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47 articles tagged #Developers.
P.01Arc.dev sits between an open marketplace and a managed network: you browse a vetted pool and decide yourself. That suits some teams exactly and leaves others doing work they thought they had outsourced.
P.02Braintrust's pitch is that talent keeps 100% and the fee sits with the client. That changes the incentives in ways worth understanding before you decide it is cheaper.
P.03Gun.io skews senior, US-based and relationship-led, which is exactly right for some engagements and expensive overkill for others. Where it fits, and what to use when it doesn't.
P.04Andela is built for companies adding sustained engineering capacity across timezones. If your need is smaller or shorter than that, the enterprise shape works against you. Where else to look, and how to decide.
P.05Lemon.io is built for startups that need a vetted contract developer this week. Where that model fits, where it strains, and what to use instead when speed is not the binding constraint.
P.06Turing is built for long, full-time-equivalent remote engagements matched by an algorithm. That shape suits some teams and quietly works against others. What it is good at, and where to look instead.
P.07Upwork gives you enormous supply and none of the filtering. That trade works until it doesn't. An honest look at what Upwork is actually good at, when to leave, and where to go instead.
P.08Game development hiring is not the same discipline as web or mobile hiring. Here's how to tell Unity from Unreal talent, what to actually test for, and what it costs to get this right in 2026.
P.09Since July 22, 2026, third-party app stores can list your Android app inside Google Play itself unless you opt out. Here's how the enrollment program works, what it costs rival stores, and what an agency should tell its Android clients this week.
P.10Rails isn't the default startup choice it was a decade ago, but it didn't disappear either. Here's an honest read on where Rails still wins, where it loses to Next.js and Django, and who should actually spend time learning it in 2026.
P.11Looking for an Andela alternative? An honest look at where Andela fits, where it does not, and how to hire vetted developers when you need one or two of them fast.
P.12Looking for an Arc.dev alternative to hire vetted remote developers? An honest look at what Arc.dev does well, where it leaves work on your plate, and how the options compare.
P.13Gun.io is a strong pick for senior US-timezone freelancers, but it is not the only way to hire vetted developers. An honest look at the best Gun.io alternative options and how to choose.
P.14Looking for a Lemon.io alternative to hire vetted developers? An honest read on where Lemon.io fits, where it does not, and how to choose the right option for the role you are filling.
P.15Upwork is the biggest freelance marketplace, but the vetting is on you. An honest look at Upwork alternatives for developers and how to pick the right one.
P.16Angular's enterprise comeback is real. Signals, standalone components, and zoneless change detection have changed what senior Angular skill looks like. Here's how to hire for it.
P.17Svelte 5 runes changed the reactivity model in ways that matter for hiring. The talent pool is small but experienced. Here's how to find, screen, and evaluate Svelte developers.
P.18Salesforce powers enterprise sales and service for over 150,000 companies. Hiring the wrong developer means expensive tech debt inside a platform you can't easily migrate off. Here's what to look for.
P.19Blockchain developer is not one job. Smart contract engineers, dApp frontend developers, protocol engineers, and Web3 security auditors require completely different screens. Here is how to find the right one.
P.20C++ covers game engines, embedded systems, high-frequency trading, and infrastructure tools. The skills that matter are completely different depending on what you are actually building.
P.21Elixir's talent pool is small, opinionated, and genuinely skilled. Here is how to find the real engineers in it, what to test for, and why the screen differs from every other backend hire.
P.22Most developers leave money on the table not because they lack leverage, but because they negotiate too early, disclose their current salary, or accept the first number. Here is what actually works.
P.23The order you hire your first 10 engineers matters more than the total headcount. Here is how to sequence the hires, what ratios work, and the common mistakes that slow teams down before they start.
P.24Security engineer is a sprawling category with genuinely different specializations. Here is how to define the role you actually need, run a screen that tests real skill, and avoid the common hiring mistakes.
P.25Data scientist and ML engineer are two different jobs. This guide explains the distinction, what a strong data scientist actually does, and what to screen for in the interview to find someone with real analytical judgment.
P.26Frontend developer means different things to different teams. This guide covers the core screen: HTML semantics, CSS fundamentals, Core Web Vitals, and how to test for real skill rather than framework familiarity.
P.27Kotlin is the default language for Android and a growing choice for JVM backend work. This guide explains what to screen for, how Kotlin-specific skills differ from Java, and what the role actually requires.
P.28QA is about risk thinking, not script writing. This guide covers what a strong QA engineer brings to a team, what to test for in an interview, and how to avoid hiring someone who just runs regression suites.
P.29Most hiring managers look at the wrong things on a GitHub profile. Stars and follower counts tell you almost nothing. Here is what to actually look for, and what the AI era changed about reading developer profiles.
P.30AI engineer is not the same job as machine learning engineer. One trains models. The other builds products on top of them. This is the screen that tells them apart and finds candidates who can ship real LLM-powered systems.
P.31The .NET platform has changed more in the last three years than in the decade before. Here is what a strong .NET developer looks like today, what questions reveal real skill, and what separates modern .NET engineers from those still working in a 2015 mindset.
P.32Java 21 LTS brought virtual threads and pattern matching. Spring Boot 3 requires Java 17. Most job descriptions are still testing for Java 8. This guide covers what a strong Java developer looks like in 2026 and what questions reveal real skill.
P.33Everyone claims ML experience since the AI boom. This is the screen that tells apart someone who can build and ship ML systems from someone who fine-tuned a model in a Colab notebook once.
P.34Flutter is the dominant choice for cross-platform mobile in 2026. The candidate pool has grown fast, and the gap between someone who did a tutorial and someone who has shipped production apps is wide. Here is the screen.
P.35PHP powers the majority of the web and the hiring pool is huge. That makes it easy to hire someone who knows PHP and hard to hire someone who can build with it. Here is the screen that finds the difference.
P.36Most reference checks are theater. The candidate selects three friends who say nice things, and you move on. Here is how to run reference calls that surface real information before you extend the offer.
P.37Full-stack means different things to every team. This is a practical guide to defining what you actually need, running a screen that catches specialists in disguise, and knowing when a generalist is the right call.
P.38LeetCode interviews are popular and largely useless for predicting on-the-job performance. Here is what the research says works, and how to build a process that finds engineers who will thrive in your codebase.
P.39Python is the language of AI, data, and backend. But 'Python developer' covers a huge range of skill sets. Here's how to define the role, screen for real ability, and avoid costly mismatches.
P.40A week-by-week playbook for onboarding a new software engineer. What to cover in the first month, what most teams skip, and how to measure whether it is working.
P.41A step-by-step guide to screening React developers in 2026 — what to test, what seniority looks like, and the red flags that save you from a bad hire.
P.42The remote market is more competitive and more winnable than it looks. The developers who get hired are not always the strongest coders. They are the easiest to evaluate. Here is how to become one of them.
P.43Everyone says their developers are vetted. Almost nobody tells you what that means. Here is what real vetting looks like, the screen we actually run, and the red flags that should end a conversation early.
P.44A practical comparison of offshore, nearshore, and onshore development for teams deciding how to staff a project. What each model costs, where it breaks, and how to choose.
P.45Most technical job descriptions repel the people they are trying to hire. Here is what senior developers actually look for, and how to write a posting that gets responses from the right people.
P.46Toptal is the default answer when someone wants pre-vetted developers fast. It is not the only one, and for a lot of teams it is not the right one. An honest look at the alternatives and how to choose.
P.47The salary number is the smallest part of the answer. This is a framework for the real cost of each hiring model, in-house, freelance, agency, and managed, so you can budget for the total, not the sticker.