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Want to hire one of the best SEO experts? Here’s a list of top SEO professionals, the skills you must look for, and how to hire them!

SEO or Search engine optimization is a mechanism for ranking your websites high in the search engine algorithm. The crux behind the success is the tactful and intelligent usage of appropriate and meaningful keywords throughout the entire article or content published on the website.

SEO freelancers are experts in achieving the same, prompting companies to hire freelance SEO for optimizing their websites. An SEO expert utilizes various tools and techniques to find out the relevant keywords, placing proper backlinks and other readability aspects of the content like page speed, lazy loading, microdata tagging, etc.

Companies running online businesses or blogs look out for SEO expert services to avail their skill and talent in improvising their websites as well as proper visibility to gain organic traffic.

In this article, we will guide you on how to recruit SEO experts, rates to be offered to a freelance SEO consultant, questions to be asked while hiring a freelance SEO professional, and related topics.

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Market for freelance SEOs

Though there is no evaluated or analyzed growth rate predicted for SEO freelancer jobs, yet the demand for freelance SEO expert is always on the rise. The main reason being the emergence of online businesses or websites promoting their content on social media for better visibility among its consumers or customers.

The count of jobs is increasing incredibly, thus a substantial rise in SEO specialist jobs. Most of the freelance SEO specialist earn a maximum of USD 5k per month. They offer to provide their freelance SEO services at monthly or hourly rates.

About 41% of SEO specialists are believed to work at multiple pricing models whereas the rest work on either monthly or hourly pricing models. Some even charge their employers price per project.

The average monthly rate of search engine optimization consultants varies between USD 501 and USD 1000 in a month. The hourly rates may vary between USD 100 to USD 150. A local SEO specialist charges less than a global SEO professional.

The hourly rates of a professional SEO consultant are much less in the countries of LATAM and India, being as low as USD 60. Besides, an experienced SEO guy will obviously charge higher than a fresher or a person with 1 to 2 years of experience.

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Things to note while hiring freelance SEOs

The process to hire freelance SEO consultants or specialists demands focus and attention. Before you initiate the recruitment activities to hire a search engine optimization expert, you must be acquainted with certain vital points to avoid future disappointments.

Let us try to understand what are the top 10 things to be noted while looking for SEO marketing experts,

1. SEO cannot be earned in a day or two. It requires months of dedication and effort to rank high on the first page of Google or any other search engine. While hiring SEO freelancers, you must check the patience and focus level of the candidates.
2. All the keywords cannot be ranked high in the search engines. There are varying results and the search engine specialist you are about to hire must be aware to use the right mix of words.
3. Search engine optimization specialists are expected to be skilled in analyzing the keywords that are best fit for the business or domain. You must note this particular understanding while recruiting an expert SEO consultant.
4. The primary responsibility of a search engine optimization specialist is to increase the organic traffic to the websites by tuning the content as well as leveraging the appropriate keywords. Check this quality while hiring SEO professionals for your company.
5. Once you have hired a SEO marketing expert and the person starts working, it may happen that your website fails sometimes to rank high. Do not consider it as an example of bad or failed recruitment. The ranking does not merely depend on only keywords but on other factors like personalized search etc.
6. An SEO specialist job is to formulate a strategy to rank the website high by judging the content vis-à-vis the keyword. You must check this aspect while recruiting SEO optimization experts.
7. A search engine optimization expert will require information from you with regards to the services or products offered, target audience, and even about the domain. You need to enforce constant collaboration between the content owner and the hired search engine marketing expert for better work output
8. The percentage of organic traffic drawn by search engines varies. For example, Google is the prominent search engine driving traffic more than any other paid advertisements or search engines. Therefore when you hire SEO professionals ensure that they are aware of which search engine to focus on.
9. Unique content posted in websites drive traffic and lure potential customers too. When you hire SEO experts, ensure they understand the significance and the amount of information to collect from the content owner
10. Google SEO personnel usually must be proficient in the guidelines set for all websites. These guidelines are vital for positioning your website in their search strategy. Check this particular aspect when you recruit a google SEO consultant.

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Qualities of best freelance SEOs

A best SEO consultant is defined to an owner of diverse skills and talents. But as a hiring company or recruiting manager, you need to judge the qualities with efficiency and expertise. Else you may fail to team up top SEO experts in your organization. The key qualities you must seek while hiring search engine optimization experts are illustrated below,

1. Technical Skills – You must be thinking why does a search engine optimisation consultant needs technical skills. The truth is, it’s one of the vital qualities you must look for when you hire SEO consultant. The reason is they must provide you tips on HTML tagging, lazy loading, backlinks, page speed etc.

2. Analytical Abilities – Registering and logging into Google Analytics or Adobe Analytics are basic functions of search engine optimization professionals. Besides they must understand the importance of business KPIs. Ensure to check out this vital quality when you hire SEO specialist for your company.

3. Critical Thinking Capabilities – A website SEO consultant must possess capabilities to handle conflicts with content owners and even with customers related to the content acceptability and visibility. It is crucial to judge the quality in a web SEO consultant for better management and planning

4. Research Mindset – If you desire to be known as a SEO experts company, first and foremost you must ensure your team of search engine specialists are able to search keywords independently. Selecting the right content for your website is another quality you must check while hiring SEO consultant.

5. Communication Skills – Both verbal and written communication skills need to be verified while hiring the best SEO professional for your company. A SEO person will often need to attend conferences and even write emails to customers or the internal team.

6. Interpersonal Skills – One of the important soft skills best SEO experts must be equipped with to gain confidence among the team and even with the customers. The key reason behind it is a top SEO consultant needs to constantly interact with content owners, technical developers, and leadership to understand the objective of the content and the target audience.

7. Understand the Algorithms – Several algorithms determine the effectiveness of a website ranking in the search engine results. Link building, indexing, and crawling, ads, snippets are some of the key success factors. You need to verify the quality when you hire freelance SEO expert in your organization.

8. Knowledge of the various techniques of SEO – Possessing technical knowledge and applying the right know-how are different ball games altogether. You may tick mark on the technical abilities when you hire SEO developer or consultant, but judge their experience through use case demonstration like on-page SEO, off-page SEO, linking etc.

10. Measuring the SEO results – Tracking the SEO results and progress is an important task of a SEO technician. Amount of traffic, page ranking, indexed pages, user behavior are the key elements leveraged for measuring SEO results. While hiring SEO experts for your company, do not forget to check this quality.
11. Handling data in Spreadsheets – Collecting data, analyzing and manipulating them in spreadsheets are one of the key duties of google SEO experts. Check this quality while searching for the best SEO profiles.

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Freelance SEOs rate per hour

Awareness of the freelance SEO rates significantly drives a company’s hiring process as well as budget estimates and planning. The rates vary for different regions or geographies in the world. In the US the SEO consultant rates are fairly high than in LATAM or India. Let us debug and analyze the region-wise SEO consulting rates per hour for your easy reference.

• In the US, the SEO consultant hourly rate is predominantly between USD 101 and USD 150 for almost 36% of SEO professionals. The second highest in the price range of USD 76 and USD 100 for about 21% of SEO people.
• In the UK, about 29% of search engine experts charge an hourly rate between USD 76 and USD 100. A significant number of 22% is found to fall in the price bucket of USD 101 and 150 and also between USD 41 and USD 50 per hour.
• In Europe majorly in the countries Spain, Italy, France, and Germany, about 36% of search ranking analysts charge a price range between USD 76 and USD 100 per hour. About 22% charge between USD 41 and USD 50 and third in rank about 15% charge at a high price range between USD 101 and USD 150 for an hour.
• In LATAM, the rates are between USD 51 and USD 60 for 50% of SEO professionals and less than USD 25 per hour for 50% of the SEO population. In India, the rates are quite low compared to the other regions of the world, less than USD 25 per hour for almost 84% of the SEO consultants.

