Onboard talent in 3 easy steps.
1
Let us know what kind of resources you are looking for.
2
We send you profiles of matching short-listed candidates.
3
You meet the resources you like, and add them to your team.
Hiring remote developers made easy.
Silicon Valley-caliber vetting
Our hires go through rigorous assessment on both soft and hard skills.
Proven pool of talent
Hire remotely without compromising quality.
Quicker than ever hiring
Onboard a permanent developer in as little as 2 weeks!
Why hire from us?
Greater value for money
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Significant cost savings
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Equally or more qualified candidates
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Access to a massive pool of talent
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Fast and easy onboarding
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Control over your project’s management
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Knowledge-driven proactive company culture
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Full-time workforce, working 45 hours/week
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Flexible hiring models
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Transparent billing
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Savings on employee taxes
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Direct communication with remote staff
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Use of task monitoring and productivity tools
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Supervised on-premise work environment
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Internationally standard office facility
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Dedicated support from us in any need
More Benefits
Leverage the power of global talent with Bangladesh Software Solution
Pay for hired resources only
All our services prior to hiring a resource come for free. And you pay for the hired resources only. We do not charge any separate agency commission.
Our Talent Vetting Process
Our talent pool consists of some of the most qualified and experienced developers in the region. From top university graduates to developers with years of relevant experiences, we can provide you with the best remote talent in any tech stack you need.
1
Thorough Screening and Due Diligence
We receive thousands of applications every year willing to join our team. This calls for a detailed background check of all relevant qualifications. So before even moving on to the next steps, we validate every candidate’s past and present work experiences with previous employers as well as through data verification using LinkedIn and peer reviews.
2
Initial Introduction
Screened candidates are asked to send video introductions answering some non-technical questions. This is done to ensure their soft skills and workability.
3
Technical Interview and Programming Test
A panel of interviewers consisting of senior developers and management figures take detailed interviews of the shortlisted candidates. This interview includes relevant technical questions and programming skill tests. This step usually spans multiple sessions.
4
Final Review
Each step of the interview process is reviewed to make the final decision.
5
Onboarding
After screening out the best of the best, we onboard our new team members. A management figure is assigned to each new resource. We thoroughly brief them on our development process, answer their questions and communicate what we expect from them.
6
Quarterly Reviews
Every resource is thoroughly reviewed on their technical activities and work ethics on regular intervals to ensure every developer’s work is constantly meeting our standards.
Our Talent Vetting Process
Our talent pool consists of some of the most qualified and experienced developers in the region. From top university graduates to developers with years of relevant experiences, we can provide you with the best remote talent in any tech stack you need.
1
Thorough Screening and Due Diligence
We receive thousands of applications every year willing to join our team. This calls for a detailed background check of all relevant qualifications. So before even moving on to the next steps, we validate every candidate’s past and present work experiences with previous employers as well as through data verification using LinkedIn and peer reviews.
2
Initial Introduction
Screened candidates are asked to send video introductions answering some non-technical questions. This is done to ensure their soft skills and workability.
3
Technical Interview and Programming Test
A panel of interviewers consisting of senior developers and management figures take detailed interviews of the shortlisted candidates. This interview includes relevant technical questions and programming skill tests. This step usually spans multiple sessions.
4
Final Review
Each step of the interview process is reviewed to make the final decision.
5
Onboarding
After screening out the best of the best, we onboard our new team members. A management figure is assigned to each new resource. We thoroughly brief them on our development process, answer their questions and communicate what we expect from them.
6
Quarterly Reviews
Every resource is thoroughly reviewed on their technical activities and work ethics on regular intervals to ensure every developer’s work is constantly meeting our standards.
1
Thorough Screening and Due Diligence
We receive thousands of applications every year willing to join our team. This calls for a detailed background check of all relevant qualifications. So before even moving on to the next steps, we validate every candidate’s past and present work experiences with previous employers as well as through data verification using LinkedIn and peer reviews.
2
Initial Introduction
Screened candidates are asked to send video introductions answering some non-technical questions. This is done to ensure their soft skills and workability.
3
Technical Interview and Programming Test
A panel of interviewers consisting of senior developers and management figures take detailed interviews of the shortlisted candidates. This interview includes relevant technical questions and programming skill tests. This step usually spans multiple sessions.
6
Quarterly Reviews
Every resource is thoroughly reviewed on their technical activities and work ethics on regular intervals to ensure every developer’s work is constantly meeting our standards.
5
Onboarding
After screening out the best of the best, we onboard our new team members. A management figure is assigned to each new resource. We thoroughly brief them on our development process, answer their questions and communicate what we expect from them.
4
Final Review
Each step of the interview process is reviewed to make the final decision.