Frequently Asked Questions

Here are some of the frequently asked questions often asked by our clients:

Why hire React developers from PixelCrayons?

Get excellent front-end applications to build up by hiring our React developers because we provide-
• Certified React Developers
• Security and IP Protection
• 24*7 Technical Support
• Source Code Authorization
• Strict NDA Terms
• Seamless Communication

What are the services your React developers provide?

• React development Services
• React UI/UX development
• React Application development
• Front end and web development using React
• React plugin development

How much experience PixelCrayons have in developing applications using React JS?

We have 5+ years of experience in developing front-end applications using the React JS framework. Till now, we have completed 11500+ projects.

What are the mistakes to avoid while hiring React developers in India?

To choose the right React JS programmer from India, there are several key things to keep in mind throughout the entire hiring process. These mistakes can result in hiring the wrong candidate, so it's crucial to know what to look out for and avoid these common pitfalls. Here are 10 mistakes to avoid while hiring React developers in India
1) Not Understanding What React Is
The popularity of React has grown exponentially over time, so it's easy to get swept up in its hype and think you can build any type of app with it. But if you want a great user experience, it's important that your app is designed for—and written using—the right tools. As an example, while Angular and React both use JavaScript (and thus share some similarities), they're not interchangeable; while one could be used to develop a site like WordPress, the other would be ill-suited for that type of application. Before hiring react developers, make sure you fully understand what react is and if it's appropriate for your project.
2) Expecting Them To Code Without Guidance
Unless you have prior experience hiring programmers, you might think that it's acceptable to expect them to figure out what you want on their own. This is not an acceptable practice! Programmers are not minded readers, and they are not telepaths. Ask them questions, provide them with examples, and check in regularly. If they don't know how something works and you haven't told them how it works, why should they care? Why would they spend any time trying to find out? You can avoid a lot of headaches by making sure that your programmer has all of the information needed upfront. Once you agree on expectations, make sure everyone is clear about what needs to be done before beginning work.
3) Choosing Talent Based On Price Alone
You have a problem, and you need it solved. Instead of focusing on finding someone with talent, skill, and passion for your project, you're looking for someone who will get it done fast and cheap. The issue is that price often correlates directly with experience (the more senior developers tend to command higher salaries) and focus (more junior developers may be tempted by side projects or other distractions). If you want quality work that delivers on time and on budget, then search out candidates with proven track records—and ask about their career growth goals. Even if they charge a bit more than others (and they probably will), you can rest assured they won't disappear halfway through your project.
4) Choosing Talent Based On Experience Alone
Experience is a big factor when hiring any team, but even more so with developers. After all, it's easy to talk about code and claim expertise, but it's much harder for an outsider to know whether or not they can actually deliver what you need. For that reason, many companies only hire experienced developers—but that leaves out everyone who doesn't have experience yet, including top talent. As Steve Jobs famously said: People with passion can change an industry. By hiring based on experience alone, you may be passing up on some of your best developers—those who are passionate about learning new technologies and improving their skillset. If you want flexibility and agility within your development team, don't sacrifice talent for the experience!
5) Not Doing Enough Research
Are you comfortable hiring a developer you've never met? Be careful. When it comes to technology projects, it's vital that you hire someone who knows what they're doing. Otherwise, you may find yourself coming back for more help very soon—and paying much more than necessary. Before hiring any company or developer, make sure to do your homework first. Look at their past work, check reviews of their business practices, and speak with former clients before signing anything official. That'll give you a better idea of how well they know what they're doing—and whether or not they're right for your project or business needs.
6) Not Setting Expectations
The biggest mistake you can make when hiring developers for your project is not setting expectations. What needs to be done? When should it be finished? How much do you plan on paying? It may seem like common sense, but it's amazing how many businesses spend thousands of dollars on a project without spending a few minutes upfront to hash out what they're looking for.
7) Expecting Results Overnight
One of the biggest mistakes companies make when hiring dedicated react developers is expecting results overnight. It's important to have an idea of how long your project will take and how much you should budget, but dedicated react developers can be stretched pretty thin if they're faced with too many tasks or not enough time. Keep communication lines open, so you know what's happening on both sides. Make sure your work is always prioritized over everything else. For example, if you need a website built, that site should get all of your developer's attention until it's complete.
8) Letting Pride Get In The Way Of Taking Advice
The most common mistake that employers make is not looking at candidates' previous work before hiring them. When you hire react developers, ask them for examples of their past work and read through each line of code. Ask them for recommendations from past employees and ensure that they check your references. You should also perform a background check and run a credit check on potential candidates. Being picky when hiring react programmers can help you find quality employees who will produce quality work on time. Remember, great developers aren't always available; you need to make sure that they're actually qualified for your position before offering them a job because it's easy to get carried away by their qualifications.
9) Failing To Look At Examples Of Work Done By Candidates
Almost every developer can produce examples of work that they've done for previous employers. Many of them will even list links to live, working projects on their LinkedIn profile or GitHub account. There's nothing more powerful than actually seeing what kind of work someone has done for their last employer. Not only will you be able to get a better idea of what kind of developer they are, but you can also get an idea about how professional and consistent they are with meeting deadlines. As you browse through project after project, don't just check out their technical skills; consider things like creativity, quality of documentation/communication/design, responsiveness to requests/feedback from stakeholders, etc. You can even request some samples if you want to talk directly with current clients. Remember that creative people tend to over-promise and under-deliver, so try not to let excitement turn into disappointment down the road. Another important thing is not missing any details while hiring react developers in India. Be sure not to miss anything during code reviews! This is one place where it pays off big time, having at least one experienced team member on board.
10) Skipping Due Diligence Checkpoints
Make sure you're hiring react developers with proven experience—and skip any checkpoints that don't apply. Getting your ideal candidate is important, but so is finding someone who can deliver results. You can check references and social media accounts, but you should also ask for links to their work so you can understand their development style. If they say they've never worked on a project like yours before, that might be cause for concern. Ideally, of course, every react developer you hire will have done something similar before; it just means that if they haven't had exposure to your type of product or team structure before, they may need more hand-holding than an experienced applicant would need.