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Places to find best freelance SEOs

By now, we have gained a fair idea of what are the qualities and pre-requisites to be noted to hire SEO freelancer. The next objective as recruiting managers is to find out the places to find the best freelance SEOs. Enlisted below are the job boards, and social media websites to seek top seo consultants,

1. Upwork – One of the largest job boards to hire freelance SEO consultants. You can search for the top Upwork profiles from the Millions of freelancers and professionals registering their profile on this website.
2. unremot.com – Enables you to gain access into a global workforce to hire SEO personnel within minutes of search, collaborating through video calls, messaging, and chats.
3. Indeed – The popular job website containing profiles of a massive pool of freelancers to hire SEO experts through different search criteria and filters.
4. AngelList – Recommended job board specifically to hire freelance SEO developers and consultants. They support a huge talent pool for recruiting companies to sort and search the best SEO profile.
5. Fiverr – You can hire SEO services from Fiverr conveniently and collaborate on the rates demanded by the SEO professionals or a SEO servicing company.
6. ProBlogger – Another popular job board for companies to search for a talented resource pool of freelance SEO specialists.
7. Craigslist – Great place to hire freelance SEO talent for various positions in your company
8. Facebook – If you are looking for the best social media platform to find out search ranking analyst Facebook groups are the perfect place for you. You can post your jobs in the groups and even scan through available freelance SEO profiles.
9. Linkedin – One of the biggest professional networking website connecting companies and interested candidates, ideal to search for SEO experts for hire.
10. Twitter – You can post your jobs on Twitter using the appropriate hashtags for example #seofreelancers, #seo, etc. Various search marketing expert personnel look for job opportunities in SEO domain.

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Steps involved in hiring best freelance SEOs

It is essential to plan out the hiring process for the best SEO expert and follow the sequential steps for seamless execution of the recruitment procedure. In this section, we will discuss elaborately the key steps involved or to be followed to hire freelance SEO experts.

1. Finalize the SEO needs or objectives of your company or business

First and foremost you must decide on the expectations from the search marketing expert. Unless you finalize the objectives, you will not be able to list out the roles required and related job descriptions. Besides, it will help you to determine the salary ranges or the hourly rates to be offered to the desired roles.

2. List out the Interview Questions for the freelance SEO consultant jobs

Determine the qualities and skills to be sought while planning to hire freelance SEO personnel. Carve out the questions on both technical and soft skills for judging the correct team of SEO experts in your organization. You can design a test use case for the candidate to demonstrate his or her SEO skills. It’s a proven way to validate the hands-on experience of the individual.

3. Post job opportunities on prominent job boards and social media platforms

Prepare the job profiles of freelance SEO professionals and post the requirements along with the location and the salary ranges. The profiles must be lucrative enough to lure expert SEO candidates and apply for the jobs.

The duties and responsibilities must be clearly stated with no ambiguities. Though some job boards and social media platforms allow collaborations, yet attempt must be to state the facts with clarity.

4. Shortlist the potential candidates

In the job boards, the question you must ask to sort out the prospective SEO profiles is “Display the SEO consultant near me”. You will receive the list of freelance SEO professionals near your location, better for easy access and connection. Shortlist them after scrutinizing the experience level, skills, and qualities.

5. Arrange an interview session with the shortlisted candidates

If you are looking for remote professionals for hiring SEO expert, you can plan for video conference calls instead of in-person interview sessions. Ensure the skills and experience mentioned in the resume of the candidates are appropriately verified and validated.

6. Finalize and float the offer letters

Depending on the outcome of the interview sessions to hire SEO expert consultants, finalize the candidates to be recruited in the company. Once the salary or hourly rate negotiations are agreed upon, float the offer letters or the contract agreements.

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Top 20 interview questions to ask while hiring freelance SEOs

Asking the right interview questions while you hire SEO professional is the key success criteria for efficient SEO strategies deployed in your company’s website content. Let us elaborately discuss on the top 20 interview questions to hire either a local SEO consultant or freelance SEO consultants from the global resource pool.

1. What are the key elements for SEO that needs focus?

Rationale: Before deep-diving into the SEO key concepts, you must start with an understanding of the basic key elements in the process to hire an seo consultant.

Expected Answer: An expert in SEO must be able to articulate or list down the key elements of SEO like keywords, metadata, link building, quality content, etc. You must check out these elements are correctly mentioned by the candidate

2. How can you measure the success of SEO strategies?

Rationale: The effectiveness of SEO strategies require evaluation as to if they have met the desired objectives else it won’t be fruitful to apply them. A search engine optimization seo specialist must be able to measure the success and work on improvising on the strategies.

Expected Answer: If the candidate mentions google analytics, key performance indicators, page traffic insights then you are rest assured the person is fit to work as an independent SEO consultant

3. Which SEO tools have you used in your prior engagements?

Rationale: SEO optimization tools offered by different companies like Yoast, Moz, Semrush etc. assist in providing suggestions on SEO and curating the best ways to gain traffic. A top SEO consultant must be aware of them and their usage.

Expected Answer: If the candidate is able to explain how he or she has used the tools with clear examples then you can tick mark the efficiency of the candidate and go ahead in confirming the recruitment.

4. How do you perform keyword research?

Rationale: Google keyword planner is the best tool available in the market for keyword research. In a SEO hire process, the candidate must be able to demonstrate the usage of the tool with examples

Expected Answer: You must verify whether the candidate is able to explain clearly the research process as well as the strategy to be adopted to decide on the keywords. For example usage of long phrases as keywords, the competitiveness of the keywords, etc.

5. What do you understand by Link Building and its benefits?

Rationale: Search engines like Google check whether your website is being referenced by external websites through backlinks. This increases your webpage ranking and searches visibility. An expert in SEO must be fluent in the concept and its usage.

Expected Answer: If the candidate is an expert search engine optimization personnel then he or she will accurately describe the process of link building and how it can increase webpage visibility. You must mandatorily check this ability before confirming the candidate.

6. Define Page speed and its importance

Rationale: If your webpage load time is slow, readers or customers will lose patience and may tend to avoid visiting your website. Page speed is the concept used for the same. An expert SEO for hire must be aware of the factors that contribute to the increase or decrease of page speed.

Expected Answer: If the candidate is able to elaborate in detail about compression, reduction in image sizes, browser caching, server response time, code optimization as some of the key techniques to achieve the desired page speed, you can safely consider for recruitment.

7. State the difference between do-follow and no-follow and their significance

Rationale: Search engines crawl through all the links and ranks them. But sometimes you may not want a particular web page or post link to be ranked, the no-follow attribute assists in achieving the same. Rest all possess do-follow attributes.

Expected Answer: In the process to hire freelance SEO analysts, check whether the candidate is able to specify the difference clearly. You may ask for examples for better clarification on the person’s experience level.

8. What is on-page SEO and what is off-page SEO?

Rationale: A SEO specialist must be aware of the factors that can be controlled i.e. the on-page SEO elements and improvised. And the factors that are external and out of control or off-page SEO.

Expected Answer: Ensure that the candidate mentions backlinks as off-page SEO key elements and keywords, internal linking, page speed etc as the elements of on-page SEO.

9. Do you understand the difference between SEO and SEM?

Rationale: Since SEO is free and SEM is paid, a SEO freelancer USA, Europe or from any other Asian countries must be conversant of their significance.

Expected Answer: The candidate must be able to provide examples of SEM as pay-per-click advertising, display of purchased ads and examples of SEO as page ranking, the importance of keywords, lazy loading, etc.

10. What trainings or learning courses have you undergone to increase your competency level?

Rationale: The field of SEO is evolving constantly, new techniques are being discovered to handle the changing algorithms of search engines. You must verify the continuous learning abilities of the candidates.

Expected Answer: If the candidate can elaborate on the SEO certifications undergone and state the future plans for training, you can confidently rely on the learning spree of the person. Besides, if he or she speaks about attending learning courses then it’s a boon.

11. What kind of analytics you generally perform and what are the key parameters to check?

Rationale: It is very important to leverage the analytics tools example Google Analytics to gain insights into the SEO visibility and optimization results. A SEO specialist must evolve and improve the strategies based on the results.

Expected Answer: You must check whether the candidate can elaborate usage of google analytics tools with examples or use cases. Also the person must mention the improvements chalked out after verifying the results.

12. Are you aware of the canonical issue?

Rationale: Canonical issue occurs when Google encounters duplicate content and penalizes the website for doing so. It must be mitigated and eliminated as fast as possible.

Expected Answer: If the candidate specifies the understanding of the concept of canonical issue, then half of your answer is correct. Next, if the SEO professional mentions referencing a canonical tag to redirect search engines to the master copy of the webpage, then you can tick as 100% answered.

13. What are accelerated mobile pages or AMP?

Rationale: Many users prefer reading content on their mobile devices. AMP assists in loading webpages faster in mobile devices with good readability.

