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How to build a culture on a remote team

Building a company culture, especially in the IT industry, is challenging especially when your team is spread across different locations. As a remote team, there are ways to build a culture despite the lack of physical presence. Working around how to make a team “work” online is now a reality that everyone must embrace. Thus, here are a few tips you can learn:

Understand cultural differences

To start understanding a culture, one must look into language differences. Language is one of the most important factor why people communicate with each other. Since, people don’t have the same language spoken, we must also learn ways on how to communicate with them through, talking slowly and clearly and not raising your voice. Having different languages could be difficult but if you know how to be creative dealing with it then it won’t be hard for you to understand others.


For example, if you are working with a team of developers and designers from the Philippines, make sure they understand what you are talking about. Filipinos are skilled workers and good English speakers however, it doesn’t mean they would immediately understand everything you say. Avoid using slang words, jargons or common idioms. For non-native English speakers, it might be misinterpreted.

Be transparent with your team

Being transparent in a remote team could be a tough one. Using modern tools to communicate and collaborate with your team could be a great help in building transparency with them. By using different and effective tools, this will help your remote team to be effective and efficient in connecting with them especially in sharing very important information. Other way of having transparency with your team is through sharing of successes and challenges, a major factor in increasing their motivation to strive harder in their work roles and for the success of the whole team.

Communicate to your team’s purpose and passion

One way of building a strong culture in a remote team is knowing what are the goals and dreams of each employee or team members. This will also help the team know who have the sense of passion and purpose in doing their different roles. By knowing their goals and dreams, it would be easier for you to share ideas that could help the team’s future success.


In working and managing with different teams, you will understand the variety of cultural elements of your team that will help you discover how much your global team members have in common. By finding ways to focus on common goals and values of the team, there is a greater chances for the success in managing cultural differences. Here are some software tools you can use to manage your remote team –

Be true to your core values

One great factor is building culture in a remote team is having core values and being true to them. True core values are considered as a guiding light of the team. They are considered as the heart of the organization since they are the most important thing that a team must have in order to have a sense of passion and purpose with your co team members. These core values will also guide you in achieving milestones and will help you in facing challenges together with your whole team.

Embrace the power of feedback

Best employee is considered as one of the asset of a company or organization must have. Giving your employees different benefits is not just the reason why they are still engaging with the team but it’s all about communication. Feedback loop are more than just company benefits, they are important for retaining and developing top talent in the organization and a mutual form of communication, in which both parties must be fully engaged. Communication really matters especially in a remote team, this will create an energizing and healthy environment that is considered as the foundation of employee engagement.


Put a team effort to build company culture that works for all remote team members

Building company culture is not easy, it will need a lot of time and effort. Failing to devote time and energy into building a company culture you can be proud of will leave you a company culture you accept, or worse, dislike. Building a team’s culture is a constant work in progress. Allocate time to fostering you company culture, in order for your team to be able to recognize and follow it, take time to explain it in every way you can.

One of the most satisfying task you can take on is to build an outstanding company culture. By creating a great company culture, you will attract the best workers, increases overall retention, improves employee’s performance and lower costs. Building a great company culture is a continuous process. It will need a lot of time and effort to make it happen. The top management and their subordinate should also have enough time to communicate and collaborate with each other for the continuous success of the company’s culture they already build.



Culture is a big part at Bootyard. Before working with entrepreneurs, we take time to get to know them, what they are passionate about and what their goal is for building their startup.

We are Ruby on Rails web development company who developed software applications for startups since 2011. If you need developers or designers to build your MVP, send us an email at

How to build an agile culture for your remote developer team from the Philippines

Building an agile culture for your remote development team from the Philippines has some challenges because of the lack of physical presence. However, there are some ways for you to build the developer culture virtually. A few things are discussed below.

Conduct Code Reviews to your developers

Code Review or also called as Peer Code Review will play an important role in building an agile culture to your team.  Code review is a process of checking with fellow programmers and developers each other’s code for mistakes, wrong implementation or ensure to follow some best practices in order to accelerate development.

It is intended to find mistakes overlooked in the initial development phase, improving the overall quality of software. Code Reviews are done in different forms such as pair programming, informal walk throughs, and formal inspections. Since people from the Philippines and other parts of the globe have different timezones, distributing knowledge of the code between offices makes support and maintenance much easier. If the production issue will come out when the team is not online, other office can easily step in to support and resolve the issue. That is was you gain when dealing with a remote team. You’ll gain the expertise to handle cross-team or cross-location code reviews.

Build good relationship with your team

It is important in any program, especially agile program, to have a strong relationship and understanding across the team. Personal connections builds trust, alleviate self-organization, reduces missed expectations, and uplift morale. In your office, take time to get know everyone in the team and if possible, do the same with the team  you work with in the remote offices. Personal connections are essential in building good relationship with the team.

Build a united developer culture

There are four simple ways teams can make working across geographies easier and share a common developer culture:

1.) Overcommunicate decisions across all geographies

Ineffective communication is one of the work problem that may occur in a workplace. Over-communicating with the other team members may bring burden with them especially in a remote team. One way that will become a team united is through communication, by sharing ideas or problems in achieving milestones could be a best example. Making your communication tool better, a clear planning method, and having regular meeting with your team are ways to over communicate with them but will never annoy them.