What questions to ask before hiring react developers in India?

How to hire React developers? If you are looking to hire react developers or dedicated react developers, here are 10 questions you should answer before hiring them. If your answers to these questions match with the answers of the developer, you are good to go ahead and hire him/her!
1) How long will they be working on my project?
When you're dealing with remote workers, it can be difficult to know how long they'll be working on your project. Sometimes you want a specific amount of time for them to work on your project, or maybe they need a certain length of time for their billing cycle. No matter what type of timeframe you need, make sure that they can guarantee it upfront. If they can't give you any sort of guarantee at all, there is always a chance that they will bail on your project whenever something more appealing comes along (i.e., more money). When building trust with new contractors, having some kind of guarantee is key so that they know their efforts are valued and appreciated by you and your clients.
2) What is your strategy for building React components?
Before you hire a dedicated team of React Front-End Developers, consider what your strategy is for building out your user interface. If you're using a framework like Angular, Backbone, or Ember, then building with react will likely require more work than if you choose not to use anyone's framework. It's important that you understand how each of these frameworks differs so that hiring React developers can be made with confidence. What is your mobile development strategy?: Mobile devices are now an essential part of our lives, and mobile development has taken off as a major component of software development. Is mobile important to you? If so, hiring a dedicated React Native or Objective C (iOS) developer might make sense over react native developer.
3) Will my dedicated team work only on my project or on other projects?
It's important to know what you want from your new hire. Do you need a new developer on staff, or do you need a freelancer for a specific project? Some of these answers will be dependent on your current needs, while others can be discussed later on. What skills are most important?: The right experience and education matter, but don't forget about soft skills. A great programmer who doesn't get along with co-workers isn't necessarily going to be a good fit for your company.
How well does their work meet my expectations?: It might seem like an obvious question, but it's often one that gets overlooked in favor of more technical concerns. You should expect that dedicated hires will surpass expectations — just make sure that they do so without taking too much time to deliver their results. How much notice would they give if something came up and they needed to stop working on my project: As always, protect yourself and your business by asking all the difficult questions upfront — especially when there could be money involved down the line. If nothing else, consider having them sign a contract outlining how much notice they must give when canceling work commitments.
4) What are your plans after this project is over?
It's a pretty safe bet that you don't want your project to end. If you want your relationship with your new hires to continue, make sure they know that. You don't have to commit right off the bat, but leaving any ambiguity about what happens after a contract is up will make for a rocky relationship—especially if they worked hard on a big-time project. At best, you might find yourself going back and forth on whether or not you should rehire them for future projects or even how much work is too much work. In my experience, it never hurts to be clear from day one what both parties expect from each other beyond just completing deliverables for a particular project.
5) Will I have direct access to our dedicated react developers during office hours?
It's important to make sure that your dedicated react developer has access to you during your office hours. Since you'll be working with him/her for an extended period of time, it's crucial that you are able to communicate effectively. For example, there are times when business problems need solving and immediate input is required from a dedicated react developer; what will happen if he/she is not around? Will there be someone else whom I can contact, or will I have to wait until his/her return? This can be rather inconvenient. Therefore, make sure you know exactly who all will be working on your project and how quickly they'll respond.
6) Will you help me hire another React developer when needed?
Hiring dedicated react developers can be difficult. While they may not always be needed, dedicated react developers are often able to get your project completed quicker than if you were juggling multiple development projects at once. When hiring a dedicated react developer, make sure you get an agreement on future work and that they're easy to get a hold of for future projects. This will help ensure that you're never scrambling to find another React developer when there's more work than can be handled by one person.
7) How do you follow up on bugs reported by users/clients?
It's crucial that you take feedback from your users seriously. When an issue is reported by someone who relies on your product, it should be treated as a top priority. After all, bugs can lead to unhappy customers—and unhappy customers can lead to lost revenue and/or new business. To minimize that risk, make sure you follow up with any bug-reporting client or user; try responding to any report within 24 hours. If you're not certain whether or not a reported issue warrants immediate attention, use these questions as a guideline: Is the bug annoying? Annoying bugs are worth taking care of immediately because they are more likely than other bugs to create an upset customer who will look for another solution if there is no rapid response or resolution.
8) Who will take care of documentation-related tasks during development?
Communication is critical when working with remote developers, so ask if you can speak directly with your project's lead developer. Their communication skills will play a big role in how smoothly everything else goes, especially if you need additional work done. Be sure to get their contact information—phone number and email address—before ending your call. You should also double-check that they're local (unless you don't mind paying for travel time) so it's easier for you to meet with them in person if needed.
9) How much time should I give you to build my react application?
You don't want a developer who can't deliver on time, but you also don't want someone who crunches at every opportunity. Ask yourself how much time is really needed, as well as what is realistic for your budget and timeline. Ask them specifically what tools they will use and how many people it will take. You might even consider providing a dummy project that they can use to give you a sense of quality within a specified timeline. A good developer should be able to scope out a project quickly and efficiently.
10) Can I speak directly with the person who will be working on my project?
Getting to know who will be working on your project is one of the most critical steps in getting a new developer up and running. What you're really looking for is not just someone with experience with your technology but also an employee who understands your goals and objectives. Speaking directly with a potential new hire allows you to get a feel for how they think and if they'll understand why you need their help—and can do a good job helping you get there. Sure, it might cost more initially, but knowing that you have someone on board that fits into your team culture goes a long way toward achieving long-term success.