Expected Answer: You must check whether the candidate is aware of the concept of AMP, the plugins that are related to AMP, and how the AMP can be set up for the webpage.

14. What are the common SEO mistakes you must necessarily avoid?

Rationale: This particular question is applicable for experienced consultants who have executed multiple and complex SEO projects. This will help you to judge their experience level as well as decision abilities.

Expected Answer: There is no fixed answer to expect from the candidate. The probable answers are mentioning about the incorrect usage of keywords, neglecting google analytics insights, ignoring page speed etc.

15. Mention what do you understand by Page rank.

Rationale: Page rank determines the richness of your SEO strategies to appear high above in the search engine results. These are the key criteria for SEO success.

Expected Answer: Page rank definition is comparatively easy to state. But most importantly you must check whether the candidate is able to explain what determines the page rank like quality content, backlinks, internal links etc.

16. Why should you opt for content marketing in our SEO strategy?

Rationale: Content marketing is one of the key success criteria for SEO. A SEO specialist must be aware of its significance and usage via blogs, podcasts, ebooks, videos etc to build up backlinks and audience.

Expected Answer: It is better to ask the candidates to state their experience their usage of content marketing and how it had improved the SEO optimization results. The answer will help to substantiate the hands-on experience.

17. Describe your approach in devising the SEO strategy for your firm

Rationale: If you are looking for top 10 SEO experts for your company, you need to mandatorily verify the SEO strategies curated by each of them and the results for the same. The question is vital to understand the credibility, experience level and expertise.

Expected Answer: The experts must be able to articulate clearly the key considerations and scope ring-fenced while creating the SEO strategies like the content genre, target audience, reach expected etc. And additionally must mention the results achieved through both qualitative and quantitative benefits.

18. Do you think internal links are important and why?

Rationale: Internal links are vital to enable crawling of the search engines to the various content in your website. This is an important consideration for SEO optimization, hence its awareness is crucial.

Expected Answer: The candidate must able to state the definition of internal links as linkage to a different post or page in your website. Additionally must be able to relate its importance to SEO optimization.

19. What is Domain Authority or DA?

Rationale: Moz provides a score to your website depending on the search engine results and the ranking. This score is named as DA, very common in the SEO world, judging the age of the website and the quality of the website.

Expected Answer: Other than answering the definition of DA, the candidate must showcase his or her personal analysis on the range of DA scores good for a website and how it can be improved through backlinks, traffic, and internal links.

20. Which of the following best describes the role of an seo specialist? (a) keyword research (b) frame SEO strategies (c) optimize the web pages (d) link building both outbound and internal

Rationale: Unless a candidate understands the role of a seo specialist, its completely irrelevant to hire the person. Therefore last but not least, it is one of the important interview questions to be included in your list while you hire freelance SEO specialists.

Expected Answer: If the candidate is smart enough to say all the options are applicable and add more roles to your list, you can be sure you have the right candidate at your doorstep.

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Top 10 tools to use while hiring freelance SEOs

While hiring freelance SEOs, you must ensure you possess the right recruitment tools or methodologies. The tools are commonly used by recruiting firms or hiring managers in almost all disciplines of work and have proven to be very effective.

Illustrated below are top 10 tools to use while hiring freelance SEOs, for your reference and usage,

1. Job Boards – Numerous job websites are available in internal hosting job opportunities for freelance SEO roles for example Indeed.com, Unremot.com, Upwork etc. You can post your requirements in the job boards as well as search for relevant profiles.
2. Assessment tools – Conducting Aptitude tests in written or online mode to judge the candidate’s basic IQ level, personality and behavioural characteristics, is the vital part of any hiring process. Tools used are mainly Pymetrics, HackerRank etc.
3. Artificial Intelligence and Chatbots – Trending digital tools to shortlist candidates, analyze the information submitted by them and also enable virtual chat or messaging for collaboration. Typical tools used are Zoom.ai, Textio, Ideal etc.
4. Social Media Platforms – Linkedin, Facebook, Twitter, Reddit etc are powerful social media platforms for hunting the right talent for Freelance SEO developers and analysts. You can post your requirements as well as search for potential profiles.
5. Tracking system for applications – A portal is essential to track the applications received from candidates, along with basic data collection. You can use the tracking system for the end to end hire process and can even screen out candidates not adhering to the mandatory requirements for the role.
6. Recruitment Portal or Tools – Constant communication and collaboration between the candidate and the HR department is essential with regards to exchange of required documents or salary negotiations. Recruitment tools or a portal is useful for example Yello, SmashFly, Avature etc.
7. Audio and Video Conferencing Tools – In the world of remote and freelance working, possessing audio and video conferencing tools and software is mandatory to conduct interviews with the candidates. Examples can be Zoom, GoogleMeet, Microsoft Teams etc.
8. Tools to aid advertisements – Mentioning the right content and phrases for advertising your company’s job roles in different job boards and social media platforms is vital. Else candidates may not apply for the roles. Tools like Textio assist in creating the right content for job advertisements.
9. Onboarding tools – Once a person is recruited, the onboarding process is initiated for induction into the company’s payroll and culture. Initial training, employee id generation, payroll initiation, triggering of employee benefits, finalization of the SEO projects and supervisor need to be tracked to closure. Usage of tools like Click Boarding, Applicantstack, BambooHr etc. are effective in smooth execution of the activities.
10. Background Check Tools – The tools are super-efficient in verifying the profile by checking criminal records, past experience, educational qualifications etc. For example GoodHire, Intelifi, Sterling etc.

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Dos and donts while hiring freelance SEOs

It is vital for all recruiting firms and hiring managers to be aware of the Dos and donts while hiring freelance SEO experts. This will prevent deployment of inefficient SEO consultants in your organization, thus protecting the integrity and credibility of the company.

The Dos,

1. Check on the SEO technical skills focusing specifically on use case demonstration
2. Verify the soft skills too since the SEO consultants need to collaborate with both internal and external stakeholders
3. State properly the expectations from the job roles without any ambiguity
4. Recruit a person with excellent verbal and written communication skills
5. Hire candidates who are backed by good references and strong credibility
6. State the vision and objective of your company to the candidate, especially focusing on the expectations from the candidate
7. Verify the prior roles and experience of the candidates by deliberating on topics of the duties performed by them
8. Conduct a thorough background check for security verification
9. Video or in person interview must be the norm for selecting candidates
10. The resume details must be validated by asking the appropriate questions related to experience and skill set

The Donts,

1. Never offer incompatible hourly rates to freelance SEO specialists as it disrupt the reputation of the company
2. Avoid compromising on quality while interviewing candidates as SEO specialists as your website credibility depends largely on them
3. Do not recruit a candidate who fails to provide the supporting documents related to educational qualifications or prior experience
4. It is advisable not to hire SEO consultants who cannot measure the SEO results and insights offered by the SEO tools
5. Never recruit a person without a work experience for a crucial program or project.
6. You must avoid hiring a person with limited ideas of the SEO optimization techniques as it may jeopardize your project.
7. You must not wrongly state the job role and description as it may lead to dissatisfaction in future
8. Health and insurance benefits must never be stated incorrectly
9. Salary negotiation must not be avoided as you may lose out on talents
10. Never be rude or unprofessional while interviewing candidates.

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How do I hire a SEO freelancer?

When you hire freelance SEO specialists, you must firstly be confident on your expectations from the role. The expectations must be clearly specified in the job description as well as to the candidates appearing for the interview. The next step is to search for profiles fit for the job and conduct the hiring process through shortlisting and interview. Job boards, social media platforms are the right place for you to search SEO freelancer profiles.

How do I choose SEO for Google?

While selecting the SEO strategies for Google, first identify the target audience. Leverage Google Keyword planner to search and select the keywords to be used. Ensure the content is rich in quality and relevance. Ensure internal and outbound links are embedded into the content. The size of images must be optimized and page loading performance must be checked too.

Hiring video editors? Hire from top 25 video editors at best prices – dedicated project managers, assured delivery – 100% money-back guarantee!

Editors are part of the post-production team. They utilize raw video footage, sounds, and graphics to tell a story. Hiring video editors can save a production team time as they the expertise to edit videos faster.

