like India and China.

If you want to find the right talent and spare yourself a battle against bigger companies, you’d be better off looking for employees in less popular locations. At Turing, for example, we recruit extensively from Eastern European and South American markets, which aren’t the first places that come to mind when you’re thinking about hiring abroad. Due to this, we’re easily able to get great talent at a fraction of the cost. As a result, we’ve seen both our productivity and efficiency increase.

So, if you want to find great talent around the world, you must be innovative and willing to take the road less traveled.

2. Referrals

Birds of a feather flock together. According to a recent LinkedIn report, nearly 50% of businesses in the US get quality hires through employee referrals- so, ask around. If you have remote workers already, see if they know of any eligible candidates that would like to work for you. Incentivize this process (monetary benefits work very well) and you’ve got yourself a solid plan to find quality talent from anywhere in the world.

3. Pull vs. Push

Exercise a “pull” appeal over a “push” appeal. This means that you’re drawing clients to you, rather than going out of your way to find them.

The best way to do this is to establish your company as a place that people all over the globe are attracted to and want to work for. Highlight your global talent and inclusion; express how your business will change the world; and elaborate upon the global reach of your operation.

In essence: create your brand. If you’re able to position yourself as an employee-centric company that provides a plethora of benefits to its workers and actively brings on global talent, then you’re far more likely to attract amazing employees.

4. Diverse Work

Nothing acts as a better incentive than the promise of performing exciting and diverse tasks. Make sure to involve your employees (local or global) in tasks that are engaging and exciting.

Many roles involve a heavy amount of grind work, a.k.a. repetitive, monotonous tasks from 9 to 5. However, even in such roles there is always a way to make things exciting. Make it a point to involve your global employees in interesting and different projects, giving them the chance to grow. A healthy work environment will make for happy employees, which, in turn, will inspire positive word of mouth.

5. Post in Niche Communities

There are three key steps to finding great talent: network, network, and network.

In a 2017 report, conducted by LinkedIn, 95% of companies (surveyed in regards to their recruiting trends) stated that they’ve successfully hired from LinkedIn, while 24% pointed towards Facebook and 16% used Twitter. This just proves that you should be using social media platforms to your advantage. After all, thanks to the internet, the world is (quite literally) at your fingertips. That being said, be aware that different countries use different social media platforms so depending on which country you’re targeting, you may have to use a unique platform to post jobs. Make sure that you’ve done your research and are educated on how the country virtually functions.

Additionally, be sure that you’re attending local and international conference, as they make for great networking events. The further that you expand your circle of connections, the more likely you are to come across great talent.

Hiring talent beyond national and state borders means a larger talent pool, allowing you to connect with (and potentially hire) more talented workers, at a lower cost, than your competition.

If you look beyond the obvious markets when it comes to hiring globally, utilize social media and networking platforms, leverage your employees’ connections with a referral program, and position yourself as a company of choice for people all over the world; you will find your company full of international talent.

By Jan 31, 2019
People sitting at a table working on a computer
Hiring developers

Why You Should Hire the Best Talent, No Matter Where They Are Located

When it comes to deciding who to hire, most employers specifically look for applicants located in proximity to the office. Candidates who can physically come into the office every day is a preference shared by many companies. However, this approach (while traditional) does not always guarantee that the applicant awarded the position, is the most… View Article

When it comes to deciding who to hire, most employers specifically look for applicants located in proximity to the office.

Candidates who can physically come into the office every day is a preference shared by many companies. However, this approach (while traditional) does not always guarantee that the applicant awarded the position, is the most talented candidate available nor the best fit for the job.

Hiring remotely is a fairly new concept in the business world. Thanks to the internet, as well as advances in technology over the last few decades, it is now entirely possible for a company located in the United States to employ a worker from India, without anyone having to relocate.

The rate of people around the world opting to work remotely is continuously rising, allowing more and more companies a chance at choosing employees from a far wider talent pool. Despite this, many companies are too deterred by the thought of hiring someone who would never step foot into the office, to consider the benefits of remote workers.

Here are just a few benefits that come with hiring remotely that you should consider before writing off these applicants:

1. Remote workers are proven to have increased levels of productivity.

In an experiment conducted by Stanford professor, Nicholas Bloom, it is proven that employees who work from home have higher levels of productivity and concentration. After all, these workers are in a comfortable environment, don’t have to worry about a commute, and have better work-life balances. Their happiness translates into quality work. Bloom recorded a 13% improvement in performance among remote workers.