2.) Minimize the friction in setting up the development environment

Wikipedia defines readme as: a file contains information and documentation about other files and directory of computer software.

And given the lists of the following contents:

  • Configuration instructions
  • Installation instructions
  • Operating instructions
  • A file manifest (list of files included)
  • Copyright and licensing information
  • Contact information for the distributor or programmer
  • Known bugs
  • Troubleshooting
  • Credits and acknowledgments
  • A changelog (usually for programmers)
  • A news section (usually for users)


3.) Clearly define the acceptance criteria

Acceptance criteria is important in building the right product/project. This will be the basis of the success or failure of a project or product. Acceptance criteria are the conditions that a software product must satisfy to be accepted by a user, customer, or in the case of system level functionality, the consuming system, these are also set of statements, each with a clear pass or fail result, that specify both functional and nonfunctional requirements.

4.) Define guidelines for filing bug reports

In order to have a good output of project or product, you need to know and test if it is really working well especially when it is already used by a customer or user. In testing project, there are bugs that may found and you need to have a time to resolve these issues as outlined by musescore , these are the things that you need to know in writing bug

  1. Isolate bug– the first step in writing bug report, wherein you need to know what the problem is.
  2. Check if you are using the latest version– update the version that you are using and check if the bug will still exist or not.
  3. Check if the bug is known- check if the bug is already documented in order to know if this issue has already existed.
  4. File each issue separately– in dealing with multiple issues, better separate them in order to solve and track them easily.
  5. Create a new issue– in this step you will need to answer several questions that are used in filling for the bug report
  6. Title– Title should be clearly and properly describe the problem.
  7. Description-know the right instruction or steps so that others can duplicate it.
  8. File Attachments– if you have other files that can help in resolving the issue then attached it.
  9. Submit– “Save” bug report and submit to the issue tracker
  10. Following up– even if the bug is already fixed by the developer, it is important to assure that it is completely fixed.


It is hard to build this culture even with your team in a co-located office, how much more to a distributed team, communication really becomes significantly harder. The challenge to train the team to understand that and to follow the best practices the team must adapt. It may sounds so easy but we overlook these trivial situations and we forget. Take time to build that agile culture within your team and tweak as much as you can until it fits to your team culture.



We understand Agile. We understand how Agile can help make or break your startup. At Bootyard, we’ve developing Ruby on Rails applications since 2011 using Kanban. If you are currently building your MVP for your startup, we’d love to have dialogue with you on how Agile can help you move forward efficiently. Shoot us an email at

Setup a test project before your MVP for your newly hired remote developer from the Philippines

Once you’ve examined and interviewed developer to a shortlist of just a few experts, a small initial paid project—a.k.a. a test project—gives you a chance to see each one of them in action. It’s an effective way to help you feel confident you’re working with the best freelancer for the project at hand.

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A trial project can also help you:

  • Sharpen the focus of your project
  • Try different approaches, or
  • Confirm whether your timelines are realistic.

1.) Spec out the test project

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If you have a project with a foreseeable scope of work and clear achievements, you can use the initial phase of your project or choose a module to start with that’s the same in difficulty to your remaining project. When considering developers, this is a procedure that can work well.

Break down your MVP into smaller components. For example, if your building a SEO SaaS application, you may start with an API wrapper for Google Search Engine. Or you may task the developer to build parts of the front-end.

This type of activity is commonly used to see how your dev team with creative skills approach a project.

2.) Paying for the test project

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What is a fixed-price project

The fixed-price project is normally budgeted before the start of the job, and if you accept, you are committed to the price. If you set a high price at the beginning and the project is completed on time and under budget, the fixed price may work out well for you. In the creative industry, however, the scope of the job can be unclear in the beginning stages. The client may not like the work or need additional changes and revisions that can add hours — or days — to your schedule. If a fixed price project increases, or more issues complicate the job, you could be stuck losing time and money.

What is an hourly project?

An hourly rate is most preferred for those freelancer and should be used when you are not sure of the job’s parameters, such as the revisions, deadline, or approval process. It is also an advantage for those who are working in house because it is the most convenient way to bill: You work a set number of hours and get paid your hourly rate for the actual time you spend on the project. In hourly rate, client will usually ask you to complete a daily or weekly time sheet, which is used to pay you and allocate expenses to the project.

An initial project often works well as a fixed-price project: It typically has a narrow scope of work, and you and the freelancer can negotiate a short timeline and a set price. This helps make it easier to set expectations for the first work you do together.

But setting up an hourly project can also be informative. For example, if you and the developer aren’t sure how long it should take to do a particular type of work, an hourly project can help you get a sense of a reasonable baseline. Although a developer who can’t estimate work may not be a good fit the role to build your MVP, which has a strict timeline and budget.

3.) Create a scorecard

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Evaluation is one way of knowing how a certain project works and will give you an idea if the project was successful or not.  

You already know the people on your shortlist are the experts. So how can you evaluate the results? It often isn’t easy.

Consider not just the skill and project requirements but also the factors that will make your next project a success. For example:

  • How well did they meet or exceed your needs?
  • Did they give you feedback or ask for clarifications proactively?
  • How effectively did they communicate?
  • Does the final product reflect the attention to detail you’re looking for?