Video production editing can prove to be more expensive as the production house will have to pay overheads, administrative, and training costs. It is just not production houses that hire video editors, Youtube artists are hiring youtube video editors to help their videos look more professional. You may need to hire video editors for,

1. Commercials
2. Corporate training videos
3. Feature films
4. Music videos
5. Documentaries
6. Tutorials

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Market for video editors

According to the US Bureau of Labor Statistics, there were 67,900 video-editors in 2019. According to projections, it will increase by 18% by 2029. The projected growth rate is faster compared to other professionals.

Experts have attributed the growth to the growth of internet-only platforms. The internet as an entertainment source started with Youtube It was the platform where video content could be uploaded and shared.

Today streaming service providers such as Netflix and Amazon Prime give access to their programs and movies along with existing content. Netflix alone has over 2 million subscribers in the US. The freelance video editor rates have gone up, the average freelance video editor rates in 2018 were $25.64/hour, presently video editing costs per hour are $39/hour.

The prospects video editor profession is very bright. Companies are willing to pay higher wages to tap the best video talent. The film and video editing business are around New York, California, Los Angeles, and Florida.

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Things to note while hiring video editors    

Before hiring a video editor, you must verify their experience and view their portfolio. Hiring a video editor who is not suited for the project could ruin the movie and distort the message.

1. Before you hire a video editor, you need to know what you need. E.g. You may need a graphics video editor or a youTube video editor.
2. You should check the portfolio of the video production editor to ascertain the quality of their work. Four important aspects to look for are sound, image, transition, and overall style. Ensure their editing style is similar to what you want.
3. They need to know how to use different video-editing software. The candidates should be well versed in using the latest video editing software in the market. They should have a strong computer network at their workplace.
4. Have a single communication point with the video editor. While discussions with team members are essential. Instructions should go from a single source.
5. Discuss the workflow of your organization. How will the footage be sent? How many hours of footage will you be sending?
6. The video editor should be able to work independently and well under pressure.
7. A freelance editor needs to open to re-editing the work. You need to be clear about things you like and things you want to be changed.

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Qualities of best video editors

While looking for a video editor freelancer, you need to examine the video editor’s portfolio, and you will get an idea of their skill set. Finding the best professional video editors is a combination of their skills and their video editing hourly rate. Here are qualities you need to look looking for,

1. Excellent communication skills and storyboard skills – A good video editor will need to communicate with different team members. They need to ensure the project turns out as envisioned. Decisions are made in a collaborative environment. They need to understand the story and how to enhance it.
2. Ability to work under pressure – Video editors often have to work in a time crunch. An editor should be able to perform well under pressure.
3. Excellent time management skill – Freelance video editors often handle multiple projects simultaneously. The editor needs to get the job done quickly and accurately.
4. Versatile – You may be looking to hire a YouTube video editor or a video editor for your commercial. Try looking for an editor who can work with audio, creating LUDs, color grades, visual effects, and other post-production areas.
5. Expertise in using video editing software – When you hire a video editor, you need to ensure they know how to use various video editing applications such as Adobe Premium Pro, After Effects, etc.

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Video editor rate per hour

A freelance video editor salary is $57,284/year. The salary ranges from $29,000/year and can go up to $88,000. Cheap video editors can charge as little as $13/hour. The freelance video editing rates in different parts of the US are,

1. Freelance video editor NYC = $55-$59/hour
2. Freelance video editor California = $35-$44/hour
3. Freelance video editor Los Angles = $36.01/hour

Most video editing professionals work for 8 to 10 hours.

Places to find best video editors

Various websites will help you find video editing professionals. In case you prefer to work with local video editors. You can use search phrases such as “video editing companies near me” or “video editing near me”, or “video editing services near me” on your search engine.

The search engine will direct you to local companies or freelancers who offer the service. If you do not have geographical constraints, using job board websites will give you access to a larger talent pool. Some of the best websites to hire a video editor are,

1. Upwork is one of the most popular sites to find video editors for hire.
2. PeoplePerHour can help you find a video freelancer. Once you post a project you will get several candidates.
3. unremote.com gives you access to a large talent pool of freelance video editors. Unremote is geared to help you hire video editors, based on your requirements.
4. ProductionHub is said to be a leading job site for media production. It is a great resource to hire a youtube video editor or find adobe video editors.
5. Fiverr is an ideal resource for hiring a video editor.
6. Viedit is a freelance video editor website. You can check the portfolio before hiring a video editor.
7. Behance is a platform for artists to showcase their work. The website has an extensive list of video editors for hire.
8. Videopixie is a website dedicated to video production professionals.
9. Mandy is an online database for video production and job services.
10. Simply hired is one of the most comprehensive job board websites.

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Steps involved in hiring best video editors

Before you sign a video editor contract with the freelancers, there are several steps you need to follow. It can seem daunting and overwhelming. Breaking down the tasks into small achievable steps will make the job seem less complicated.

1. Write down the job description for the video editor. What skills are you looking for? Writing down a detailed job description will help remove ambiguity when you have discussions. Have an idea of the present how much does video editing costs in your area.
2. Prepare a budget for post-production. Video editor, video editing services rates can vary widely. You need to be aware of how much you are willing to pay. Location and experience play a role in the rates. You should have an idea of the length of the raw footage before you interview candidates.
3. Post your job on various job boards, there are general freelancer board and sites that are specifically for video production personnel. The job posting must contain a detailed job description.
4. Search for video editor candidates on these portals. You should need to analyze their experience and technical skills.
5. Shortlist candidates after viewing their profiles.
6. Schedule interview with the shortlisted candidates, view their portfolios to determine the quality of their work. The interview process can be for multiple rounds.
7. Negotiate the video editing service rates.
8. Sign the video editing contract mentioning the video editor price rates.

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Top 10 interview questions to ask while hiring video editors

Whether you are hiring a youtube video editor or film video editor, you need to select the best person for the job. Here are some questions you can ask during the interview,

1. What specific duties have you performed in the role of a video editor?

Rationale: helps to determine if the candidate has an understanding of the required roles and responsibilities.

Sample Answer: As a video editor, I usually meet the director to understand their requirements and project goals. I review the raw footage to determine the shot list. I trim the footage, insert dialogues and music. Special effects are added as per the demand of the script. One of my main responsibilities in any project is to ensure the final product follows a smooth logical sequence.

2. If you get a 1-hour video that you need to edit to 30 minutes immediately. How would you handle it?

Rationale: Help you determine the candidate can work under pressure

Sample Answer: It is not possible to edit 1 hour to 30 minutes. To complete the task, I would do a rough cut using fast forward. I am sure the work would have errors.

3. What video editing software do you have experience with?

Rationale: A professional video editor should be using robust video editing solutions.

Sample Answer: I use Adobe Premiere Pro for 5 years and have been using Final Cut Pro X for 3 years.

4. Which editing tip is both real and important?

Rationale: The question helps you gauge the understanding of the editing process.

Sample Answer: Make sure the music levels are adjusted during the video so that audiences can hear dialogues or voice over.

5. Can you tell us about your video editing experience?

Rationale: This will help you view to understand if the editor will be able to handle the scope of the project.

Sample Answer:: The candidate should be able to show you a short portfolio of their work. Maybe they will show some raw footage with the final result.

6. What is your expectation from directors and other people you work with within the studio?

Rationale: Film production is a collaborative process. Editors need to communicate with different stakeholders.

Sample Answer: It is important to have an open discussion with the director. I need to understand their expectations and deadlines in the project.

7. Describe a time when you struggled to meet a deadline?

Rationale: Meeting deadlines is a big problem in the film industry. The answer lets you know how they will work under pressure.

Sample Answer: When there is a deadline to be met I am not averse to working hard. I prioritize my work and concentrate on one particular project. I worked for 14 hours a day for a week and was able to meet the deadline.

8. What is the one skill you depend on while working as a video editor?

Rationale: Help you determine what skills the video editor thinks are relevant.

Sample Answer: As a freelance video editor, I have excellent time management skills. I can handle multiple projects without it affecting the quality of my work.

9. How do you keep yourself updated?

Rationale: Technology is always evolving it is important for a video editor should keep themselves updated with the latest.

Sample Answer: I think it is important to constantly try to upgrade your knowledge. I take relevant courses to ensure I remain updated on modern editing techniques.

10. What are your 5-year plans?

Rationale: This will give an insight into the candidate’s hopes and aspirations. You can determine how your project will help the candidate achieve their goal.