2. Research show a decreased rate of employee turnover, among remote workers.

In the same study, Bloom found that resignations from companies dropped 50% when employees were working remotely. After all, employees leave their jobs for a multitude of reasons, popular ones being too long of commute, need more time with their family, moving, etc. By taking away the stipulation that they MUST be present in the office to keep their position with the company, there are far fewer reasons for an employee to feel the urge to hand in their two weeks notice.

3. Companies are proven to save money when their employees are working remotely.

Fewer employees within the office means that, as an employer, you don’t have to rent as large of an office space. Additionally, if your company pays for employee meals, transportation, relocation, etc.; you can cut all of those expenses by hiring remotely.

There are a vast number of benefits when it comes to hiring remotely, so why wouldn’t you choose an insanely talented remote worker over a locally based, yet mediocre, employee?

The concept of remote employees may seem strange at first, but the world is rapidly changing. Every year, more and more talented individuals decide to work remotely and this trend is only going to continue. Don’t miss out on the best talent that the world has to offer, solely because that employee works remotely.

By Jan 29, 2019
Silhouette of a person standing on top of a rock with the sun setting behind
Hiring developers

Personality Traits to Look for in Remote Workers

When it comes to hiring remote workers, looking only at knowledge, skills, and experience is simply not enough. Regular hires will be in the office alongside you, day after day, giving you the opportunity to get to know them, supervise them, and directly communicate with them. When it comes to an employee working remotely, there… View Article

When it comes to hiring remote workers, looking only at knowledge, skills, and experience is simply not enough.

Regular hires will be in the office alongside you, day after day, giving you the opportunity to get to know them, supervise them, and directly communicate with them. When it comes to an employee working remotely, there will be a bit of a natural disconnect. Due to this, personality traits are just as important (if not more important) than basic qualifications as your company is deciding who to hire.

The following is a list of personality traits to lookout for while sifting through applicants:

1. They’re a self-starters.

Working remotely requires a great deal of self-discipline. You want to be sure that the worker you hire is independent and able to complete tasks in an organized, timely manner, without you having to constantly check up on them.

In order to find the applicants who possess this trait, look for prospects who have worked remotely in the past. Be sure to check their references and look at work samples.

2. They follow through.

Make sure that potential hires are able to both start and finish projects in an efficient and professional manner. A good way to test this is by giving potential candidates a trial assignment or small project. This will allow you to gauge everything from their work ethic to skill level.

3. They’re organized.

Organization is key for a remote worker to be successful in their position and keep themselves on task, outside of an office setting. It’s a bit more difficult to really see who excels at organization and who doesn’t, but trial assignments, reference checks, and a Skype interview may give you a decent idea.

4. They have the ability to communicate effectively.

You need a remote worker who can communicate with you as effectively as possible. This can be a difficult task from miles and miles away, but communication is necessary to the success of the employee. Pay close attention to their communication skills during the interview process. Be sure that their messages are well-written and to the point, that you speak (and understand) the same language, and that they’re open to speaking over the phone or video chat throughout the day, as necessary.

5. They have the ability to handle criticism.

There may come a time where you may need to correct your remote worker. If they don’t handle criticisms with grace, then that could potentially cause serious problems over the course of their employment. Find someone who is positive and excited to learn and grow. To find these applicants in the stack, give some constructive criticism to the candidate during their trial assignment. How they react to it (check facial expressions, word choice, etc.), will tell you all you need to know.

Remote workers are the future of industry. While hiring someone to work outside of the office may seem like a strange and problematic concept, problems with remote employees can easily be avoided if you hire the right people.

If possible, try to hire through a website like Turing. Turing focuses on finding job placements for remote software engineers and only takes the top 1% of applicants. This means that every remote worker we match with a company, is guaranteed to be the best in terms of quality and performance.

By Jan 28, 2019
A red traffic light
Hiring developers

What to Avoid When Hiring Remote Teams

Remote teams are everywhere. I’d call them the future, but really, they define the present. In the United States alone, 43% of the workforce has already spent part of their career working remotely. If trends are anything to go by, this number is only going to continue to grow. As a manager, hiring (and retaining)… View Article

Remote teams are everywhere.

I’d call them the future, but really, they define the present. In the United States alone, 43% of the workforce has already spent part of their career working remotely. If trends are anything to go by, this number is only going to continue to grow.

As a manager, hiring (and retaining) remote workers can be a challenging task. You’re looking for someone who is skilled, flexible, and a good communicator, while also being able to divide their time and prioritize tasks. With such a broad set of criteria and a seemingly bottomless well of candidates to choose from, narrowing down to the perfect candidate can feel a lot like finding a needle in a haystack.