A paid starter project gives you a preview of how someone performs when they’re doing real work and creates an opportunity for you to see how well you work together. By making it part of your process, you can have peace of mind that your project has the talent involved to help ensure it’s a success.



Testing out the technical skills of a developer is only half of what you need to build the MVP of your startup. You also need to ensure that developer has experience to scale the application and the dev team. At Bootyard, we have been scaling Ruby on Rails applications since 2011. We have agile practices geared towards help remote clients. If you have an idea you want to work, email us at

Making Software Development Teams from the Philippines Work

Outsourcing software development teams have become a fact of business life, so what does it take to make them work effectively? Here are ten basic principles for making this happen:

1.) Meet with the team early on

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It may seem paradoxical to say in a post on virtual teams, but face-to-face communication is still better than virtual when it comes to building relationships and fostering trust, an essential foundation for effective teamwork. If you can’t do it, it’s not the end of the world (focus on doing some virtual team building). But if you can get the team together, use the time to help team members get to know each other better, personally and professionally, as well to create a shared vision and a set of guiding principles for how the team will work. Schedule the in-person meeting early on, and reconnect regularly (semi-annually or annually) if possible.

2.) Clarify tasks and processes, not just goals and roles.

All new leaders need to align their team on goals, roles and responsibilities in the first 90 days. With virtual teams, however, coordination is inherently more of a challenge because people are not co-located. So it’s important to focus more attention on the details of task design and the processes that will be used to complete them. Simplify the work to the greatest extent possible, ideally so tasks are assigned to sub-groups of two or three team members. And make sure that there is clarity about work process, with specifics about who does what and when. Then periodically do “after-action reviews” to evaluate how things are going and identify process adjustments and training needs.

3.) Commit to a communication charter.

A Communication Charter is a formal document that outlines your team’s preferred communication methods. It helps to reduce unnecessary messages, saves people time, and improves the focus and efficiency of both team and individual communication. Communication on virtual teams is often less frequent, and always is less rich than face-to-face interaction, which provides more contextual cues and information about emotional states — such as engagement or lack thereof. The only way to avoid the pitfalls is to be extremely clear and disciplined about how the team will communicate. Create a charter that establishes norms of behavior when participating in virtual meetings, such as limiting background noise and side conversations, talking clearly and at a reasonable pace, listening attentively and not dominating the conversation, and so on. The charter also should include guidelines on which communication modes to use in which circumstances, for example when to reply via email versus picking up the phone versus taking the time to create and share a document.

4.) Leverage the best communication technologies.

Developments in collaborative technologies — ranging from shared workspaces to multi-point video conferencing — unquestionably are making virtual teaming easier. However, selecting the “best” technologies does not necessarily mean going with the newest or most feature-laden. It’s essential not to sacrifice reliability in a quest to be on the cutting edge. If the team has to struggle to get connected or wastes time making elements of the collaboration suite work, it undermines the whole endeavor. So err on the side of robustness. Also be willing to sacrifice some features in the name of having everyone on the same systems. Otherwise, you risk creating second-class team members and undermining effectiveness. Dev team won’t be successful without communicating with the other team members, since, they need to collaborate in doing their different roles and projects. Here are some list of tools that you can use in communicating with your dev team:

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5.) Build a team with rhythm.

When some or all the members of a team are working separately, it’s all-too-easy to get disconnected from the normal rhythms of work life. One antidote is to be disciplined in creating and enforcing rhythms in virtual team work. This means, for example, having regular meetings, ideally same day and time each week. It also means establishing and sharing meeting agenda in advance, having clear agreements on communication protocols, and starting and finishing on time. If you have team members working in different time zones, don’t place all the time-zone burden on some team members; rather, establish a regular rotation of meeting times to spread the load equitably.

6.) Agree on a shared language.

Virtual teams often also are cross-cultural teams, and this magnifies the communication challenges — especially when members think they are speaking the same language, but actually are not. The playwright George Bernard Shaw famously described Americans and the British as “two nations divided by a common language.” His quip captures the challenge of sustaining shared understanding across cultures. When the domain of team work is technical, then the languages of science and engineering often provide a solid foundation for effective communication. However, when teams work on tasks involving more ambiguity, for example generating ideas or solving problems, the potential for divergent interpretations is a real danger. Take the time to explicitly negotiate agreement on shared interpretations of important words and phrases, for example, when we say “yes,” we mean… and when we say “no” we mean…and post this in the shared workspace.

7.) Create a “virtual water cooler.”

To be part of the remote team could be a hard one, you will have busy days working with projects or any other works that you need to fill in. That’s why the water cooler is important in the dev team. Water cooler is where you can take a break and of course, hydrate. It could be anywhere in the office, where you can reconnect and deal with your co team members. Sometimes, some of the best discussions take place around the water cooler and ideas are coming up on the spot. This water cooler is an important part of any company’s culture and crucial to your employees feeling like a team, even if they are not working on the same project together. Creating virtual space for your remote team, you can already check them and contribute to the conversation. It is a place where your employees can communicate with each other.

