The front end of your website or application is not just a pretty face. It’s the first point of interaction between your product and your audience. Therefore, hiring the right front-end web developer is crucial for success. At Tribes, we understand the intricacies involved in finding the perfect match for your project needs. Here’s our comprehensive guide to hiring front-end web developers that ensures you make an informed decision.

Understanding Front-End Development

Front-end development focuses on the visual aspects of a website or application that users interact with directly. It encompasses everything from the layout and design to the site’s responsiveness and performance across different devices. Front-end developers use a combination of HTML, CSS, and JavaScript to bring web designs to life, ensuring a seamless user experience.

The Importance of Hiring the Right Front-End Developer

The developer you choose can significantly impact your project’s success. A skilled front-end developer ensures your site is accessible, user-friendly, and aligned with the latest web standards. This is vital for maintaining a competitive edge, improving SEO, and enhancing user engagement.

What to Look for

When searching for a front-end developer, consider the following key skills and attributes:

Why Choose Tribes for Hiring Developers?

At Tribes, we stand apart from the competition with our unique approach to assembling digital development teams:

Steps to Hire a Front-End Developer with Tribes

  1. Define Your Project Needs: Start by outlining your project’s scope, objectives, and specific skills required.
  2. Consult with Tribes: Our experts will help you refine your requirements and suggest the best matching developers.
  3. Review Vetted Candidates: We’ll provide you with a shortlist of developers whose skills and experience align with your needs.
  4. Interview and Select: Conduct interviews to assess fit and finalize your choice.
  5. Kickstart Your Project: With the perfect developer on board, you’re all set.


In the quest to hire a front-end web developer, choosing the right partner makes all the difference. Tribes offers you not just talent but peace of mind, with our curated teams of experts dedicated to your project’s success. 

Ready to elevate your digital presence with the best front-end developers? Connect with Tribes today. 

Gone are the days when careers were confined to office cubicles and 9-to-5 schedules. In an astonishing revolution, the rise of digital nomads is redefining the essence of work in the 21st century. This dynamic shift, propelled by the COVID-19 pandemic, is not just a trend but a groundbreaking movement rewriting the rules of the global job market.

Historically, tech talent was concentrated in specific tech hubs, like Silicon Valley, where the cost of living and working was high. Companies were often restricted to local talent pools or those willing to relocate. Digital nomadism was a fringe lifestyle, chosen by a small group of freelancers and entrepreneurs who leveraged technology to work remotely from various locations worldwide.

However, the pandemic has drastically changed this landscape. With remote work becoming the norm for many, the concept of being a digital nomad has become more mainstream. Talented developers are no longer bound by geographical constraints, and businesses are increasingly open to hiring remote workers. This shift has multiple implications:

Companies now have access to a global talent pool. This diversity can bring in fresh perspectives and skills that were previously inaccessible. Cost Efficiency: For businesses, hiring remote workers can reduce overhead costs related to physical office spaces. Additionally, they can tap into talent from regions with lower living costs, potentially leading to cost savings on salaries.

Digital nomadism offers developers flexibility and a better work-life balance. This lifestyle allows them to travel and explore new cultures while maintaining their careers. Challenges in Management and Collaboration: Despite the benefits, managing a remote, globally dispersed team presents challenges in terms of collaboration, time zone differences, and maintaining company culture.

The rise of digital nomads is also impacting local markets in popular remote work destinations. Cities and countries are adapting to this influx by offering digital nomad visas and improving their infrastructure to cater to this new workforce. This trend can lead to economic benefits but also raises concerns about the cost of living and cultural impact on local communities.

It’s expected that the digital nomad trend will continue to grow. The post-pandemic world will likely see a hybrid model, where remote work is balanced with occasional office interactions. This balance will be crucial in addressing some of the challenges faced by fully remote teams. Furthermore, as technology continues to evolve, tools and platforms facilitating remote collaboration will become more sophisticated, making it easier for teams to work effectively from any part of the world.

The rise of digital nomad culture is reshaping the landscape for businesses and developers alike. It offers opportunities for increased diversity, cost savings, and improved quality of life for workers. However, it also presents challenges that need to be carefully managed. As this trend continues to evolve, it will be interesting to see how it shapes the future of work and its impact on global business and local communities.

In my last article, I shared our monumental achievement of obtaining ISO 27001 certification and our next challenge: the pursuit of B-Corp certification. Today, I am thrilled to update you on this transformative journey.