If you’ve found yourself unsure of how to proceed with filtering through your stack of applications, simply follow this 4-point guide, outlining what to avoid when hiring remote teams.

1. “Versatile Communicator, Wherefore Art Thou?”

Sound communication is the spine of any team. Therefore, it is important to hire people who are skilled (and versatile) communicators.

For instance, you don’t want to hire an engineer who only uses e-mail as a means to communicate. Though text is the most common method of communication among remote teams, you’d ideally want a freelancer who is flexible and adept at different mediums—video, in particular.

This probably goes without saying, but it’s also extremely important to hire workers who are comfortable with the language that you operate in. Very frequently, companies prioritize other qualities over communication and this just harms them in the long run.

Other important qualities to search for are the abilities to both follow clear tasks and prioritize cleverly. Additionally, you want to be sure that the remote workers you hire are a good fit for your company’s culture.

As a manager, your focus should be on the big picture and in the long run, communication has a substantial and directly proportional impact on productivity. By ensuring that you choose candidates who are able to communicate effectively, you will avoid a lot of potential problems in the workplace.

2. Hard v. Soft Skills

Say you’re hiring a remote engineer and have two candidates to choose from:

  •       Tommy, who’s very talented but has low self-direction and interpersonal skills;
  •       Timmy, who isn’t quite as talented as Tommy but is more organized, alert and passionate.


Who would you pick?

If you’re working within a remote setup, it’s probably a better choice to hire Timmy.

Things like self-direction and motivation can be worked on if you’re working in the same physical space, but it can get harder remotely. Due to this, it’s important to ask behavioral questions, along with skill-based questions, in order to understand what kind of person the candidate is, in addition to their knowledge of the field.

Arguably, in the remote space, a more adept and sharper communicator is better to have than a very talented employee with limited communication skills.

3. Time Zones

AMs and PMs flipped over their heads—what is time in the modern age?

True, in today’s modern world, it’s easier to communicate across hemispheres, but still, it’s certainly better to work with someone operating out of a similar time zone.

When hiring candidates for remote work, ensure that they are comfortable with your company’s hours of operations. At the same time, you must also be cognizant of their time schedule and be flexible accordingly.

4. Avoid Crowded Talent Pools

You don’t want to be where everyone else is. If you can help it, search for workers in less crowded markets. For example, if you’re looking to hire remote engineers, look in Eastern Europe rather than India.

The reasoning behind this is that in bigger and more popular markets, you’ll end up competing against business giants like Google and IBM for human resources. Any situation that involves you battling it out against a company like Google will be an uphill task that should be avoided at all costs.


Hiring remote workers can be tricky, but if you follow the right steps, it can be an optimal solution for your company. By knowing what to avoid when it comes to hiring remote talent, you will be able to easily narrow down candidates, making the process far less tedious, and therefore, less daunting.

By Jan 23, 2019
Sunglasses on a beach
Management

Incentives and Freelance Workers: A 3-Point Guide

It’s summer and the heat’s never been worse. Sweat drips down your face, as an itch crawls up your back. It’s 115 degrees. The world closes around you. Blackness. Then you take a sip of lemonade. Sweet, simple, iced lemonade. The cool refreshment brings you back from what feels like the brink of death. This… View Article

It’s summer and the heat’s never been worse. Sweat drips down your face, as an itch crawls up your back. It’s 115 degrees. The world closes around you. Blackness.

Then you take a sip of lemonade. Sweet, simple, iced lemonade.

The cool refreshment brings you back from what feels like the brink of death.

This feeling of overwhelming relief given by a sip of lemonade on a hot day, is similar to the feeling of hiring a freelancer for a project. They are a short-term solution to a short-term problem– a quick fix. Like a little sip of lemonade.

It is predicted that by 2025, the majority of workers in the United States will be freelancers. As a manager, you will likely find yourself managing freelancers, as well as your usual long-term employees, in the future of your career. Motivating and incentivizing these workers to do a great job will be essential.

But how do you incentivize a freelancer, seeing as they aren’t full-time employees and therefore, don’t receive company benefits? How do you ensure that a short-term employee gives their assignment their all, when they have relatively little to gain?

Here are some ways to increase the happiness of your freelancers, and therefore, ensure that they provide quality work for your company:

1. Avoid Micromanagement

There is a reason why a freelancer chooses to be a freelancer. They
are self-starters who value their independence over anything else.
The last thing that they want (particularly if they’re doing some sort of
creative work) is for you to interfere or keep a constant eye on them.

Let them be.

You hired them because you were impressed with their work. They’re
good at what they do, so trust them.

That being said, it only stands to reason that as a manager, you will
be concerned about having materials completed and turned in, in a
timely manner.