The image of co-workers gathering around a water cooler is a metaphor for informal interactions that share information and reinforce social bonds. Absent explicit efforts to create a “virtual water cooler,” team meetings tend to become very task-focused; this means important information may not be shared and team cohesion may weaken. One simple way to avoid this: start each meeting with a check-in, having each member take a couple of minutes to discuss what they are doing, what’s going well and what’s challenging. Regular virtual team-building exercises are another way to inject a bit more fun into the proceedings. Also enterprise collaboration platforms increasingly are combining shared workspaces with social networking features that can help team members to feel more connected.

8. Clarify and track commitments.

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When teams work remotely, it’s inherently more difficult to do this, because there is no easy way to observe engagement and productivity. As above, this can be partly addressed by carefully designing tasks and having regular status meetings. Beyond that, it helps to be explicit in getting team members to commit to define intermediate milestones and track their progress. One useful tool: a “deliverables dashboard” that is visible to all team members on whatever collaborative hub they are using. If you create this, though, take care not to end up practicing virtual micro-management. There is a fine line between appropriate tracking of commitments and overbearing (and demotivating) oversight.

9.) Foster shared leadership.

Defining deliverables and tracking commitments provides “push” to keep team members focused and productive; shared leadership provides crucial “pull.” Find ways to involve others in leading the team. Examples include: assigning responsibility for special projects, such as identifying and sharing best practices; or getting members to coach others in their areas of expertise; or assigning them as mentors to help on-board new team members; or asking them to run a virtual team-building exercise. By sharing leadership, you will not only increase engagement, but will also take some of the burden off your shoulders.

Shared leadership involves maximizing all of the human resources in an organization by empowering individuals and giving them an opportunity to take leadership positions in their areas of expertise. With more complex markets increasing the demands on leadership, the job in many cases is simply too large for one individual.

10.) Don’t forget the 1:1s.

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Leaders’ one-to-one performance management and coaching interactions with their team members are a fundamental part of making any team work. Make these interactions a regular part of the virtual team rhythm, using them not only to check status and provide feedback, but to keep members connected to the vision and to highlight their part of “the story” of what you are doing together.

In order to have a successful 1-on-1s session, you need to take time to prepare things needed for the session like, the set schedule and the agenda/topic. During the session, it is also important that you will know what are the important things that they wanted to share in the team. Talking about work habits, work goals, and team’s happiness could be an ideal topic for this session.  Communication in the workplace is one of the weakest part of some organization. 1-on-1 is a great process to have a frequent conversation between the manager and employees. Although it’s a time-consuming effort, it will make a big impact in the organization. Most people like to speak about their accomplishments and concerns. Have an open ear and actively listen to everything your team members have to say. You can guide the conversation to understand even better what is meant and provide immediate guidance and feedback.



When launching your startup, there a million things that could go wrong, especially if you are outsourcing your work to a remote team. You need a reliable team who have experience of launching and scaling software applications.

At Bootyard, we have been launching and scaling Ruby on Rails apps since 2011. We have agile practices in place geared towards working efficiently with remote clients. If you have an project you want to work on, feel free to contact us

Four Common Misconceptions About Remote Dev Teams

Remote work is gaining popularity globally as more skilled employees and contractors look for autonomous positions, but it is a trend that is being slowly adopted by some businesses.  Companies may still be hesitant and are not always receptive towards the idea of having members of a team that are located in multiple geographical locations.  Using remote team members for technical, sales or creative work may seem to entail greater risk, and runs counter to the traditional office based environment that is easier to manage and control.

There remain a few common myths and misconceptions about remote workers that need to be dispelled before a company can embrace this growing business strategy.

Remote Workers Are Not As Productive

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One of the leading concerns for a business owner that is contemplating hiring remote workers, is the idea that team members can’t possibly be as productive without supervision and on-site management.  However, in the modern age of time tracking tools, message boards and websites such as Slack, there are many ways to manage remote workers and monitor productivity.  The key is “to hold employees accountable by establishing a process that is flexible, and using tools to follow the process.”

In truth, the businesses that use this strategy find that remote team members are actually more productive than office staff. The larger problem is actually that of overwork and burnout, due to the temptation to work longer hours without the daily support of co-workers and managers.

Tracking down milestones for remote workers is really hard. One reason why teams don’t usually think that remote workers is productive in doing their works is they don’t have enough time to collaborate with their team members.

However, Hubstaff  has proven through their research that remote workers is more productive than office based- teams through these following reasons:

  • They perform better
  • They report higher levels of productivity
  • They take less sick leave and log more hours
  • They are more engaged
  • They are better at collaboration
  • They are happier with their jobs

Remote Workers Are Not As Skilled

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Another misconception is that the most skilled workers prefer to be in a formal office, while remote workers are those that simply could not qualify for the leading positions.  This myth is especially common when a worker is an independent contractor or freelancer, since there is the perception that their work is a hobby, they don’t need the money or they simply could not ‘make it’ in the traditional work world.  However, many contractors just prefer the independence and autonomy of self-employment, and often have a high level of skill and motivation developed during their career.

Because of this, hiring remote workers allows access to some of the most highly skilled talent in a given industry.  Companies are no longer bound by geographical restrictions and may expand the hiring pool to extend across state and regional lines, or even international borders.  “Recruiting talent without geographical boundaries is the only way to get the very best people. If the person who is the very best in her field lives by choice on a sustainable ranch in Montana, do you opt for second best? Or do you take the talent where you can find it?”