We’ve been working tirelessly since our last update. Our mission has always been dynamic, but we’ve recently made a pivotal addition to it: incorporating impact and social responsibility.

One of the critical steps in our journey has been creating feedback systems. These channels are for our staff and extend to our customers. Their insights are invaluable, helping us refine our approach and ensure that our newly added objectives are aspirational, achievable, dynamic and based on people’s experience working with us.

Moreover, we have instituted systems to evaluate these objectives. It’s not just about setting goals; it’s also about measuring our progress towards them. This analytical approach extends to our supply chain as well. We now assess suppliers based on their impact and quality, aligning our entire operation with our values of responsibility and excellence.

I am immensely proud to share that our efforts have borne fruit: we have achieved a provisional score of 83 in our B-Corp assessment. This score is more than a number; it’s a testament to the dedication and hard work of every member of the Tribes family. It’s a score that echoes our collective commitment to making a difference.

We are now moving into the verification stage, buoyed by our changes. We aim to become certified in early 2024, a milestone that feels exciting and within reach.

Reflecting on this journey, I am reminded of why we embarked on it in the first place. It wasn’t for accolades or market positioning, although those are welcome byproducts. Our drive stems from a deeper place – not just as business leaders but as parents, members of a global community, and stewards of a future we are helping to shape.

Much like our pursuit of ISO 27001, our approach to B-Corp certification has been about more than compliance. It has been a journey of introspection and growth, of aligning our operations with additional layers of purpose. It’s about embedding a transformative way of working into the very fabric of Tribes.

As we continue on this path, we will continue documenting our journey, sharing our triumphs and challenges. 

I want to express my gratitude to our team, customers, and partners. Together, we are not just building a company; we can build a tribe for the greater good.

Stay tuned for more updates as we move closer to our goal of becoming a certified B-Corporation.

David Elkabas,
Managing Director at Tribes

In the thrilling landscape of startups, venturing into the unknown becomes an everyday affair. Each groundbreaking idea is merely a hypothesis until it withstands the litmus test of real-world scrutiny. Here lies the prowess of the Minimum Viable Product (MVP) – a beacon for startups to quickly transmute their ideas into rudimentary yet functional products for tangible user interaction.

At the heart of any startup’s journey is the validation of its core premise. Before channelling extensive resources into a detailed product, it’s imperative to test the waters. The MVP acts as a mirror, reflecting early user feedback. A lukewarm or disinterested reception to the MVP can serve as an invaluable signal for founders to reevaluate and modify their initial concept.

Yet, in the cutthroat startup arena, time remains an invaluable asset. Every ticking second can mean a lost opportunity, nudging competitors closer to capturing the market share. Hence, rapid MVP development becomes the North Star, guiding startups to swiftly introduce their product into the market, carving out their niche and establishing their brand identity.

But the release of an MVP is not the grand finale; it’s the overture. With an MVP, startups unlock the treasure trove of real-world feedback. This feedback becomes the foundation for iterative development, finetuning the product to resonate better with user needs and preferences.

Financial prudence is another cornerstone for fledgling startups. Crafting an exhaustive product without prior validation can be akin to navigating a ship without a compass, risking financial resources. MVPs, with their focus on core functionalities, are often more economical to develop. This lean approach ensures startups avoid depleting their funds on an unverified concept, leaving them with enough capital to channel into other pivotal sectors such as marketing, recruitment, and further product enhancement.

For investors, an MVP is a testament to a startup’s commitment and dynamism. A tangible MVP often speaks louder than a conceptual idea sketched on paper. It radiates the startup’s proactive stance and the strides they’ve taken toward actualizing their vision. Consequently, investors tend to be more receptive to backing a startup that boasts an MVP as it provides concrete evidence of market demand.

While the world of startups is riddled with unpredictability, the strategy of rapid MVP development emerges as the most sensible way to get to market. By championing MVPs, startups can adeptly steer through the tumultuous seas of uncertainties, ensuring a judicious use of time and money. In the broader spectrum, an MVP isn’t merely a prototype; it’s a startup’s compass for validation, evolution, and expansion.

In today’s interconnected world, businesses are reimagining their strategies to leverage the power of remote work and tap into global talent pools.

One remarkable trend emerging from this shift is the strategic hiring of remote developers from regions experiencing a brain drain. This approach benefits the hiring companies, contributes significantly to the growth of local economies, and helps retain valuable tech expertise within those regions.