Sample Answer: My long-term plans are to edit a Hollywood movie.

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Top 10 tools to use while hiring video editors 

Hiring video editors can be tedious. But thanks to technology the process has become much easier. The tools used while hiring video editors are,

1. Job board – there are several job boards where you can post requirements. The websites allow you to view candidate profiles. We have already mentioned some of the best profiles to view candidate profiles. Upwork, PeopleforHire, and Unremote are some of the job boards you can work with.
2. Recruitment marketing system – Recruitment marketing software will help you attract the best candidate for the job.
3. Application tracking system – The application tracking system can help recruiters streamline your recruitment process. ATS software is particularly useful when you are hiring multiple candidates. The ATS software can crawl through resumes and help you shortlist candidates. Jobvite and Betterteams are some of the more popular application tracking systems in the market.
4. Social Media – Social media is an effective tool to find the best candidate. Twitter, Facebook, and LinkedIn are commonly used platforms.
5. Cloud – In many cases, candidates are asked to edit raw video in a stipulated time frame. The data exchange can take place in the cloud. There are several cloud-application software such as Dropbox or Google Drive you can use.
6. Video conferencing tools – Video conferencing tools are a potent medium to correspond with an interviewee. It helps to cut through the distance and make face-to-face conversations possible. There are several video conferencing tools you can use such as Zoom, Skype, and Google Meets.
7. Chatbots – Chatbots is a simple program that performs simple tasks and responses. It can respond to potential candidates during off-hours. Ideal, Jobpal is some of the chatbots you can use.
8. Candidate relationship Management Software (CRM software) – CRM software helps to improve applicant engagement and experience during the recruitment process. It helps you to build a relationship with the recruit before you hire them. Smashfly and Aventure are a few of the CRM software available in the market.
9. Background check software – Background check software tools help you carry out criminal background checks on potential candidates. Accurate Check, Sociable is some of the tools you can use.
10. Onboarding tools – Onboarding tools help to integrate a new team member successfully with the team. Vultus Connect is a popular onboarding tool.

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Dos and donts while hiring video editors

While hiring a remote video editor here are some dos and don’t that may help,

1. Seek a candidate with a mix of technical and soft skills
2. View the candidate’s portfolio for his editing skills. Questions during the interview can be based on the portfolio and fact written on a freelance video editor’s resume
3. The candidate should be able to relate to your vision of the project. Have a precise idea about your goals for the vide
4. Hire candidates after you check their references
5. Have an interview either via video-conferencing or person
6. Ensure the professional video editor is using licensed software
7. The freelance video editor rates should be in-line with the market rate
8. Ensure there is clear contact between both parties
9. A non-disclosure clause in the contract
10. Treat the candidate with professional courtesy

Donts list is below,

1. The price should not be the only criteria for selection. You need to select the freelance video editing candidate who will be able to deliver.
2. Don’t select candidates who do have a portfolio of work.
3. The candidate cannot substantiate what is written in their resume.
4. It is unadvisable to hire someone who has not edited your genre of filming.
5. Don’t rush the editing process. Editing is a painstaking process that takes time.
6. Don’t give unclear audio or video recordings to the video editor.
7. Don’t work with a candidate who does not give a source file. You should insist you need the source files and project file so that you can make modifications later.
8. Don’t negotiate too hard.
9. Don’t deviate from the negotiated terms.
10. Don’t attribute the video editor work to someone else.

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What does a freelance video editor do?

A freelance video editor converts raw film material into a compelling finished product. They combine graphics, audio, and special effects and ensure the final product has a clear narrative.

How much do editors charge per video?

The freelance video editor’s hourly rate can differ depending on their years of experience and location, video editing rates range from $75 to $150/hr. Various parameters determine video editor cost such as,

• How many days will the project take to complete?
• Video editing ratios for a 2 to 5 minutes marketing video production ranges from 5:1 to 25:1.

2 hours of source recording edited down to 3 minutes of marketing videos with an average of 10 cuts per finish minute. A 34 hours video will cost $3400 to $4250/hour.

Hiring Android developers? Hire from top 50 Android developers at best prices – dedicated project manager, assured delivery – 100% money-back guarantee!

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Android Developers are professionals who are proficient in developing applications for running on devices powered by the Android Operating system. With Android being widely used as the popular operating system in the world, the demand for Android developers is significantly high.

The best place to find Android developers is Twitter, different Android developers site and technical blogs, and the various job websites. But before you initiate the process to hire android app developers, you must be aware of the questions that you need to ask along with the skills and qualities to be noted specifically in them.

In this article, we will discuss elaborately on the steps involved to hire android developers, the interview questions and even the tools that you must utilize to find android developers.

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Market for Android developers

The US Bureau of Labor Statistics (BLS), predicts a growth of 24% in the employment of android freelancer jobs. The rate is significantly higher than the average of most of the occupations in the other industrial domains. The key reason behind this growth is the increase in the demand for mobile devices and various mobile applications.

People are more aligned to perform their regular activities like online e-commerce shopping, online banking, online vehicle booking etc through their mobile devices. This necessitates continuous improvements in the operating system and applications development for their convenience of daily operations.

Therefore mobile firms or app development companies are inclined more and more to hire android developer. Glassdoor, a popular staffing and recruiting agency, predicts that the average salary of an android freelance developer is approximately as high as USD 98K per annum.

Companies are willing to pay high wages to recruit best talent and skill for their freelance android projects. To answer the question of what is the best place to find Android developers, you must check out the countries of US, India, Israel and Switzerland.

These countries contribute to the major percentage among the 5.9 million Android developers in the world. In US the cities of Florida, Orlando, Louisiana and New Orleans can be opted to hire freelance android developer at a comparatively lower salary than the other US regions.

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Things to note while hiring Android developers

If you want to hire Android app developer for your company or business specializing in mobile applications, you must verify the past experience and track record. A single mistake in identifying the right talent might lead to wastage of time and effort and even the company’s vision. Let us discuss the things that you must note while interviewing android developers for hire,

1. Check the past experience – The number of years of experience involved in activities and tasks to develop superior quality apps in the market, is vital for hiring professionals in freelance android developer jobs
2. Understanding of the product – An android app developer must be aware of the product to be developed with a good understanding of the design. He or she must not only be a follower, but must possess sound knowledge of the algorithms or methods utilised in the design
3. Knowledge of UI and Graphics – An app with an attractive front end is likely to attract more customers. So if you are hiring an android developer freelancer, you must verify the depth of understanding on UI and graphics design
4. Deploying app on Google Play Store – The last step of android app development is to deploy the app in Google Play Store. Obvious reason of checking it out when you decide to hire android programmer or developer.
5. An App in Google Play store – If the candidate has an app or multiple apps in Google Play Store, then remember you have played the right card in hiring the person.
6. Awareness on database and system administration functions – Any android app development demands creating, maintaining and using a database for storage and even providing the requisite access as per roles. You must check out this aspect while recruiting for android app freelancer projects.
7. Ability to work independently – Companies nowadays are preferring to recruit or hire android app developer freelance who can work remotely. Hence it is vital to check out whether the candidate is capable to handle daily activities independently
8. Understands the app requirements – While you are thinking of the best place to find Android developers, one of the important things that may occur in your mind is whether the candidate can interpret your requirements into the app? You must stress on this aspect during the recruiting process, else your project or program might fail.
9. Report on daily or weekly progress – If you have hired android developers to work remotely or as a freelance professional, it is essential for you to be aware of the daily or weekly progress depending on the complexity of the job. Ensure to verify it at the beginning to prevent any hiccups after the recruitment process is completed.
10. Smart in leveraging the remote communication tools – While working in a freelance mode or remote mode, it is important to be aware of the audio and video conferencing tools, collaboration tools, document sharing software etc. Validate these aspects from the beginning during the interview process.

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Qualities of best Android developers

Both soft and technical skills and qualities must be verified and tested during your search for android app developers for hire. Your criteria for recruitment may vary depending on the development stage you are involved in a particular project or a group of projects.