Working from home could be distracting. It is very surprising that not all people do have the desire to work in a traditional place but do have the desire to work in a remote set up. Important thing that a dev team must think is how to collaborate with the other team members through the help of the tools that are available and fit for the team.

Some people are effective when they are working in their favorite environment wherein they could share their skills with other team members. To work with people that do have the engagement to be part of the dev team could be an advantage for the team development and success.

It Is Difficult to Find Remote Workers

A key question that arises for a company contemplating the use of remote teams is how to locate and recruit workers.  In some cases, they might be former employees or contractors, but more often a concerted networking approach will be required to locate top talent.  Websites such as LinkedIn offer one way to begin growing a pool of potential recruits from the over 200 million users.  There are also sites that list a wide range of project-based contractors and freelancers who may be open to a broader commitment.

A company can also access international freelancer networking sites for specific industries such as software development and engineering.  Participating in these sites can result in contact with established contractors in a given region or country.

Finding the right people could be hard, however if you have some strategies to find them then it would be easy for you to do it. There are lot of tools that you can use from internet or other sources that would be available. But if you like to know more about it and to have more idea on how to find and hire a developer that would fit for you team, check out our blog with the topic about Hiring developers from the Philippines, hope it will help you in finding the right developer for your remote team.

It Is Difficult to Communicate With and Manage Remote Workers

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A natural issue with a remote team is that of communication and management across distances and time zones, without losing a sense of connection and inclusion.  The primary question that arises for an employer is, “how do I know what my team member is doing, and what progress is being made?”  Not every remote worker is skilled at self-management, but fortunately there are apps and tools available that can overcome this potential problem.

“One way to establish and monitor milestones is through online checklist boards such as Trello or Basecamp, which allow team members to communicate, post work product and signal project progress.” Slack, is another messaging app for remote teams with real time message boards similar to Skype, but with the ability to integrate multiple teams and give a sense of a virtual workplace.”

Using these tools can ease the challenges of communication and management for remote teams, shifting the focus onto actual performance and project progress.

To find leading technical skill is really tough. Some other tech industries are having a hard time in competing with the market rate wages offered by other tech industries. But if you hire and manage your team properly, then you will really achieve the growth that you actually need for your remote dev team. With the right tools for tracking and documentation of projects or works, team can see the development on each project and measure the milestones of each employee.



Thinking of building your app on Ruby on Rails? Shoot us an email at Here at Bootyard, we’ve been building and designing Ruby on Rails apps since 2011.

How to Effectively Manage Remote Dev Teams in the Philippines

In managing remote software developers from the Philippines, hiring and connecting a team of developers from the Philippines is only the beginning. The primary task will be monitoring work output, oversight of quality and timelines, and management of worker time and activity.

An Overview of Remote Software developers from the Philippines

While there is not a single formula for managing remote teams, there are several acknowledged best practices to keep in mind, as outlined in the Harvard Business Review:

  • Set expectations for communication and productivity

    “As the manager, you need to set clear, deliberate expectations in advance and establish ground rules for how interactions will take place” says Ferrazzi, the founder and CEO of Ferrazzi Greenlight. He also added that if you will fail in doing this, “things will break down immediately”. This idea of Ferazzi, will also give an idea on how to establish your work with accountability in order to reach a certain work goal.


  • Use the same performance metrics for all team members

    In order to have an equal treatment, there must only one performance metrics to be used in order to track the certain working progress of the each team member


  • Visit team members regularly, but especially when they begin their work role.

    Through visiting team members, this will give them idea that they truly matters to the team and their work are being appreciated also. At least meeting your remote team once a year is enough in order to make them all feel they are part of the team.

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  • Establish regular communication schedules, and rotate meeting times to accommodate time zone differences

    In handling remote development team, you will be dealing with different time zones so you must know how to communicate them or meet them with a specific schedule. A useful tool to track time zone differences is World Time Buddy.



  • Create a culture of familiarity and inclusiveness 

    To deepen your know about your other team members, it also important that you share informations or experiences that are not related to work, like hobbies, interest or weekend plans.

  • Unite the team members around a shared goal and report progress regularly

    Though the team has different time zones, it is still important to make sure that they’re still working as one, with a common goal.

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Tips in Managing Software developers from the Philippines

  • Hire workers that have experience working remotely
  • Be more transparent than usual in communicating company objectives and management priorities
  • Hold monthly (or more frequent) video calls with all of the team members at one time
  • Focus on results, as a constant reminder of the team’s purpose
  • Let your developer solve problems with a set time limit and it is important to get problems solved.
  • Take recruitment and training effectively
  • Use a reliable and comprehensive information system
  • Always make time to review code and documentation that are already done.
  • Good communication lines is essential. Encouraging developers to contact you for any feedback will help your remote dev to take longer. Issues should also be resolve as soon as possible
  • Always make sure to have an actual dates or due dates for a clear achievement
  • Expectations should be clear in order to ensure understanding.
  • Projects or any works should be test immediately and carefully
  • Always remember to embrace and encourage diversity
  • In handling Remote dev team is risky and you must really trust your instinct for you to overcome it. Important thing to remember is that if you and developers are experiencing frustrations then you must find ways to controls those things especially when they don’t engaging to their work.