What are the tips for hiring React programmers?

The growing popularity of React in the market has increased the demand for React programmers. Finding dedicated React programmers can be difficult, but it's very much possible if you know where to look and how to approach the hiring process. If you want to hire React programmers, here are 10 tips to help you hire React developers in India.
1) Research on React Developers
Know what you want before you start your search. Be specific about what languages and frameworks they should know. The last thing you want is to hire a talented programmer who isn't interested in staying with your company long-term. Do some research on what kind of developers would be a good fit for your project and make sure they check all of those boxes. If you're not familiar with what makes up an awesome developer, do some homework so that you can find one quickly. It will save time and effort on both sides of things, allowing your business to move forward right away. Don't rush into any hasty decisions just because someone looks good at first glance; do your due diligence before hiring anyone. You may not need to hire full-time programmers at first; if possible, outsource part-time work until it grows into something bigger or trains someone from within your own staff instead of committing completely from day one.
2) Use Headhunters Instead of Job Boards
Headhunters generally work with you to discover and assess multiple candidates, so their pool of applicants tends to be much larger than what you'll find on job boards. If your goal is to hire react developers in India, it's a good idea to start there: headhunters know what jobs are available, and they likely have access to top-tier talent that may not be actively looking for work. It's easier than ever before to find and connect with headhunters—if you can afford it, use one. Be sure not to ask about salary range during initial interviews; instead, wait until a candidate seems like a good fit before moving forward. There's no reason any programmer should interview unless they know how much money is on offer.
3) Start Remote Communication Early
While it's often tempting to hire an agency, you should carefully consider if it's really worth it. For small projects (or even large ones), your time may be better spent hiring dedicated developers because having a team dedicated to your project ensures that they focus on your code and not on several projects at once. You can also work with them directly, so if something goes wrong, you have a clear line of communication with someone who is accountable for what they do. On top of that, they can respond faster and more appropriately to problems that occur in production.
4) Hire Dedicated vs. Agencies
Many small businesses choose to go with agencies, but it's often better to hire dedicated developers. That may seem counterintuitive—wouldn't hiring an agency allow you to have more options?—but an agency typically focuses on a range of projects that are not always aligned with your specific needs. For example, you might think that you need someone who has experience developing social media platforms or mobile apps because those are popular right now, but if your business isn't at that stage yet, their expertise won't really matter. With dedicated developers, though, there is no question about where their loyalties lie. They can focus on one project and ensure it meets your objectives 100 percent of the time.
5) Define Job Specifications
The primary purpose of writing job specifications is to create a list of duties and expectations that will help you filter candidates when hiring web developers. If you don't have a current plan in place, create one now. It's important to define all of your criteria to avoid missing out on potentially valuable hires because you didn't include an important detail in your job posting. As an example, if your company wants prospective employees who can work well with minimal supervision, make sure that specification is outlined in your job postings (and internally within any documentation).
6) Check References before Interviewing Candidates
Hiring in person is great, but in many cases, you won't have time to meet in person. This shouldn't stop you from checking references. You can find out whether or not someone is trustworthy (and capable of meeting deadlines) by calling their references. This will also give you an idea of what type of personality your potential employee has, which is especially important if they'll be spending time with your employees. A bad fit here could spell disaster later on. But a good fit could save you a lot of headaches down the road. Always do thorough reference checks! Contact as many former employers as possible and talk to as many people as possible who know them well. In some cases, candidates may exaggerate their experience. Make sure that everything matches up before making a hiring decision.
