A web developer speaks the language of coding whether he/she is from Europe, North America, South America, Asia, or any other continent. The language and ethnicity of the web developers have nothing to do with the skillset they possess. That being said, web developers still face some biased opinions against them because they are from developing countries. 

The general opinion builds up so much because of the client’s experience. A web development project or two didn’t get converted as expected, and the clients starts painting all the web developers from the same region with the same brush. And, They can easily voice their opinion or have good platforms where they can spread their narrative. This makes their opinions travel easily among the masses, making the new clients completely ignore the talent in the developing countries.

Before passing on judgments based on someone else’s experience, we should not forget that there could be more than one reason that the project didn’t turn out the way it was expected, and the web developer is the last one to blame for it.

There could be issues while sharing the project information that hampered the whole project. We have seen it many times. Clients have a good idea of what they want in their minds, but when it comes to transmitting the same on paper, it doesn’t reflect the same idea. And the developers end up making what was shared with them on paper. In such cases, we can’t put the blame on the developers.

Clients might ask to insert some new features in the middle of the project, which again will cause the pace of the web development project. A PRD or a Project Requirement Document is common to both parties. The web developers must follow it during the project development and testing. A client must follow it while checking whether the product aligns well with the requirements mentioned in the PRD. The client cannot complain about anything that was not in the final product and also not mentioned in the PRD.

Sometimes it’s the clients’ hiring procedure that wasn’t suited to filter the best web developers from the lot. Sajeel Qureshi believes that “Clients are not capable of screening the person for the job. It’s not that the Indian web developers are bad; it’s the Indian developers they picked might actually be bad, or they picked the wrong person for the wrong job.”

It’s like hiring Italian cooks to make Thai food. They might be good at it, but you can only know if you pass them through a series of questions that showcase their skill in Thai food specifically. You can hire a Thai person for the Thai food, and they might end up disappointing you because they are not a good cook in general. You have to pass them through the screening process yourself to know whether they are able to cook good Thai food or not. Once that screening process is in place, you can enjoy the best Pad Thai (Thai style Fried Noodles) anywhere in the world because you know how to find the best Thai cook.

If the candidates don’t pass the screening and you still hire them, don’t label them like oh, ‘Italian cooks are bad.’ Or ‘or Thai food is not good.’ They are not bad. They are just at the wrong place for the wrong task. And, imagine what so many wrongfully taken decisions will lead to? A general notion of ‘Italian cooks are bad’ will emerge someday (just because the cook wasn’t able to make Thai food for you).

How can so many clients take wrong decisions and start a notion that Indian developers are bad?

Clients are idea generators. Their minds are loaded with ideas about their product. They are not developers, some of them might be, but some of them don’t know which technology and programming language are best for their product. Do they need a server or where their product will be hosted? And finally, they don’t know what kind of web developer they need for product development. There are backend developers, frontend developers, mobile app developers, desktop app developers, web app developers, and integration experts, among others. It’s a wild market.

The reason why so many new clients are making mistakes in hiring is that there are so many young entrepreneurs bringing up really good ideas that would one day change the world. But, because of their lack of knowledge in development, they don’t know the right procedure to screen the candidates. Sajeel Qureshi, VP of Operations at Computan sums it up well. “When you are not a developer, you are not a technical person, and you go out into the biggest market of developers, and you try to pick a developer that you know nothing about, it’s not going to go well. You can’t pick the nicest person you see because they communicate well, or they are nice to talk to you. You must know what to look for in order to find yourself the best developers out there.”

Global brands such as Alphabet, Microsoft, Twitter, Chanel, IBM, and Adobe knew what they wanted in their CEO, and they found those qualities in an Indian.

  • Sundar Pichai, CEO, Alphabet
  • Satya Nadella, CEO, Microsoft
  • Parag Agrawal, CEO of Twitter
  • Leena Nair, CEO, Chanel
  • Shantanu Narayen, CEO, Adobe
  • Arvind Krishna, CEO, IBM
  • Ajaypal Singh Banga, Chairman, Mastercard
  • Indra Nooyi, CEO (2006-2018), Pepsico

So, next time you hear someone say that Indian web developers are bad, show them this list.

The Importance of Technical Round

At Computan, we have two rounds of interviews. The first one is always the general round with the Human Resource department and the second one is the technical round, where we come to know if the particular candidate’s skill set matches what we are looking for. If we are looking for a HubSpot integration expert, then a HubSpot integration expert at Computan will take the technical round.

If you want to Hire HubSpot developers, we have prepared a list of questions along with the reason why these questions are good to include in your interview process.

Top Interview Questions To Ask Before Hiring Hubspot Developers

Paid Work trial

Paid work trial is a good way to finalize your developers. You don’t have to give a paid work trial to even the first shortlisted candidates. When the list comes down to two or three or maybe four whose skills align the most with your requirement, and you were sure after the interview, then a paid trial work with them would be a decision-maker for you. Those who see fit for the role, offer them the job.

For Urgent Hiring – Take the Tried and Tested Road

It’s not always at the beginning of a project that clients need a developer. Urgency arrives when they need someone in the middle of a project. They have a deadline to follow, and they don’t have much time to screen multiple candidates to make a decision. In that case, hiring from freelancing websites would be risky as you got to be sure of the candidate, and the freelancer is an individual that you don’t know anything about. A sure thing would be to hire a developer from an agency as an agency would have a structure in place to handle all sorts of web development urgencies. They have managers, developers, and a whole team to make things happen on time. A simple Pizza order from Sajeel Qureshi would make it easy to understand.

“If I want to order dinner and I know we are short on time as the kids have to go to bed so they can attend school tomorrow on time, I won’t order something that will arrive late, nor will I spend time scrolling the menu of different restaurants in town. In such a particular situation, I will go for a sure thing that I know kids will love and will arrive on time, i.e., Pizza. This does the job for me.”