Methods to connect with of Software developers from the Philippines 

Keeping team members connected is an essential part of managing a successful remote team.  The use of the communication tools listed in the next section of this guide will help to create a sense of “virtual teamwork” and shared purpose.

  • Focus on what are their achievements and not with when they’ve achieved it.
  • Hire the right people
  • Set a specific schedule of visits or check-ins
  • Make ways to connect with the whole team
  • Set your expectations clearly
  • Always make sure that every member feels that they’re part of the team

Motivating Software developers from the Philippines

Motivation of remote teams will depend upon the degree of inclusiveness and connection they feel.  Some team members may initially be motivated by the income and relative freedom of remote work, but over time will also require reinforcement of their value to the team and company.  Regular reviews and evaluations can help individual team members to stay motivated, and working toward clear team goals will keep the remote team motivated as a whole.

  • Give opportunities to employees and implement recognition program
  • Make sure to have a communication and also give a positive feedback
  • Establish systems for work performance
  • Know how to recognize accomplishments
  • Set schedule for coaching sessions

Maximizing Remote Software developers from the Philippines

Individual and team performance will be the ultimate measure of the remote team’s success, and reaching established goals should be a constant priority.  Remote employees should be hired with the expectation that they will be compensated and retained based on performance and productivity, similar to an office-based worker.

  • Know the level of communication, take time to improve communication
  • Implementation of systems or workflows
  • Build a strong relationship with the whole team
  • Give team members the time to decide on their own
  • Be united in solving problems or issues


Thinking of building your app on Ruby on Rails? Shoot us an email at Here at Bootyard, we’ve been building and designing Ruby on Rails apps since 2011.

How to qualify a Ruby on Rails developer from the Philippines

Here a list on what you need to know in order to qualify a Ruby on Rails developer from the Philippines.

1) Good communication

The most important thing when hiring Ruby on Rails developers from the Philippines is to ensure that you communicate with them effectively. They must be both good with oral and written communication.

2) Internet Connection

internet connection

Most entrepreneurs who hire Ruby on Rails developers from Philippines hire from big cities, like Manila. Due to the congestion of people on these cities, internet tend to be pretty bad. Hiring a Ruby on Rails developer from Cebu, Davao or other smaller cities maybe a better option as long as they have good internet.

3) Development Experience

Experience is the best teacher. So, if a developer have enough work experience using Ruby on Rails then this would be a great advantage. Because this framework needs it before you can used with other web technologies. It would be preferable if the developers have more than 3 years of experience in the company using with Ruby on Rails.

4) Portfolio and Expertise

For you to know more about the applicants you must know also what are the projects that they have done, like websites or applications. Experiences in other industry will also matter and you must also know their skills and expertise if it will be relevant for you particular project.

5) What Technologies are they using or have used?

In order to have a background on the technical aspect of a developer, one thing you must know and be aware is the technologies or applications that they’ve used or they’re using. Knowing these things will give you an idea on how to select the right technologies that would fit for you desired developer and  for your organization in order to solve problems effectively and efficiently.

6) Quality Testing.

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To achieve the best output is to test and make sure that it is 100% working.This will also help in preventing from problems that will occur especially bugs. Doing this will also give clients a confidence in using the particular output.

7) Management expertise and systems.

By asking questions about experiences will also help you point out any risks, suggest right solutions for a particular project that will be based on resources and requirements and suggest best practices and features of the management. Lean development is important in order to decrease programming efforts and to minimize defects for a certain project.

8) Communication

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Communication is one important thing in order to have a good relationship. Through the use of email, phone or any chat applications are tools in maintaining connections between the developers and the company.

9) In-House expertise

In-House experts for Web design and usability, Front-End development, Back-end development and Digital Marketing experts are important to be part of a web development company because this will help them to be good and these are the most critical part to have a successful  development.

10) Free Trial and Guarantees

Before hiring developer in a full-scale development, you must first test them on a small project or any project that  test their skills. Through this test, it will help you know if they have the quality of becoming a developer. Test developers many times and choose the one that performs best.

11) Location

In order to have a quick communication, it would be better to choose a developer with the same time zone. However, when it comes to hiring from the Philippines, just work around on schedules where we can have a quick standup call. Location must not stop you once you find the right talent.

Hope this list helps you find the best remote developers from the Philippines.



Thinking of building your app on Ruby on Rails? Shoot us an email at Here at Bootyard, we’ve been building and designing Ruby on Rails apps since 2011.

Hiring Ruby on Rails developers from the Philippines

Ruby on Rails is a popular web framework that many startups choose to build their web applications. Companies and developers like Ruby on Rails because it allows them to develop applications quickly and deploy and maintain them easily. With it becoming a major part of technology stacks everywhere, hiring developers who know how to build applications within it can be especially difficult.

There are lot of techniques or resources that you should know in order for you to find them. As time passes by, technology also changes, there are lots of applications that are also upgrading and one of that is Ruby on Rails. Ruby on Rails is becoming a critical skill for the current and upcoming developers but if you have the luck and courage to find and hire them then they can really bring a huge success in the company.

If you are looking to hire a Ruby on Rails developers from the Philippines, here are a few tips to help you stand out in a crowded market and help you find your next great Ruby on Rails developer to launch your startup.