Addressing Brain Drain Through Remote Hiring

Brain drain, the phenomenon of skilled professionals leaving their home countries for better opportunities abroad, has challenged many nations. The departure of tech talent can lead to the loss of valuable knowledge and expertise, hampering local economies that aspire to thrive in the tech sector.

UK companies can reverse this trend by offering remote work opportunities to developers in their home countries and creating a win-win scenario. Boosting Local Economies and Tech Sectors

Hiring remote developers from regions experiencing brain drain stops the outflow of tech talent and fuels local economies. When companies invest in hiring locally, they contribute to job creation, skill development, and economic growth. By providing opportunities for developers to work on global projects from the comfort of their homes, UK companies can empower these regions to build and nurture their tech ecosystems.

Financial and Cultural Advantages of Remote Developers

The benefits of hiring remote developers extend beyond just curbing brain drain. Embracing remote talent presents both cost-effective and cultural advantages. From a cost perspective, companies can tap into skilled resources without the expenses associated with relocating professionals. This opens the door for hiring developers from regions with lower living costs, ensuring businesses maximise their return on investment.

Culturally, integrating remote developers from diverse backgrounds enriches a company’s perspective. Collaboration among team members from different cultures fosters innovation and fresh ideas. It creates an environment where creativity flourishes and solutions are approached from various angles. This diversity drives company growth and helps teams adapt to an increasingly global marketplace.

Fostering Collaboration and Innovation

In a digitally connected world, communication tools and collaboration platforms make it seamless for remote developers to contribute effectively. Cross-border collaboration brings together the best minds worldwide, allowing companies to tap into a global network of expertise. This fusion of talents and ideas leads to innovative solutions and cultivates an atmosphere of continuous learning and improvement.

The decision of UK companies to hire remote developers from regions experiencing brain drain is a strategic move with multifaceted benefits. It not only strengthens local economies and curbs the loss of tech talent but also brings financial advantages and fosters cultural diversity within organizations. By embracing remote work and tapping into global talent, companies can spearhead innovation, drive growth, and contribute positively to the development of tech sectors both at home and abroad. This approach underscores the power of collaboration across borders and highlights the transformative potential of remote work in the modern business landscape.

In the past decade, the rise of the digital age has enabled companies to transcend traditional boundaries and embrace the global workforce. One of the most significant shifts has been the increasing acceptance of remote developers. These are the tech wizards working behind the screens from different time zones, powering up the world with applications, systems, and platforms. But have you ever considered the health benefits of hiring remote developers beyond the obvious benefits of accessing a diverse talent pool? Let’s dive in.

Reduced Commute Stress

The daily commute has been linked to several health problems, from cardiovascular diseases to heightened stress levels. Remote developers, by virtue of their working model, skip the daily hustle of catching a train or getting stuck in traffic. This reduction in commute-associated stress can lead to:

Better mental health: Fewer chances of burnout, depression, and anxiety.

– Improved physical health: Less exposure to vehicular pollution and reduced risk of accidents.

 

Flexibility Promotes Work-Life Balance

Remote developers often enjoy flexibility, enabling them to tailor their work schedules to their natural rhythms. This often results in:

– Increased Sleep: Developers can adjust their schedules to their natural sleep patterns, ensuring they get the recommended 7-9 hours of sleep.

– More Time for Physical Activities: Flexibility can mean more time for exercise, leading to improved cardiovascular health, reduced risk of obesity, and better mental well-being.

Customized Work Environments

The capability to design one’s workspace can lead to better ergonomic practices. A comfortable chair, the right monitor height, or even the ability to stand while working can have long-term health benefits like:

– Reduced Risk of Musculoskeletal Disorders**: Proper ergonomics can reduce the risk of back pain, carpal tunnel syndrome, and other posture-related issues.

– Improved Eye Health**: The liberty to control ambient lighting can reduce the strain on the eyes.

Enhanced Mental Well-being

Working remotely can sometimes reduce workplace politics and distractions, providing a focused environment. This calmness can translate into:

– Reduced Stress**: A quieter environment can decrease daily stress triggers.

– **Higher Job Satisfaction**: A survey suggests that remote developers often report higher job satisfaction, which directly impacts mental health.

Opportunities for Healthier Eating

Without the temptation of office vending machines or skipping meals due to impromptu meetings, remote developers have the chance to

– Plan Nutritious Meals: Homemade meals can be more nutritious and tailored to dietary needs.

– Stay Hydrated**: Being at home makes it easier to maintain a regular water intake.

