- Develop and continuously improve websites and applications;
- Develop new user-facing features to boost user experience;
- Conduct code analysis to catch potential security threats and bugs;
- Provide sustainable coding that can be reused and altered in the future;
- Ensure the feasibility of UI/UX design and always upgrade user experience.
Back-end engineers monitor and maintain data storage, monitoring server performance, and make sure the app is functional. On top of that, they ensure the optimization of applications for speed and efficiency.
Here are the primary roles of back-end developers that you should be familiar with before deciding to hire JS coders:
- Analyze data and processes to identify areas for improvement;
- Work along with front-end developers to enhance user experience and integrate user-facing features with server logic;
- Write reusable code;
- Conduct software reliability analysis to uncover flaws in the software’s functionality and design;
- Maximize speed and scalability of applications;
- Secure and protect data;
- Implement data storage solutions.
Hard skills of a front-end developer (Junior, Middle, Senior)
This skill is self-explanatory: Middle and Senior staff should be able to review other developers’ code for potential bugs, whereas Junior engineers should be able to check and fix small issues.
A Junior member of staff ought to understand and work with the existing architecture and its layers and have a basic knowledge about design patterns. The Middle coder’s tasks revolve around implementing new features within the architecture and an understanding of design patterns and SOLID principles. Finally, a Senior developer should be capable of adding new subsystems to the existing application architecture, have extensive knowledge about design patterns, and a deep understanding of architecture patterns.
Testing is a vital part of the software development process. Junior staff needs to be aware of the unit testing approaches, whereas Middle developers should be experts in test-driven development. Finally, a Senior staff member should be familiar with the test automation framework like Protractor, Selenium Webdriver, and others.
Understanding of JS libraries (Angular and React)
Hard skills of a back-end developer (Junior, Middle, Senior)
Similar to front-end developers, back-end specialists are required to be able to review and fix code issues.
Back-end developers are also expected to understand the existing architecture and work with it without causing any disruptions. Juniors need to have a basic understanding of architecture layers as well as MVC (Model-View-Controller). At the same time, Middle developers need to be able to integrate new features into the existing architecture and understand commonly-used design patterns and SOLID principles. Seniors should be capable of designing application architecture from scratch using given technical and business requirements.
To ease the collaboration and keep track of all the changes, software development teams refer to VCS (Version Control System). On top of that, teams implement CI (continuous integration) several times per day to merge the code into a shared repository, verified with automated testing.
- Working under pressure,
- Critical thinking,
- Problem-solving ability,
- Attention to detail,
- Ability to work in a team.
How to create a well-balanced team of specialists
Hire at least one Senior developer
Having too many Senior staff on your team might lead to the situation when some tasks won’t be interesting for them. However, there is a need for several Senior developers if you have a complex project that requires in-depth expertise and excellent skills. A well-established team should have one or two Senior developers to retain expertise and valuable knowledge and raise the new generation of great experts.
Consider the candidate’s personality
This advice goes back to soft skills. No matter how vital technical skills might be, if a developer does not get along with the team, they will disrupt the well-oiled mechanism, which will inevitably lead to mistakes and delays.
Set development and performance standards as well as best practices
Everyone comes from different backgrounds and has their styles when it comes to naming conversions and organizing workflow. It is essential to have a clear set of rules and standards, as well as performance criteria. This way, your employees will know how to act in case of a common issue and what is required to do.
Maintain continuous communication
Continuous communication within the team and regular meetings or calls with stakeholders will help you avoid misunderstandings and reduce unnecessary work time. Most team members will not interact daily, which might come back as an issue later on, and regular meetings will put everyone on the same page.
How to Attract the Best JS Developers
Read their CV properly
While checking a candidate’s CV, look out for unnecessary, irrelevant skills, such as MS Office. It could mean that the candidate did not prepare a CV for this particular position. Alternatively, it could be due to a lack of essential skills.
Secondly, watch out for quitters. You don’t want to hire someone who will leave the company after a couple of months. If a candidate has switched several workplaces in one year, you should look further.
Ask the right questions
“What do you know about the company?” — this simple question will help you understand whether the candidate researched the company and the product. If the candidate comes unprepared, it means they are not motivated.
“Why did you apply to our company?” — this straightforward question will help you establish whether the candidate fits the position and has enough skills to offer to your company.
Check their skills
Firstly, ask your candidates to evaluate themselves from 1 to 10 on how good they are at a particular task. It will help you figure out their strengths and weaknesses and establish a candidate’s self-awareness level when you check these skills later.
Secondly, prepare a small assessment test based on their future position and the level of expertise. For Juniors, you could ask to create a simple array, an array with static functions, or write a piece of code. Ask potential Middle and senior candidates questions about the technologies they mentioned in their CV and provide them with a more complex practical task.
How TechMagic prepares remote developers
TechMagic provides employee onboarding and offboarding guides to prepare all the important documentation — test cases, mind maps, diagrams, and user flow. Our Senior staff deals with the newcomers onboarding, which brings the team closer together and creates a well-functioning trusting environment.
To ensure that Juniors gain the first experience, we let them start with low-risk assignments and enable the “learning by doing” approach. To ensure the smooth working process and avoid misunderstandings, we organize regular meetings with the team.
Why TechMagic is the right choice
TechMagic will boost your employee retention rates due to the close collaboration between Senior and Junior staff and continuous experience exchange. We make sure to distribute the tasks according to the level of expertise and provide a balance of seniority, which rewards the workers based on their performance, not solely on seniority.
TechMagic is highly cost-effective due to its balanced-out teams: one Senior full-stack team lead, several Middle and Junior specialists, and a QA engineer. It’s a common practice to have a team of 4-5 such specialists and add more when the project grows. In such a scenario, Junior staff has a chance to fulfill their potential due to close collaboration with Seniors and develop T-shaped skills. Finally, we provide test automation services to security to ensure the safety of your sensitive data.