Where to find Ruby on Rails developers in the Philippines


LinkedIn is a great resource for finding talent. There are two ways you can find someone for your project. First, you can conduct a simple search for “Ruby on Rails Philippines” or “Rails Philippines” brings up the option to look for people who have these terms in their skills. From there, you can narrow down by location, company, and more.

Work with a Reputable Agency

Since trust and personality are such a huge part of the puzzle, it helps to have established relationships. Bootyard is a Ruby on Rails development shop for startups based in the Philippines. With more than 7 years of working with clients from around the world, they can help streamline the process of building your Ruby on Rails web application or an MVP of your product. When you don’t know someone personally or through your network, staffing agencies can be a great way to get your foot in the door with potential hires.

Attend Events

attend event (1)Since developers like to know who they are working with, connecting with them through Meetups, networking events or Ruby specific conferences like Ruby Conf Philippines and events is a great way to find qualified candidates. The benefit of meeting someone in person is that you can quickly get a feel for whether or not they will be a good fit. Attending events also demonstrates your interest and commitment, which is important to developers. This will also help you in exploring new ideas and new experiences in order to deepen your knowledge in development team.

In order to look for the right Ruby on Rails developer, events will be one of your guide to pursue that goal. These are the list of events that will help you in finding Ruby on Rails developers in the Philippines that will also give you a bit of idea on how how they are using the framework.

RubyConf Philippines

RubyConf Philippines  was held in Panglao Bohol this year. Yukihiro Matsumoto, founder of Ruby programming language, was there as a keynote speaker. You get to network and find the best Ruby and Ruby on Rails developer community to this event.

RubyConf Philippines 2017.jpg

Ruby on Rails Code Camp (Professionals) by Devcon

Ruby on Rails Code Camp (Professionals) is a whole day workshop in partnership with Convonaut, Bitspace and Brainsparks that aims to enable professionals to learn basic Ruby on Rails (RoR) development.

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Ruby on Rails Code Camp (Students Edition) by Devcon

Ruby on Rails Code Camp (Students Edition) is a whole day workshop in partnership with Ruby Users Group Philippines (PhRUG) that aims to enable students to learn basic Ruby on Rails (RoR) development.

Women’s Ruby on Rails Study Group-Ruby Fundamentals by Women Who Code Manila

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Job Boards

Looking for the right employee is one of the biggest challenge for an employer. Job boards can be a very long way to find a developer but when all else fails they get the job done. There are good places that will help you find high quality candidates and be confident enough to work with and these are, Ruby Inside and Ruby Now. These sites will also help you to be focus on looking for the right developer for your company.


Hubstaff  will also help you in searching for the right candidate for your dev team and finds those candidates that will fit for the projects that you will be handling. After giving you the background information you needed from candidate then you can already have the chance to interview them and look for the right developer for you Rails project.

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How to qualify a Ruby on Rails developer

After a long process of waiting and finding for the right Ruby on Rails developer, qualifying them in different areas will be the next step for you to do in order to choose who really fits for the projects. These are some tips that will help you in this qualifying stage.

Check out the code

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Since, coding is one of the basis on how developers works. Then this must the first step to do in order to find if they are good in coding, their past projects will be a great proof for this one.

Get references

references (1)

In order for you to get an idea on what they are like to work with, you must make sure to get references from their  past clients or you can also see references on their LinkedIn profiles.

Finding and hiring for the right Ruby on Rails developers is a little bit hard especially if you’re not familiar with the country like Philippines. But if you will make time to look for the right resources and ways that would help you to find them then it will not be hard for you to do it. With the right resources and a little bit effort, you will find the right Ruby on Rails developer that will bring long-term success in your company.



Thinking of building your app on Ruby on Rails? Shoot us an email at Here at Bootyard, we’ve been building and designing Ruby on Rails apps since 2011.

Tips to evaluate remote team from the Philippines

One of the most challenging part and the most risky thing of a business is hiring. This is one of the stages that the company must go through in order to pick and decide who the best applicants are and pick for a certain position in the organization or company.

But in order for you to avoid this risky thing is you must first consider on how to evaluate important things that you need to know about your vendor specifically in looking for the right outsourced software development firm. The Philippines is known for as one of the top countries to hire remote workers. Hiring an outsourced software development firm could be risky decision but by doing this, there will be two effects, first is, if it’ll be done properly then it can improve the business and will help the future’s success of the company and on the other hand, it can also cause damage to the company if it is not properly planned.

In order for you to be successful in outsourcing software development firm you need to have enough time, money, and resources and of course make sure that the money you invested will not be wasted. Aside from ensuring the right vendor for the company which do have a competitive experience, expertise, right credentials, and technologies for the future projects, you should also make sure that you will have a strong working relationship with them.

Create a Checklist

In order for you to understand who the right remote team is for your company, you will need a checklist for these different areas.

Company Profile

It is a must for you to make sure that you are dealing with the reliable company. These set of questions will help you determine if they are really the right remote team for you. Finding an outsourced development firm is a long term project so you must ensure that these companies should be part in planning stage up to the success of the project.