Project management tools, such as Evernote, Trello, and Microsoft
Project are all useful when it comes to managing freelance workers.
These tools allow you to “check in” and ensure that tasks are being
completed in a specific time frame, while also giving the freelancer
their space.

2. Diverse Work, Not Money

A recent Stanford study found that money did not prove to be a significant incentive for freelance workers. While this may seem counterintuitive, in the words of entrepreneur, Peter Daisyme:

One of the reasons they freelance is because they may have personalities where they can get easily bored doing the same job day in and day out, and prefer the fast-paced nature of having different clients in varying industries who provide them with diverse assignments. It’s important to create this aspect of the freelance culture because it is what excites them and keeps them focused and working hard.”

If you’ve hired a freelance writer to work on blog posts, for example, you may want to increase their responsibilities over time. Writing infographics, whitepapers, producing social media content, graphic posts, scripts for videos- these are all excellent examples of diverse tasks that you could give to your freelancer to keep work challenging and interesting for them.

3. Long-Term Freelancers

Hiring freelance workers can be an optimal strategy, if it suits your business goals. There are many benefits to hiring freelancers, but the top ones include reduced employer risk, access to a larger talent pool, overall flexibility of workers, and the ability of your company to save money, since you don’t have to pay for full benefits for these workers.

However, due to the fact that freelancers aren’t given the benefits that full-time employees receive, it is important to throw something their way to make your company stand out as the place where freelancers want to lend their talents.

For instance, Microsoft recently announced that it will be giving their 2,000+ contractors and vendors 15 days of paid vacation and sick leave. A benefit like this won’t cost your company that much in the long run and will give you an edge over other companies looking to hire freelancers.

Other work-life benefits that you may consider offering to freelancers, include:

-Paid breaks: Over 71% of freelancers want paid breaks and only 28% of companies offer provide that.

-Health and well-being benefits: These benefits do not have to be as elaborate as they are for the full-time employees, but having something as an option for freelancers will make your company stand out.

-Paid time off: A recent Limeade survey found that providing paid-time off corresponds to a 13% increase in worker engagement.

By showing respect for your freelancer and their time through these actions and benefits, you will ensure that your company receives a positive reputation in the freelancer community. This will allow you to continue to utilize the diverse talent that hiring freelancers can provide to you, as well as keeping your employees happy and productive.

By Jan 23, 2019
Headphones on a desk
Management

4 Ways to Improve Communication with Remote Teams

When discussing the possibility of hiring remote workers, your company may express concerns over whether standards when it comes to communication, productivity, and teamwork may take a hit if they begin hiring employees to work outside of the office. While this is a natural concern, we are here to tell you that even if your… View Article

When discussing the possibility of hiring remote workers, your company may express concerns over whether standards when it comes to communication, productivity, and teamwork may take a hit if they begin hiring employees to work outside of the office.

While this is a natural concern, we are here to tell you that even if your company chooses to hire remote employees, it is still more than possible to maintain the same ideals that you hold for your regular, in-office staff.

The key to this is, of course, communication!

By maximizing communication between yourself and your company’s remote employees, it will feel as though they really are a part of the office.

Here are some ways to do just that:

1. Develop Smart Teams

In a recent study, MIT professors concluded that regardless of an on or offline set-up, the important ingredients for a “smart team” are the same: frequent communication, equal participation, and high emotion-reading skills (empathy, basically).

Part of this comes down to just hiring the right candidates- people with shared values and ethics. And, yes, this sounds a lot like “corporate jargon”, but if your employees aren’t intrinsically motivated to complete a task and aren’t on-board with the company mission, they are more likely to procrastinate their work, leading to lower levels of productivity.

Additionally, it’s also important to make sure that your remote workers are comfortable with the communication technology that your company prefers to use. For instance, if you prefer to communicate with employees via video chat rather than e-mail, you’ll want to be sure that those in your charge are all comfortable using that form of communication.

It’s important to invest in people and to treat them as you would any onsite worker. So, essentially, invest in travel and get to know your remote employees face-to-face, if possible. (Many remote companies plan at least semi-annual meetups for their workforce!) Build rapport. Keep your personal connections alive by discussing topics outside out work. Include remote employees in online communication channels, be it Slack, Skype, Perch or another tool that your company uses.

Remember: remote workers are as much part of the company as any other employee and should be treated as such. Recognition goes a long way.

2. Recognize Individual Contributions

It’s important to set up clear “Objectives and Key Results” (OKRs) for all of your employees. Use project management tools like Trello, Asana, or Microsoft Project for this.