You may require a junior, middle level or a senior android app developer for hire. The qualities will also vary depending on the experience level. Enlisted below are the qualities that you need to check for hiring the best android developers,

1. Knowledge on Android software development kit (SDK) – SDK is used to create the apps on Android. It is mandatory for an android app developer to be aware of the kit, the tools used in the kit and the end to end functioning of the kit
2. Hands-on knowledge on Java – Java is the widely used programming language in an android app. Hands on experience of coding and programming in Java is crucial while interviewing android developer for hire
3. Awareness on the APIs – APIs like REST APIs, JSON, SOAP, XML are vital while integrating an android app with the external applications to enable data exchange and processing. Your questions must be focused on these technical qualities during the recruitment of android programmers for hire
4. Proficient in mobile architectural details – Since the development is centered around an app to be used in a mobile device, you must check on the expertise of the candidate on mobile architecture and its details.
5. Expert in the mobile apps development full-cycle – You must mandatorily check the knowledge of the candidate on the end to end mobile development cycle else the person may stumble at each stage of progress
6. Good Team Player – Any android apps development project demands working in a team with seamless coordination and support for each other. Check on the candidate’s past experience to verify the quality while recruiting an android programmer for hire.
7. Excellent verbal and written communication skills – Understanding the requirements, documenting the design and executing the development comprise the duties and responsibilities of an android app developer. Without efficient verbal and written communication skills, the activities will not be fulfilled as per expectations. Therefore checking this particular soft skill is crucial.
8. Past duties and responsibilities – Focus on the past experience of the candidate, the duties and roles performed by them especially the apps developed and deployed on the Google app store.
9. Learning Courses and Certifications – Checking the learning courses attended and certifications obtained by the candidate is vital while recruiting android developers. This will highlight the continual learning spree of the person
10. Social Media Impact – You can check the social media accounts of the candidate and check their contributions in various forums. This assists in understanding the wide capabilities of the candidate on the trends, best practices, and standards to be adopted in android app development.

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Android developer rate per hour

Before finalizing on the Android developer rate per hour, you need to evaluate and calculate the cost of developing an app. The cost must be segregated into the various sub-features of the app like access, navigation, notifications, messaging, streaming, in-app purchases etc.

The hourly hiring rates of Android app programmers vary between USD 50 and USD 150 for North America-based developers. In South America or the LATAM countries, the hourly rate for Android developer hire is about USD 50, lesser compared to the countries of North America.

The rate of Australia-based Android app programmers is also quite high about USD 110 per hour. United Kingdom comes next in the rank of hourly rates for Android developers approximately offering USD 70.

Eastern Europe and India are the major contributors of outsourcing when it comes to the best place to hire Android developers. You can recruit at a much lesser cost but with the much talent and skill of mobile apps development.

The hourly rate of Android app developers with 1 to 2 years of experience in Eastern Europe is USD 35 and rises up to USD 100 for professionals with 5 to 10 years of experience. In India, the hourly rate varies between USD 25 and USD 50, far lower than the other countries.

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Places to find best Android developers

Before searching for an Android developer website for hire, you must sort out the mode of employment – full time, part time, contract-based or freelance. The next step is to decide on the best place to find Android developers. Some of the prominent job websites to hire the best android developers are,

1. Upwork – One of the largest job boards to find an android developer for hire. Millions of freelancers and professionals register their profile on this website to find out the best job opportunities.
2. unremot.com – Enables you to gain access into a global workforce of Android app developers within minutes of search, collaborating through video calls, messaging and chats
3. Hired – The unique aspect of Hired website are its search ability to locate “Android app developer near me” with the requisite experience and talent.
4. GitHub Jobs – You have to pay a small fee to list the Android app developer job opportunities. It will help you to gain access to the site’s developer community. It is a unique android developer site where coders with a great deal of programming experience form a huge community.
5. Dice – If you are focusing on hiring android app developers in US, Dice is the ideal place for you to search and hire.
6. Android Jobs – It is one of the largest job boards for Android app developers and programmers. You can easily search for developers with specific skill or domain, mode of employment and location.
7. Toptal – Toptal helps in creating a team comprising of Android developers for your project. Besides you can individually hire either part time or full time developers too.
8. Authentic Jobs – A prominent job board where you can post your job opportunities, specify the roles required, salary range and the location for hiring android developers
9. Stack Overflow – The job board assist you to gain access to Android developers worldwide, with a great deal of experience and expertise in mobile app development
10. People per hour – Essentially focuses on freelance Android app developers and programmers, listing of job opportunities, and access to millions of registered profiles.

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Steps involved in hiring best Android developers

As recruiters for Android app developers, you may often be surrounded with questions like “How to find out the right Android app developer for my projects?”; “How to judge the skill and expertise of the developers?”; and more importantly “Which is the best place to find Android Developers?”

We suggest you follow the step by step approach to hire android app developer,

1. Write out the Job description with clear duties and responsibilities and expectations. There must never be ambiguity in the tasks mentioned to avoid confusion and misunderstanding among candidates.
2. Prepare the interview questions to be asked to the candidates. The questions must be segregated based on the skillset and experience level of the Android developers being hired. You must focus on both technical and soft skills to assess the suitability of the candidate for your job roles.
3. Fix the pay structure of the Android app developers depending on the roles, mode of employment, location, and years of experience. Ensure the hourly salaries are in alignment with the average pay scale in the country of operation.
4. Post your job listings in the websites specifically focusing on registering Android app coders and programmers. The listings must include the roles, the job description, the expected salary, location, and mode of employment.
5. Search for developers in the job boards and scan through the registered profiles as well as the profiles applying for the jobs. You must answer to all the queries of the candidates posted in reply to your job listings
6. Shortlist the candidates after viewing their resume, analyzing their experience and expertise and appropriateness for the roles
7. Schedule an interview with the shortlisted candidates, comprising of both technical and managerial or HR evaluation
8. Finalize the candidates to be recruited and circulate the offer letter

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Top 10 interview questions to ask while hiring Android developers

As recruiters, you must be aware of the questions, to ask the candidates during an interview who apply for Android app developer jobs. Here are the top 10 interview questions for your easy reference,

1. How are the lifecycle of an Activity and that of an AsyncTask related to each other?

Rationale: The intent of asking the question during an interview is to understand whether the Android developer is aware of the pros and cons of using AsyncTask. AsyncTask is not linked to the lifecycle of an activity. Hence if an activity is removed to create a new activity, the AsyncTask stays.

Expected Answer: If the candidate states clearly the problems of using an AsyncTask and the resolution, then you can be assured that the person is aware of the concepts. You must check that the Android developer states that AsyncTask must be avoided for long-running jobs.

2. State the difference between implicit and explicit intent

Rationale: It is one of the key interview questions companies must ask to judge the candidate’s credibility in understanding when to use which intent in the typical lifecycle of mobile app development.

Expected Answer: An experienced Android app developer must be able to point out that explicit intent are used to initiate the components in an application. Whereas implicit intent is utilized mainly to maintain the communication of components with the peripheral applications. If you receive the answer from the candidate, then you can grant a positive point in your evaluation.

3. Discuss when can you use a Fragment and when can you use an Activity.

Rationale: The topic is much discussed among Android app developers and quite a common discussion in various forums. You can ask this question to understand the candidate’s awareness on the most debated topic and the experience of using both in prior engagements.

Expected Answer: If the Android developer mentions that usage of Activities must be majorly during entire screen swap whereas fragments for other use cases, you can rest assured of the person’s knowledge on the subject. Furthermore, if he or she describes the use cases like swipe views, usage of UI across multiple activities etc. for fragments, then you can grant kudos.

4. Do you know how to create a multi-threaded Android App without leveraging thread class?

Rationale: The rationale behind asking the question is to judge whether the candidate has an understanding of how to extend a class when a particular functionality needs modification.

Expected Answer: Implementing Runnable is the answer you must expect from the candidate to override the run method and no other thread methods.

5. Mention the difference between Parcelable and Serializable?

Rationale: The recruiting managers must ask this question to evaluate whether the Android app developer is aware of the performance-friendly techniques that need to be adopted during the development process.

Expected Answer: If the candidate states clearly the benefits of using Parcelable since it is optimized to be used in Android and is completely customizable, then you can provide a plus point to the answer. Serializable uses a slow process via Java Reflection API.

6. What is the definition of an Adapter?

Rationale: The objective of asking this question is to check whether the candidate is aware of the necessity of an additional component for connection between AdapterView and external data source.

Expected Answer: You must expect the Android app developer to state the adapter as a bridge that converts data entry into a view which is finally added to the AdapterView.

7. Briefly mention the process of creating custom views

Rationale: Creating custom views is one of basic and necessary steps in a mobile app development cycle. You must mandatorily ask the question to check the knowledge level and experience of the candidate.