7) Ask About Test Projects Before Offering a Job
A test project is a great way to see how professional (and compatible) potential hires are. You can use it to gauge their interest in your project, as well as how responsive they are and if they're reliable. Another huge benefit of having someone do a small job first is that you get real-life insight into what it would be like to work with them on an ongoing basis. A test project will give you an idea of their preferred communication style, overall professionalism, responsiveness, etc., all before offering them a permanent position with your company.
This gives you a chance to make sure they'll fit within your team dynamic or whether there might be personality conflicts down the road. And remember: If they're confident enough to bring up salary or long-term commitment during a test project, then beware—that means they may not even finish out that initial six months! The goal isn't just finding talented people—it's identifying those who'll also mesh well with your organization's culture and business objectives. For example, developers can write code, but can they communicate effectively? Do react programmers have good time management skills? Do react programmers come recommended by others? These questions should help better assess cultural fit.
8) Negotiate Salary Package
If you're looking to hire developers in India or elsewhere, it's important to have a clear idea of what your budget is, so you can negotiate appropriately. Going with an hourly rate means you can avoid commitment upfront, which is ideal if your project timeline or goals are somewhat flexible. If that's not possible—if you know exactly how much money you want to spend on contractors, for example—then include that information in your post and hire accordingly. To make sure both parties are comfortable with salary expectations, however, it's a good idea to allow candidates to bargain their salaries before agreeing on one specific number. This methodical back-and-forth approach will ensure everyone feels they've had a fair deal.
9) Set Up Tech Stack/Workflow Together
With a dedicated team of experts working on your project, it's important to meet with your team at least once a week. These meetings are great opportunities to touch base with programmers who are working with you remotely. If you work out of an office in India, you can also use these meetings as opportunities to sit down in person. Even if you hire react developers outside of India, consider scheduling weekly meetings via Skype or Google Hangouts—even if it's just for five minutes! By having regular discussions with your development team, you can ensure that everything is on track and moving smoothly toward completion.
10) Set Up Team Meetings
A good way to make sure you're staying on track with a project is to sit down with your team once a week and review what you've accomplished over the past seven days, what you plan to accomplish in another seven days and talk about any issues that might be getting in your way. This helps everyone stay on task but also catch potential problems early. Of course, if someone is consistently falling behind or not meeting deadlines, it may be time to address some issues directly. In general, though, try putting together a solid meeting schedule and sticking to it as much as possible—otherwise, deadlines will slip by unnoticed and unaddressed before long.

What is the actual process by which we can hire React developers from your company?

We share the resume of our React developers with you so that you can choose the developer of your choice. After that, we agree on the time which the client can extend if needed.

Can you brief us about how your React developers built the app?

Following are the steps that our coders follow to develop a mobile app:
• Collecting and analyzing the requirements
• Creating the wireframe and designing
• Development
• Testing
• Deployment
• Maintenance and support

What makes your offshore React developers different from others?

Be it our technical expertise, our in-depth knowledge of an enterprise's peculiar needs; we are a perfect blend of management and tech.

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