Three years ago, we hired a remote developer who looked perfect on paper: stellar GitHub contributions, glowing references, and a résumé that ticked every box. Two months in, our engineering team was drowning in unclear code, missed deadlines, and vague Slack updates.

It wasn’t a skills problem. It was a remote-readiness problem, and I hadn’t asked the right questions to spot it.

Since then, I’ve worked with dozens of distributed teams across time zones, building products with developers from Lagos to Lisbon. And after interviewing over 100 remote engineers, I’ve refined a list of interview questions for hiring remote developers that help me find not just good coders, but great remote collaborators.

If you’re scaling your engineering team and want to avoid costly hiring mistakes, these 10 questions are for you.

1. “Can you describe a typical day working remotely?”

Remote work isn't about lounging in pajamas and sending last-minute commits. It's about structure. Asking this question helps you understand if the candidate has remote work discipline, time-blocking, async communication, and proactive updates.

2. “What tools do you use to manage your work and collaborate with your team?”

Top remote developers are fluent in tools like Slack, GitHub, Notion, Trello, or Jira. But this question goes beyond tool names, it reveals how they organize their day, update stakeholders, and keep projects moving.

3. “Tell me about a time you solved a problem without help or supervision.”

Remote engineers don’t always have someone available on Slack. You want someone with initiative. This question highlights self-starters who can troubleshoot, Google, and experiment before escalating.

4. “How do you ensure your code is easy for others to read and maintain?”

In distributed teams, code readability is king. You're not just hiring a coder, you're hiring a teammate whose work must be understood by future developers (or their future self).

5. “How do you handle feedback in a remote environment?”

Feedback over Zoom or GitHub comments can feel impersonal. You're looking for emotional maturity, not defensiveness, someone who sees feedback as growth, not attack.

6. “What do you do when you're stuck and no one's online?”

In asynchronous teams, blockers can sit for hours if not handled right. The best remote engineers leave context-rich comments, propose alternatives, or continue working on parallel tasks.

7. “How do you stay aligned with your team across different time zones?”

Whether it's updating a Kanban board or leaving video Looms, top remote devs know how to communicate status clearly. You’re looking for someone who thrives in distributed engineering teams.

8. “Tell me about a project you’ve built from scratch, remotely.”

This invites a deeper dive into their remote collaboration skills. How did they kick off the project? Did they document things well? What surprises came up? You’ll learn more in this one question than 10 whiteboard problems.

9. “What’s your approach to maintaining productivity working from home?”

Burnout, isolation, and distractions are real. Remote developers who maintain productivity often have strong remote work habits, boundaries, and routines.

10. “What makes a remote engineering team truly great in your opinion?”

This reveals cultural fit and gives you insight into their values. Do they mention trust, transparency, documentation, and ownership? Green flags.

Why These Questions Matter

Hiring remote developers is more than assessing technical skills. It’s about identifying people who:

• Communicate clearly without being prompted
  
  

• Handle ambiguity with grace
  
  

• Solve problems independently
  
  

• Align with team values and pace
  
  

The future of work is remote. The companies that win are the ones that hire remote-ready developers who can ship, scale, and shine without being micromanaged.

So the next time you interview a developer from across the globe, skip the standard “Tell me about yourself” and go deeper with questions that truly uncover remote excellence.