Expected Answer: The Android app developer state about creation of xml file, the attributes used in custom view and the addition of a constructor method in the view class. This will substantiate your answer and you can be sure of the knowledge level.

8. What is the key difference between RecyclerView and ListView?

Rationale: Both of the views are widely used in Android app development and hence must be verified in the interview to judge the knowledge level of the candidates.

Expected Answer: If the candidate mentions that only vertical scroll is supported by ListView and the ViewHolder pattern is optional in ListView, then you can term the answer as positive.

9. When do we need to use Handler?

Rationale: This question should be asked to judge the candidate’s understanding on the basic and key concept of multi-threading.

Expected Answer: If the candidate states about the usage of Handler for communication between threads, you have received the correct answer. You must grant further bonus points if the Android app developer mentions an example of passing action from the background thread to the main thread.

10. When should you use FrameLayout?

Rationale: Using a simple layout in Android app development is one of the key success criteria. Hence you must include this question in the interview to understand the awareness of the candidate in leveraging FrameLayout as the most user-friendly, simple, and efficient layout.

Expected Answer: Usage of FrameLayout for displaying a single view or overlapping views must be your expected answer from the candidate.

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Top 10 tools to use while hiring Android developers

Hiring the best Android developers for your company or firm requires a good amount of research to select the right candidate. Several recruitment tools have evolved substantially to aid the entire hiring process, applicable for recruiting Android developers as well. Enlisted are the top 10 tools to use while hiring Android developers, for your reference and usage:

1. Job Boards – Numerous websites are available listing job opportunities for Android app developers as posted by different mobile app development companies. For example Indeed.com, unremot.com, Upwork etc.
2. Assessment tools – Conducting Aptitude tests in written or online mode to judge the candidate’s basic IQ level, personality and behavioural characteristics, is the vital part of the hiring process. Tools used are mainly Pymetrics, HackerRank etc.
3. Artificial Intelligence and Chatbots – Trending digital tools to shortlist candidates, analyze the information submitted by them and also enable virtual chat or messaging for collaboration. Typical tools used are Zoom, Textio, Ideal etc.
4. Social Media Platforms – Linkedin, Facebook, Twitter etc are powerful social media platforms for hunting the right talent for Android app development. You can post your requirements as well as search for potential profiles.
5. Tracking system for applications – A portal is essential to track the applications received from candidates, along with basic data collection. You can use the tracking system for the end to end hire process and can even screen out candidates not adhering to the mandatory requirements for the role.
6. Recruitment Portal or Tools – Constant communication and collaboration between the candidate and the HR department is essential with regards to exchange of required documents or salary negotiations. Recruitment tools or a portal is useful for example Yello, SmashFly, Avature etc.
7. Audio and Video Conferencing Tools – In the world of remote and freelance working, possessing audio and video conferencing tools and software is mandatory to conduct interviews with the candidates. Examples can be Zoom, GoogleMeet, Microsoft Teams etc.
8. Tools to aid advertisements – Mentioning the right content and phrases for advertising your company’s job roles in different job boards and social media platforms is vital. Else candidates may not apply for the roles. Tools like Textio assist in creating the right content for job advertisements.
9. Onboarding tools – Once a person is recruited, onboarding process is initiated for induction into the company’s payroll and culture. Initial training, employee id generation, payroll initiation, triggering of employee benefits, finalization of the projects and supervisor need to be tracked to closure. Usage of tools like Click Boarding, Applicantstack, BambooHr etc. are effective in smooth execution of the activities.
10. Background Check Tools – The tools are super-efficient in verifying the profile by checking criminal records, past experience, educational qualifications etc. For example GoodHire, Intelifi, Sterling etc.

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Dos and donts while hiring Android developers

It is advisable to be aware of the Dos and Donts while hiring Android developers. Else you may land up in recruiting candidates who are inefficient or harmful to the company’s progress and future growth. The Dos are listed below,

1. Seek the right technical and soft skill without compromising on price
2. State properly the expectations from the job roles without any ambiguity
3. Recruit a person with excellent verbal and written communication skills
4. Hire candidates who are backed by good references and strong credibility
5. Finalize the candidates with good knowledge and experience in Android app development by asking the relevant questions
6. State the vision and objective of your company to the candidate, especially focusing on the expectations from the candidate
7. Verify the domain understanding of the developer based on prior experience
8. Conduct a thorough background check for security verification
9. Video or in person interview must be the norm for selecting candidates
10. The resume details must be validated by asking the appropriate questions related to experience and skill set

The Donts are listed below,

1. The price must not be the only determining factor for recruiting Android app developers. Do not compromise on quality to gain the price advantage
2. If a candidate refuses to sign an NDA for non-disclosure of sensitive data, then never finalize the recruitment
3. Do not recruit a candidate who fails to provide the supporting documents related to educational qualifications or prior experience
4. It is advisable not to hire experienced developers who have not worked in similar industrial domain as yours
5. Never recruit a person without a work experience for a crucial program or project.
6. You must avoid hiring a person with limited knowledge of the Android basic technical concepts
7. You must not wrongly state the job role and description as it may lead to dissatisfaction in future
8. Health and insurance benefits must never be stated incorrectly
9. Salary negotiation must not be avoided as you may lose out on talents
10. Never be rude or unprofessional while interviewing candidates.

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Are Android developers in demand?

With a significant rise in the revenue of the mobile app, the demand for Android developers is constantly rising. Besides the advent of AI and machine learning, mobile app development has earned a new identity.

More and more companies are embracing the latest technologies for efficiency, market identity and customer satisfaction. Therefore the job of Android developers is experiencing a steep increase in the demand curve.

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Why is app development so expensive?

App development involves several pillars, each carrying an individual cost to it. The key ones being the development cost, UI or UX design cost, quality assurance cost, project management cost, maintenance cost, promotion cost, upgradation cost. All these jointly contribute to the cost of the mobile app. On average, the cost for a basic app with core features is generally USD 60K and that of complex apps is USD 230K.

Are you hiring someone new into the team and need help with the technical questions to ask? Here’s a lit of the top 30 critical technical interview questions to ask!

Conducting a technical interview might sound easy, but is it the case? Can you just use technical problems to assess a candidate’s skills? How can interviewers get a sense of how a candidate’s capabilities will help them succeed in the role they are recruiting for?

If you’ve got similar questions, then you’ve landed on the correct page. In this article, we will discuss what is a technical interview, why recruiters use tech support interview questions, and how to conduct a technical questions interview with example questions and answers.

Unlike any other job interview, a technical interview is a specialized, rigorous process that tests the coding skills, problem-solving abilities, and personality of the interviewee. The interviewer in this process must assess the way the candidate approaches the problem, breaks it down, solves it, and arrives at the conclusion.

While arriving at a correct answer can be beneficial in this type of interviewing scenario, interviewers should typically look for your methodology and should place more emphasis on that instead of a correct answer. 

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Best technical interview questions

Below are a few tech interview questions to ask in an interview. These technical interview questions and answers shall help you understand what to expect from the candidate and they could be broadly divided as IT technician interview questions or as practice technical interview questions.

Question 1: What do you do to keep your tech skills up to date?

Rationale: This question evaluates how the candidate approaches his self-development as technology can change quickly.

Sample Answer: I regularly read tech blogs written by IT experts. I participate in short-term skills training and work on personal projects, where I frequently refer to some of my go-to sources and forums to check up on the tools I’m currently using. 

Question 2: What are your favorite tech products that you use?

Rationale: This question ascertains a candidate’s familiarity with different technologies and how well he’ll adapt to working with the company’s hardware and operating systems.

Sample Answer: I love the sleek design and quality user-end experience of working within frameworks that support JavaScript and Python.

Question 3: What are some benefits of working in an Agile environment?

Rationale: This question probes the candidates’ familiarity and understanding of the environment.

Sample Answer: Agile offers continuous fast-paced product testing at each stage of integration. It helps to fix the small bugs and defects of a project before these issues manifest into bigger problems. Agile is also advantageous for collaborating across departments to give and receive feedback during each phase of the development process of a project.

Question 4: Why are doors rectangular instead of round or square?

Rationale: Technical interviews should include complex questions, brainteasers, or numerical reasoning problems. It gives an idea of how the candidate approaches problems along with the way they think about different aspects of problem-solving. 

