React/React Native guru with strong Back-end background. Delivered and supported more than 10 projects especially in the automotive industry.
Helped companies from the Information Technology sector with migration to the latest Angular from old-school looking front-end.
Helped companies from Industrial Automation and Consumer Goods fields with delivering interfaces on a long-term basis.
Delivered more than 10 angular apps for Banking, Healthcare and E-commerce fields. Alex have 9.4 NPS score from existing customers.
During the week we will find a right react developer from our team and you will be able to start trial period for 1 week.
You are paying just hourly rate of our react developer. PM and HR are included in that cost.
You are protected by contract and all of our react developers are our employees(not freelancers).
If you will not be satisfied, we will make you the 70% discount for all the jobs done during first week with our react developer. If everything will be working fine – we will just continue working with our normal hourly rate.
We are focusing only on front-end technologies: Angular, React, Node.js, React Native.
You have no hidden cost and no commissions. All expenses like working place for developer, salary, laptop are included in cost already.
You need to make a request with your contact manager and we will make a replacement for you in a week.
"The different and very profound skillset of the AVA team was very impressive."
“There are a lot of companies that offer similar services but we’ve had an end-to-end good experience with them.”
Our Managing Partner Viktoria will contact you in 24 hours with information on our next steps.
We will make a call with you to discuss the details of the project, collect requirements and create a proposal for you.
This programming language came about thanks to Brendan Eich in 1995 and is still relevant today.
Small, midsize, and big businesses should decide in advance which model is best suited to create or maintain their product. It is the most crucial point that many people do wrong.
The most common options for collaborating with programmers are:
For a better understanding, let's analyze a case in point.
What Steve did: Hired an in-house person and paid a huge commission to a recruiting agency. As a result, when the first developer returned to work, their place was taken, and the company was overpaying for two specialists. It was an unreasonable expense for an SMB (small and midsize business) that was growing.
What Steve should have done: He could ask for help from a trusted freelancer or hire a third-party partner and use the outstaffing service. In the first scenario, Steve's company would have saved a lot of time, not wasted money on recruiters, and would have invested in further product growth. And in the second scenario, it would get a developer with proven skills and pay only for the hours the professional spends working on the project.
For those who already produce a product or present a project, it is a great idea to work with an outsourcing or outstaffing firm. At the same time, big companies with 100+ people are better to create their staff of JS coders or cooperate with large IT firms. They have a lot of experience working on products from scratch and can adequately organize the process and think through the product development strategy.
People without a tech background sometimes mistake this technology for Java and JScript, but they are entirely different solutions. The first one is a strictly typed object-oriented language. The second one is a scripting language of programming that Microsoft developed in 1996. JScript can also be used to create Active Server Pages (ASP) or to administer Windows systems.
It would seem that if a person says he knows JS, he can solve any problem with your product. Unfortunately, this is a common misconception. There are several categories of coders who see this solution. And each of them performs different tasks in a project's progress.
Conclusion: If you need to do code from scratch, you should hire a full-stack/back-end programmer or a team of FE and BE devs. For an already created application or site, you will most often need to support the visual component and fine-tune the functionality. If that is the case, you should look for a person with experience in front-end development.
Once you've decided what cooperation model is suitable for your company and what duties the specialist should perform, you can calculate the budget. To determine the salary of a professional with the necessary qualifications, look at some websites of recruiting agencies and study some statistics.
Conclusion: A little research on pricing in the market will give you an estimate of how much a skilled employee will have to pay for a job. Also, it will also help filter out people who are not right for your team.
Just 10-20 years ago, hard skills were enough for a developer to get highly promoted in the profession. Employers did not care how outgoing, creative, and curious a person was. In the 2020s, the situation changed. Now to the tech stack testing, you need to be interested in the developer's soft skills.
Conclusion: If you are lucky enough to have such a person in your team, he/she will not only do a great job. They will quickly join the team, find common ground with any of your employees, and not be afraid to speak their minds. Developing a website or an application is a team effort, where it is important to achieve a harmonious relationship in the team.
Once the first four steps are completed, it's time for the interview and technical screening of the professional. In each step of this instruction, you screened out a different category of professionals. For example, you hired a person through the outstaffing model, filtering out the CVs of people for in-house or freelance work. Also, after defining the profile, you more accurately lined up the requirements for the candidate and determined the sum you could pay the professional.
In the final stages, you had to choose pros who are easy to contact and demonstrate soft skills that fit your project. Now all that is left to do is to assess the candidates' expertise during the interview. To accomplish this, make a short list of applicants and do an interview.
During it, you should be interested in the following:
It is just a sample list of things you can discuss during the expert's screening. Also, be sure to find out about the person's previous experience, ask about his or her responsibilities and workflow. If the developer has experience in your industry, that's a huge plus. And if he or she has dealt with similar projects before, they will be in a better position to handle your project.
Every specialist and company varies in this period. For example, at AVA.codes, you can order a 7-day risk-free trial. To learn more, book a free call, email firstname.lastname@example.org or call +1 (212) 252-2165.
When you expand your team with any of our programmers, you are the only owner of all code.
It's hard to give an easy answer. On the one hand, to evaluate the knowledge of technology, you can't go without a technically savvy person. It can be your CTO or Head of IT who will test the coder's capabilities.
On the other hand, you can delegate this job to a third-party partner. If you don't have the necessary background, you can ask us for help. We have excellent JS programmers who can expand your team. They all have proven skills, so you have nothing to worry about. All the recruiting work is done already, and you only pay an hourly rate.
No, our specialists are focused on several front-end technologies. AVA.codes programmers, besides the JS programming language, use the following solutions:
This is far from being a complete list of our team's skills. The company's specialists upgrade their qualifications regularly and receive professional training. It allows the experts to keep up with the trends and constantly strengthen their own professional knowledge.