Once all of your workers know the tasks that they need to complete, be sure to recognize (both publicly and privately) the accomplishments of your workforce. Weekly shout-outs on general company channels, for instance, go a long way.

3. Over-Communicate

When trying to make up for the lack of physical interaction, over-communicating (communicating more often, with more detail than you normally would) is the best way to build and maintain a steady working relationship with your remote employees.

Be sure to use multiple communication channels to keep up with your employees- e-mail, text, phone, video, etc. However, do not send the same message to your remote workers via multiple channels. You want your frequent communications to serve specific purposes, rather than become redundant and unwelcomed by your employees.

4. Two Is Better Than One- Pair Your Workers!

A recent study found that paired programmers work “twice as fast” to produce code that is simpler, better designed, and easier to extend. The study proves that not only does paired programming keep things fun for remote workers, it also greatly improves productivity.

All workers, at the end of the day, are human beings and social creatures. Therefore, by making the workplace a less isolating experience, you are sure to get far more from your employees in the way of quality work.

Remote workers may not be physically in your office, but by following the steps listed above, they can still feel like a central part of your workplace, while allowing you, as an employer, to take advantage of remote talent that may not have been available to you otherwise.

By Jan 23, 2019
For hire sign
Hiring developers

5 Tips for Hiring Remote Engineering Teams

If your company is looking to hire remote engineers for the first time, you may have a lot of questions about how to go about starting the process. If you’re searching for a beginner’s guide on where and how to begin locating the field’s best remote talent, then look no further. Here are 5 tips… View Article

If your company is looking to hire remote engineers for the first time, you may have a lot of questions about how to go about starting the process.

If you’re searching for a beginner’s guide on where and how to begin locating the field’s best remote talent, then look no further.

Here are 5 tips to help you hire the best remote engineering teams:

1.  Similar Working Style

Hiring remote workers is a lot like entering a relationship. You’re a certain person; they’re a certain person. For things to work out, you have to have enough in common that you’re able to gel together.

Here’s an example: You’re a manager that prefers video calling over e-mail. You work with remote teams and video calling allows for a more personal conversation, which is very important to you. Ergo, it is imperative that the remote workers you employ are comfortable with using video chat technology as a means of communication.

It is important that your ideals and the ideals of your remote team mesh, especially since you will not have the opportunity to see them every day around the office in order to establish a working relationship.

2. Quality Above All Else

Half the challenges of working with a remote team can be solved if you work with high-quality, talented engineers. The best engineers are 800% more productive than average engineers—go for the best.

As intuitive as this seems, it’s something a lot of companies overlook. As much as possible, do not settle; always intend to get the best resources for your company—quality above all else.

3. “You Say Good Morning When It’s Good Night”

A large part of working together is communication. Due to the simple fact that solid and frequent communication is difficult across time-zones, working with remote engineers, based in a similar time-zone as your company, will make everyone’s lives easier.

Of course, each company is unique, and you may have different priorities, but looking for persons in your time-zone is ideal. For example, at Turing we’ve implemented a sophisticated machine learning system that pairs you with an engineer that works best with your specific situation. Since the system is intelligent, it adapts to your dynamic and ever-changing needs without any difficulty.

(Read more about our machine learning system here.)

4. Don’t follow the masses.

A Yoda-esque statement, perhaps: Look not where others are, but where they are not.

For example, if a big company—Google, let’s say—has lots of offices in India, then you’re better off not looking for developers there because you’ll be competing with them for remote engineers. While engineers from India may be a solid option depending on what your company’s needs are, any situation that involves you competing with Google is going to be a battle that you probably won’t win.

When searching for remote talent in the field of engineering, it’s best if you can find a market that’s not as saturated and look for workers there. Counter trends; think and look strategically.

5. Hire Pre-Vetted Engineers

If you’re a manager that’s looking to hire remote engineers, credibility is going to be a big factor. You want to make sure that the engineer you’re hiring is trustworthy and optimal for your company.

The solution? Pre-vetted engineers.

To be “pre-vetted” means that the remote engineer looking for employment has already passed various HR tests, from interviews to testing to background checks.

For instance, at Turing, you can choose from a selection of hundreds of pre-selected engineers that’ve gone through a rigorous interview and testing process.

(Read about our engineer selection process here.)

At the end of the day, the most important thing when hiring remote teams is finding reliable and trustworthy workers. It’s also important to find engineers that align with your company’s values and ethics. Be smart and strategic when it comes to the market you search in and, finally, always look for the best engineers.

Use Turing to search from over hundreds of pre-vetted and qualified engineers that match your company’s needs and circumstance.

By Jan 23, 2019