  • Understand how many year they are in the software or web development business
  • Know how many years they have been offering their services to offshore countries
  • Allow them to describe their company’s business model.
  • What are your company’s main guiding principles? Know the company’s mission and vision and their guiding principles
  • Allow them to describe their key services for offshore clients
  • Allow them to describe their area of expertise
  • Ask them what sets their company apart from other software/web development firms

Ask for their Client List and References

For you to know if you are the evaluating the right vendor for your company is you must first consider who are their past clients, how did they deal with them in doing projects. Through this, you will know if they are really the fit vendor for the development team.

Other important factor that can help in knowing your vendor is to know what projects they have handled together with their past clients.

  • Know how many clients they currently have and how many projects they have accomplished
  • Allow them to describe the latest top three projects they recently finished
  • Ask for at least two references with contact information 

Get to know the Management Team

In looking for the right outsourced software development firm, you must also evaluate how the company manage their teams.

  • Let them describe their team processes
  • Understand the level of experience of the management team
  • Understand how they manage maintenance of the software

The Team

After knowing the level of expertise of their management team, you must also know how the individuals in their team works in their projects. In order also for you to know if these persons do have the right skills, right qualifications and related projects handled. These questions will help in knowing if these individuals can really go through with the project from start to finished.

  • The kind of training they provide to their employees
  • Understanding the skill sets of the team
  • Understand some contingency strategy to ensure continuous support for your project
  • Understanding how the company keeps up with the latest industry trends and technologies
  • Know whether they hire subcontractors to any work performed for a client

Development Processes

Every company has different processes in developing things in their company. These questions will help on how are their development processes connects to your organization’s future goals and for you to be ready for the communication issues that would come up in doing different projects in the future.

  • Understand what is their best practices and practices in software development and design
  • Understand how their reporting guidelines for deliverables 
  • Allow them to describe the process they went through for clients similar to what you are looking for or the time of project you have

App Security

With the presence of these following questions in evaluation process, it will help you on decision making process and be prepared on accountability, security, privacy, and data integrity issues that will occur during the projects duration.

  • Understand how the team protects their clients’ IP, source codes, and/or other sensitive information
  • Make sure you understand who owns the code, process, hardware, licenses, and other materials required in the project
  • Know what are the warranties do you provide for the intellectual property and work deliverables

The Total Project Cost

Total project cost is the sum of the total fund required to complete a business transaction and by making sure to discuss this early in the vendor’s evaluation process will give you an idea on how much is the total fund that is needed for the project.

  • Understand the pricing model for the type of project you want to build
  • Ask what are the recurring expenses that may arise in the course of the project
  • Ask for the payment schedule
  • Allow them to describe your time accounting and milestone management process

The Project Contract

During the company’s evaluation process, you must know what are the legal points and terms of the project. It is important especially if it will be outsourced outside the country like the Philippines.

These are questions that you could ask during the evaluation phase.

  • Understand the major legal points of the contract
  • Know the contract term, expiration, and renewal options especially after your project is done

Technology Stack and Tools

Tools that are used in doing the projects is one of the factor that needs to consider in order to have a high quality output. To request for the list of technologies that are being used can help you and will give you idea if those tools is fit for the projects and will help prepare for the collaboration of the internal team and vendors team.

  • Understand the project management tools they use
  • Understand how they are connected to the software industry. Whether they have some exposure to the current software industry in the Philippines 
  • Know the tools used by the company in its software life cycle to author the code, gather and report on code and quality metrics, bug tracking etc.

These are some helpful tips to ensure you are partnering with the right software development company in the Philippines. You may also use these helpful tips when you find any outsourcing company you want to work with. Working with a remote team and discussing everything virtually is know made possible with the trend towards working remotely thus, understand the best way to do it would help you ensure to have a successful project.



Evaluating your remote team is really essential, you will need to have a lot of effective strategies to help your team become successful.

At Bootyard, we have been launching Ruby on Rails apps since 2011. We have agile practices in place geared towards working efficiently with remote clients. If you have some tips to share, feel free to contact us at

The Future of Remote Work

Remote work has gain huge popularity and has transformed the way we do ‘work’. Big or small-scale organizations have already embraced the idea that in the coming years, a considerable percentage of their workforce would be working remotely.

Employment Landscape

Looking at the employment landscape throughout the history, remote work has already been a small part of it because of the internet. Today, opportunities around remote working is now abundant. Remote working has also paved way to build companies, it may be as sole founder of a small company or a small company with a distributed team across all continents. Difference in timezone has not stopped people to be more flexible on how they work.

Technology-driven workplace

Technology has enabled remote working more flexible and customisable as more and more want to be more flexible in delivering work. With online tools for effective communication, project tracking, management and more, we now rely on technology to boost our effectiveness and efficiency.

Growing Digital Nomad Population

There’s a rise of so called digital nomads”, more common to be young professionals who work remotely and leverage the use of technology. They have embraced the nomadic lifestyle.


Remote work is a global phenomenon

One may think that remote working is just a trend specific to certain set of people however, the results are astonishing that more and more people from across different countries, different backgrounds, different industries has started to embrace remote working as the future of work.



Thinking about starting to hire a remote team? When launching your startup, there a million things that could go wrong, especially if you are outsourcing your work to a remote team. You need a reliable team who have experience of launching and scaling software applications.

At Bootyard, we have been launching and scaling Ruby on Rails apps since 2011. We have agile practices in place geared towards working efficiently with remote clients. If you have an project you want to work on, feel free to contact us