Sample Answer: I imagine that the shape of a door really has no constraints, but there would be a lot of product waste if manufacturers had to shape and cut circular or rounded doors

Question 5: What type of work do you want to do five years from today?

Rationale: This question can tell the interviewer what direction the candidate wants his or her career to move in and how long will he stay in the company.

Sample Answer: My goal is to become a software architect, is it because I want to make more money and also I am good at managing others.

Question 6: Do you write code outside of the office?

Rationale: It gives you a little bit of an insight into whether this is just a responsibility or job that they come and leave, or they really have a passion for technology.

Sample Answer: Definitely, whenever I get time, I start to upgrade my skills. 

Question 7: What’s the best software project that you’ve been part of in your previous organization?

Rationale: This question is meant to gather information about a candidate’s successes.

Sample answer: In order to get project zee completed in my previous job, I found out the key stakeholders and outlined the major milestones involved in completing the project. I worked backward to break down the work and identified obstacles. I then added some extra time to the schedule in case anything unexpected came up. I solved issues quickly and efficiently.

Question 8: How will you explain APIs to a non-technical stakeholder?

Rationale: This question will give you an idea of how the candidate handles the most difficult communication situations.

Sample Answer: An API is a web-based system, software library, computer hardware, and an operating or database system. It is a set of rules and specifications that software programs can follow in order to communicate. 

Question 9: Do you consider unit testing essential, or a waste of time?

Rationale: Asking this technical question will give you an understanding of the candidate’s attitude towards their working process.

Sample Answer: It is a best practice in code maintenance and software development. Testing is done for logic errors, coding flaws, and preventing bugs from advancing to the finished product.

Question 10: What are your 3 favorite technical languages?

Rationale: This question will give you an idea of the candidate’s programming knowledge, level of proficiency, and whether they are a good fit for your company.

Sample Answer: Java, Ruby, and PHP

Also Read: Virtual icebreakers for Remote teams | A complete guide

Question 11: which language do you consider as most important?

Rationale: This question will let you know about the proficiency and comfort level of the candidate with the language.

Sample Answer: Python is a powerful and general-purpose language that is used for a range of tasks, including web development, machine learning, and data analysis.

Question 12: What is a SAN?

Rationale: The question will let you know the technical knowledge of the candidate.

Sample Answer: SAN stands for Storage Area Network.

Question 13: How is SAN used?

Rationale: The question will let you know the technical knowledge of the candidate.

Sample Answer: SAN is a high-speed, specialized network that gives access to storage. Mostly are used to improve application availability, enhance performance, increase storage utilization with effectiveness, and improve data security protection.

Question 14: When is it appropriate to denormalize database design?

Rationale: This question tests whether you know how to identify the pros and cons of using denormalization for database optimization.

Sample Answer: Denormalization is needed when improvements are required to be made to a database for it to meet the application requirements.

Question 15: What is the role of continuous integration systems in the automated-build process?

Rationale: The interviewer should ask this question to make sure that the interviewee understands what continuous integration systems are and how they are used in the automated build process.

Sample Answer: Continuous integration is a development process that requires developers to integrate code into a shared repository multiple times throughout the day. Every time a code is integrated, it is verified by the automated build. This allows for the detection of defects and problems within the codebase at an early stage. 

Question 16:  When you don’t know the solution to some technical glitch, what is the first thing that you do?

Rationale: This question tells the interviewer the capability of a candidate to self-manage, and if they’re a fundamental problem solver.

Sample Answer: I do the research and attempt to find a solution on my own before bringing the problem to their manager.

Question 17: If you are given the freedom to design your dream job, what would it look like?

Rationale: Along with creating a connection with the prospective employee, the question allows a candidate to be creative, this question also reveals bits and pieces about an individual’s long-term goals.

Sample Answer: If I am given the freedom, I will design my profile which is just not limited to office working hours. I like the concept of workcation. Also, my dream job would allow at least 15 hours of research and interaction with the clients who are the ultimate customers of our products.

Question 18: What is your process of getting work done when you get a new job?

Rationale: Every person has a very specific methodology behind the way they work. The question tells their strategy.

Sample Answer: I try to gel up with the culture of the team, and align my strategies with the hiring manager. I try to understand the purpose, plan, and process that are existing in the team and then set up my own goals and processes.

Question 19: Can you describe a coworker’s working style?

Rationale: The question tells what they respect most about the colleagues, and what they learned from them. Does this candidate think about others in the team? Can they distinguish between the strengths different coworkers possess?

Sample Answer: I was really impressed with my working manager in the previous organization. She had the talent to explain complex coding concepts in a way that was easily understood by each one of us on the team.

Question 20: Tell me something about the more interesting problems you’ve been working on the past few years.

Rationale: When the candidate explains what they’ve been working on, the interviewer is able to ask for more details about specific things as they are answering. 

Sample Answer: In the past few years, I have been working in the front-end and have been on the client face. It is really difficult to satisfy clients. In the past few years, I have really learned how to explain complex things to clients in a simple manner. 

The above section is also a summary of IT technical interview questions, which could also be considered for technical phone interview questions or towards technology interview questions.

Now that you have an idea of how to prepare for technical interview that you would ask a candidate, it’s time you learn about the questions to ask in a technical interview that you would ask freshers. So let’s begin!

Also Read: Remote work policy | Know before you start

Technical interview questions for freshers

Below are the top 10 technical interview questions for freshers. These common technical interview questions will help you understand the candidate who isn’t experienced. 

Question 1: At what age did you first learn to program and what was the first thing you had built during that time?

Rationale: The interviewer can get a sense of how excited this candidate gets while talking about something that was presumably a big moment in their life and also showcases their basic communication skills.

Sample Answer: Well, I started programming at the age of 15 during my summer vacations. I started by learning Java. The first program I had built was real fun at that age. It was a program which asks you questions like “Ask me about anyone’.

Question 2: Can you tell me about a side project you’ve worked on (apart from college) in the past year or so?

Rationale: Having a side project is an indicator that the candidate likes to code and is passionate about writing software.

Sample Answer: I have worked on many important projects throughout college. Last year, I built a web scraper. It is a tool that takes a URL as an input and returns the content of the URL as HTML.

Question 3: Can you create an expense tracker? What features will you give it?

Rationale: The answer shall show the technical capabilities of the candidate.

Sample Answer: Yes I can create an interface that clients can use to add and categorize their expenses. I will add features like generating monthly reports based on the inputs and write custom alerts for things, like, “spending too much money on cosmetics… like always.”

Question 4: Have you ever worked on an artificial intelligence-related project?

Rationale: The answer shall show the technical capabilities of the candidate in the upcoming technologies.

Sample Answer: Yes, I had worked on a Chatbot. I created a chatbot that produces real-sounding responses based on cricket sports teams.

Question 5: would you like to work on fun and light-hearted projects? Suggest some?

Rationale: The question shall enquire about the creative side of the candidate.

Sample Answer: Yes, I would love to work on a movie showtime finder or a spoiler blocker.

Also Read: Virtual water cooler for Remote teams | A how-to guide for beginners

Question 6: Can you tell me how the Internet works in a very simple language?

Rationale: The answer will tell the capabilities of a child to simplify complex questions.

Sample Answer: Well, it is like a post office, where you send out a letter and eventually you will get a response back.

Question 7: If I were to ask your last set of teammates (in college projects) to describe to you, what do you think they would say?

Rationale: It forces the candidate to think through the lens of those he has worked with. This can provide interesting insights into the candidate’s working style.

Sample Answer: I think they would call me dependable, sincere, and punctual.

Question 8: What’s the one thing we haven’t asked you about that you want to make sure we should know?

Rationale: This question gives the candidate an opportunity to tell us exactly what they exactly want from the job.

Sample Answer: I am very good at managing people. I really want to be a senior software engineer in this company.

Question 9: Where did you first learn to program?

Rationale: The question helps in getting the background of the candidate.

Sample Answer: As a beginner, I started learning programming from a local institute in my city (Jaipur). But, after that, I started learning from online tutorials. Luckily, some of them were free as I didn’t have a lot of money during my school years.

Question 10: What have you learned from your failures?

Rationale: This question tells the interviewer about how a person overcomes his failures.

Sample Answer: Failures motivates me, as a technical professional. It pushes me beyond my current technical scope to want to learn and achieve more.