Conclusion

Incorporating remote developers into your team isn’t just about tapping into global talent; it’s about advocating for a healthier way of working. By supporting the remote working model, companies inadvertently promote a healthier lifestyle for their employees. This benefits the developers and translates into better productivity and reduced healthcare costs for organisations.

In August 2023, Tribes achieved ISO 27001 certification. The process was long and involved significant changes to the way we operate. Our thinking was sometimes stretched, and we faced many challenging moments. The process helped us grow as a business. It influenced how we think about our operations, aligning with a higher purpose – in this case, achieving data security to a globally recognised standard. The journey opened our eyes to better working methods, making it a valuable learning experience. Completing the certification was monumental, delivering a real sense of achievement and pride in how Tribes operate now.


Our Founder has often mentioned B-Corp casually and suggested we explore it next. Armed with our experience of attaining a challenging certification and boosted confidence, we began our exploration of the B-Corp assessment.

 

Just as with the ISO, we quickly grasped the magnitude of the task. This was not just a basic form, nor merely about compliance and ticking boxes. The more we researched, the clearer it became that this was an invitation to a transformative journey that would require a profound change deep within our organisational and company mindset.


It’s important to address the obvious question of why we are doing this. What are we hoping to achieve? Many cynics would assume it’s a marketing ploy and a clever ruse to attract more business.


However, green issues are current, and numerous examples exist of inequality among our global neighbours. But for us, there is more to this, and I think it’s also important to recognise that a significant part of our executive identity lies in being parents. Each senior team member at Tribes has young children, and beyond being business professionals with aspirations, we are a tribe of parents with responsibility to our children and their future. We also have a growing global family of workers at Tribes.

 

In addition to this, early in our Tribes Journey, our core team felt something special was unfolding. This was evident from the large number of developers choosing to join us and the clients who provided positive feedback. Moreover, we were struck by the trust and commitment of some remarkably successful businesspeople who believed in our model and were willing to join us.


When looking at B-Corp, the questions prompt introspection and ideas for organisational improvement. Given the circumstances mentioned here, they inspire us, and the deeper we engage, the more we recognise the potential value of doing this.

 

Above all, as we delve deeper and deeper into what’s required for B-Corp status, ideas have been ignited in us that touch on a deeper sense of fulfilment that purely making a profit can offer. What has transpired during the process is that we have been profoundly affected by what B-Corp has ignited within us. Simply starting the B-Corp assessment and its probing questions, and the issues it’s brought to light, has kindled something that we see could be quite special if we get it right.

 

Fuzzy, warm feelings of renewed purpose and opportunity aside, we already know the Tribes Model is low-impact due to having no offices and is based on remote working. We provide access for clients to hire developers from across the globe, and our studio teams are globally distributed and inherently diverse.

 

So, we initially believed that we could achieve the B-Corp certification relatively easily. It certainly felt like a viable option. However, this confident seam waned as a few pennies dropped. The sections on Governance prompted reflection and a deep dive into concepts like mission lock. The realisation dawned that becoming a B-Corp means embedding a transformative way of working. This concept took time to sink in, evolving from surprise to interest to contemplation. As we processed, we grew increasingly excited about the potential of what Tribes could become.

Drawing from our CTO’s systematic approach to ISO, we’ve started creating internal documentation. This includes a list of important questions we must address, our target responses, and the necessary actions to achieve them.


The list is huge and not a small feat by any measure.


So far, we’ve already implemented tangible changes beginning to influence our operations. For instance, we’ve introduced a Corporate travel policy that involves how, when, and why we sign off travel for our team. We’ve established and documented team-facing waste and energy reduction techniques for our remote developers. We’ve increased the scope of our Green Impact Policy. We are exploring new training programmes, mentoring models, diversity initiatives that start with monitoring and quantifying our team, and even a possible healthcare model for our team. This is a work in progress, with much more to do.

 

Though we have a journey ahead, we’re excited by the progress so far. We feel that Tribes has evolved in ways previously unthought of thanks to B Lab’s assessment journey.

We’re proud of these changes and are eager to delve deeper. We appreciate the B-Corp process as comprehensive purpose-driven, and will be hard to achieve.

 

Of course, not every B-Corp journey results in certification. Knowing this, we’ve decided to document our progress transparently. At Tribes, we’ve always believed in potential. With B-Lab’s guidance, our vision is becoming clearer and evolving. It’s shown us that we can be more than just a service to our customers; we can also become a tribe for the greater good. We will be continuing to document our Journey to B-Corp here.

David Elkabas
Managing Director