Victoria S.
Experience
6 years
AVAILABILITY
Full-time
Beatriz D.
Experience
6 years
AVAILABILITY
Full-time
Dario P.
Experience
8 years
AVAILABILITY
Full-time
Cesar R.
Experience
11 years
AVAILABILITY
Full-time
Nelly G.
Experience
10 years
AVAILABILITY
Full-time
Tomás R.
Experience
10 years
AVAILABILITY
Full-time
Fabricio B.
Experience
10 years
AVAILABILITY
Full-time
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Created by Microsoft, .NET has become one of the most popular development frameworks in the world due to its wide range of features, scalability, and strong security. For this reason, companies are looking to hire .NET developers to take advantage of its versatile capabilities and create powerful applications for their business needs.
While hiring .NET developers comes with many benefits, it can also present some challenges. For instance, finding the right talent with the skills and experience necessary can be difficult, especially in a highly competitive market. Additionally, the cost of hiring .NET developers can be high, making it difficult for smaller businesses to hire the best talent. Despite these challenges, companies that hire .NET developers with the right qualifications and experience are on track to get the most out of their development efforts.
This article will provide an overview of what .NET development is, how much .NET developers earn, how to write a job description to hire .NET developers, and how Revelo can help you hire remote .NET developers easily.
.NET development is a framework created by Microsoft designed to help developers create powerful applications and services. It uses a variety of languages, such as F#, Visual Basic, and C#, to develop applications with a wide range of features and capabilities. .NET development is used to create a variety of applications, such as web applications, mobile apps, desktop programs, and services. It is also used to develop enterprise-level applications that require high levels of scalability and security.
You may need to hire .NET developers if your project requires complex features and functions, such as integration with other systems or services. Common examples of .NET development projects include web applications for e-commerce, enterprise resource planning (ERP) systems, customer relationship management (CRM) solutions, and cloud-based services, such as software-as-a-service (SaaS).
The roles and responsibilities of .NET developers can vary depending on the project and company. Generally speaking, however, once you hire .NET developers, their duties include the following:
Figures from Glassdoor indicate the annual average salary for a mid-level .NET developer with four to six years of experience in the US is $107,412. However, the cost may vary depending on the state of your business and the industry you operate within.
While .NET developers in Latin American countries are equally skilled, the lower cost of living means they’re usually paid 30%-50% less than their US counterparts, with salaries varying based on location and experience. Revelo provides a cost-effective solution while offering highly qualified, pre-vetted Latin American developers.
A well-written job description can attract the best .NET developers to your project. In addition to basic information such as job title, duties, and work hours, it's important to include the following elements:
You also need to determine the level of seniority required for the role. You can do this by assessing the complexity and scope of the project and the size of your development team. For example, if you're looking for someone to lead a team of .NET developers, you may need to hire a senior-level developer with extensive experience.
Interview questions can help you select the best candidates from your applicant pool. To be effective, questions should help you assess their skills and experience and uncover their work ethic, attitude, and problem-solving capabilities. Here are some sample questions you can ask NET developers during the interview.
This question will allow you to assess a candidate's knowledge of the .NET framework and its development principles. The candidate should explain that the difference between managed and unmanaged code is that the former is written in a .NET language, such as C# or Visual Basic, while the latter uses an assembly language, such as assembly or traditional C++.
This is a good question to determine how comfortable a candidate is with the fundamentals of .NET development, such as object-oriented programming. A strong candidate should be able to explain the concepts of encapsulation, inheritance, and abstraction and their importance in .NET development.
Performance is a key factor in developing applications and services with .NET. The candidate should be able to explain the various methods they would use to improve the performance of a .NET application, such as caching, code optimization, and taking advantage of built-in features.
While these questions are a great starting point for your interview process, for an even more comprehensive list of questions to ask .NET developers, check out our in-depth article in our interview questions section.
Finding, vetting, and hiring .NET developers can be time-consuming. Moreover, hiring the best people with the right qualifications and experience can be difficult, especially in a highly competitive market.
At Revelo, we provide an easy and efficient way to hire .NET developers. We have a comprehensive vetting process to connect you with the talent you need from Latin America. Our experienced recruiters and engineers eliminate the hassle of finding and hiring .NET developers, leaving you free to manage your project.
Ready to hire .NET developers? Contact us today and get the best talent to help you develop powerful applications and services.
Yes, if for any reason you find the developer you hire isn't a good fit within the first 14 days - you pay nothing or we can find you a replacement at no additional cost.
Hiring a full-time developer through Revelo is a simple 3-step process. First, you tell us your hiring needs. Second, we match you to the best developers within 3 days. Third, you interview the candidates you like and hire the one you like most.
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