- Why should you hire a nextjs developer? It’s not the most straightforward task to find developers for this framework, especially if you’re looking for a developer with specific expertise. The most important thing is to establish what level of skill they require – are you looking for someone who can build your entire project end-to-end, or do you need assistance with only certain parts of it? The former is harder to find. However, it will be a better fit for your most complex components.
Some Nextjs developers specialize in certain areas, making sense if you have a particular need(s). For example, many devs know to React, but they might not be as familiar with Redux or GraphQL. If those are essential parts of your project, it would be beneficial to find someone who has worked extensively with those tools before.
2. Ask them about their previous projects: What technologies were used? Which ones did they enjoy working with? Which ones were challenging? The nice thing about this is that you don’t need to know much about the tools themselves – just enough so that you can ask informed questions, and it doesn’t matter if your Nextjs developer is junior or senior. This advice applies no matter what technologies your project uses and whether you’re hiring a coder, designer, or marketer. Also, always Google around for reviews before picking someone new.
3. How to find the best Nextjs developer for your project?
1. Hire interns or junior developers – If you want to start small and test how things go, hiring interns is an excellent way to do that. It’s cheaper for you, allowing you to keep your burn rate low, and it’s good for them – they can get startup experience, get their name out there, build up their portfolio of work, and hopefully some references.
2. Hire someone part-time – If you want to test the waters with your Nextjs developer before taking the full plunge, you might consider hiring someone part-time on a per-project basis. It is also an excellent way to start, in our opinion, because it’s easier to hire someone part-time for a few weeks or months rather than full-time indefinitely right off the bat.
3. Hire full-time for big projects- If you’re confident that your Nextjs developer is the right fit for your company, then it might be time to try them out full-time. If you’re looking for someone with a few years of experience, this would probably be your best option because it’s easier to find the right person for this type of job compared to junior or part-time positions.
4. Offer remote work – Working remotely is becoming more and more popular. If you prefer to hire someone on a full-time or even part-time basis, but your Nextjs developer lives too far away for it to be practical, then offer them the option of working remotely. It is also helpful if you’re looking for a more senior candidate who doesn’t live near your area, as that will often rule out hiring someone who lives in a different city
5. Start early – The sooner you hire, the better it gives you more time to find the right person and work with them to build your app or website. It also helps if they can learn about what needs to be done before deciding on whether or not they want to take on the project. When you hire a Nextjs developer, it often seems like there are no suitable candidates near you, but asking around and advertising your job early can help you find the perfect person faster.
6. Keep your posting up – While it’s tempting to post a job listing for a few days and then uninstall the ad, we recommend keeping your ad up for 2-3 weeks. If you want to hire a developer who works remotely, you might not know when they are looking for work or can take on new projects, so posting the listing is the best way to reach them.
5 . Read reviews – A great place to start your search for a Nextjs developer is on Toptal. Of course, it’s not the only place to find great developers, but they are screened and reviewed by the platform, so you know they are good. You can also consider ResourceQueue to hire and recruit developers for your project on a contract basis.
6 . Look at portfolios – If you’re hiring for a long-term project, take a look at their previous work. It’s easy to think that the person is just going to be a code machine and churn out great pieces of code. However, taking some time to look through examples of what they have done in the past will give you a good idea of whether or not they are suitable for your project.
7 . Rejecting bad applicants – People who apply but aren’t good enough can be disappointing. Still, it’s essential to set your standards as high as possible so that your team isn’t spending as much time reworking someone else’s problems as they are making progress with the product.
8 . Don’t hire right away – Take your time and wait if you’re not 100% sure. It’s better to take a little bit longer on the hiring process than to rush the decision and end up with an underperforming team member who isn’t supposed to be there.
9 . Hire for attitude, train for skill – If you need something, hire for attitude first! When interviewing, ask them about their life goals; try to figure out where they want to be in five years (and why), their happiest work memories (and what makes that different), etc. Once you know what drives them at a high level, that can help guide your job requirements and design their role once they’re on the team more specifically.
10 . Hire the best, then find the rest – If you hear there’s a “unicorn” developer in town, ignore it. Sure, they might be something like an up-and-coming rockstar or someone who has yet to realize their potential (but may), but it usually takes time for them to grow into their role. Even if that point fully forms them, they’re likely to get recruited elsewhere – unless you’re one of those individuals’ dream job opportunities, which can come up once in a blue moon!
11 . Stop hiring people just because they need a job: While this is contrary to #1 above, when companies hire based on fundamental economics (“we have $X left in our budget and this person will cost us $Y less than the next best alternative”), it often results in bad hires. If you’ve ever had a friend who’s applying to jobs left and right, hoping for one of them to respond (and wondering why none of their applications haven’t been too successful), this is likely what they’re doing. Or, if you know anyone like that, hire them! Either way, talent is talent and should be valued accordingly.