How to Hire React Native Developers: Your Complete Guide

Key Takeaways

When hiring React Native developers, prioritize candidates with proven mobile development experience, assess both technical and soft skills through real-world scenarios, and set clear expectations based on your project needs to ensure a strong long-term fit.
React Native developers build high-quality, cross-platform apps from a single codebase, helping businesses reduce development time and costs while reaching users on both iOS and Android.
A specialized recruitment partner with experience sourcing React Native developers can speed up the hiring process, find better matches, and navigate challenges like international compliance when hiring global talent.

If you’re building a mobile app that needs to work seamlessly on both iOS and Android, React Native is often the go-to choice. But getting strong results depends on more than just the framework—you need the right developer behind it.

React Native developers help turn ideas into fast, functional, user-friendly mobile experiences.

Whether you’re hiring in-house, remote within the US, or tapping into global talent markets, it’s important to know what skills to prioritize, what to budget for, and how to evaluate candidates effectively.

This guide breaks down everything you need to know: what React Native developers do, how much they typically earn, where to find great candidates, and how to make smart hiring decisions from start to finish.

What Do React Native Developers Do?

A React Native developer builds cross-platform applications using JavaScript and the React Native framework, delivering native-like performance and user experiences on both iOS and Android devices.

React Native is one of the most widely used frameworks for cross-platform app development. A recent global survey showed that it holds the number two spot, with 35% of developers using it.

The framework’s popularity comes from its potential to speed up development (building both iOS and Android apps from a single codebase) and reduce costs (it’s free and open-source).

Key responsibilities of a React Native developer include:

Write and maintain code that works seamlessly on both iOS and Android, eliminating the need for separate native developers.
Convert mockups into functional, user-friendly screens with smooth layouts and interactions.
Identify and fix issues like crashes or slowdowns to keep the app running smoothly on multiple devices.
Connect the app to backend systems, payment gateways, analytics, and more.
Translate project requirements into technical solutions that support business goals.

React Native developers typically work alongside designers, backend developers, and product managers. They’re not responsible for server-side logic, data modeling, or DevOps tasks. But their ability to bring app features to life makes them a vital part of any cross-functional app development team.

Hiring a full-time React Native developer makes sense for long-term product development with ongoing feature updates. But if you’re considering app development for short-term projects or MVPs to quickly test an idea on the market, then you might look into outsourcing React development.

How Much Does It Cost to Hire a React Native Developer?

Hiring a React Native developer locally offers benefits such as face-to-face collaboration and a deeper understanding of local market trends, customer preferences, and regulatory requirements.

However, local hires are costly. With demand outpacing supply, US salaries for React Native developers have increased significantly as companies compete for top talent.

Typical annual US salary ranges for React Native developers look like this:

Junior: $80,000 - $119,900
Mid-level: $119,900 - $137,500
Senior: $137,500 - $154,000

According to Deloitte research, despite tech layoffs, nearly 90% of tech leaders surveyed said recruiting and retaining talent remained a moderate or major challenge. Many also noted that newer generations of developers prefer remote work, which makes reconsidering where and how you hire worthwhile.

React Native development is well-suited to remote work, giving businesses the flexibility to hire internationally and access a larger talent pool far beyond their local area.

Here’s how React Native developer annual salaries outside the US compare, based on our experience placing talent across Latin America:

Junior: $30,000 – $48,000
Mid-level: $48,000 – $60,000
Senior: $60,000 – $84,000

Comparing this to US salary estimates, companies can achieve potential savings of 56–63% by hiring in Latin America. Similar savings can be made in other regions like Eastern Europe and South and Southeast Asia.

Hiring offshore developers is a cost-effective way to access high-quality talent comparable to local hires. These savings come from differences in cost of living, not differences in skill. Expanding your search to outside the US increases your chances of finding the right fit without exhausting your resources.

What Skills Should You Look For When Hiring a React Native Developer?

Your React Native developer should have strong technical abilities as a foundation, along with soft skills that help them work effectively with your team and adapt to changing project needs. Exceptional candidates go beyond the basics and bring extra strengths to enhance overall productivity.

Let’s break down the essential hard skills, valuable soft skills, and nice-to-have skills that give candidates an edge.

Hard skills (the must-haves)

Hard skills are the technical abilities essential for a React Native developer’s role. These skills cover what’s needed to build, maintain, and optimize cross-platform apps.

Proficiency in JavaScript and TypeScript: React Native is built on JavaScript, and TypeScript adds static typing that helps catch bugs early and improves code quality. Look for candidates with recent hands-on experience in both, ideally demonstrated through projects featuring clean, well-structured code.
Strong command of React and React Native fundamentals: Includes building reusable components, managing state (using hooks or libraries like Redux), and understanding component lifecycle methods. Candidates who clearly explain their approach here usually have substantial practical expertise.
Experience with mobile-specific UI / UX design: Mobile apps require responsive layouts, intuitive navigation, and platform-specific design know-how for iOS and Android. Look for candidates who can share examples of apps they built and describe how they solved UI challenges like adapting to different screen sizes or platform quirks.
Familiarity with debugging and performance optimization: App speed and stability are critical. The right developer knows how to profile apps, identify bottlenecks, and fix memory leaks or slow rendering issues. Ask for examples of how they improved app performance or resolved tricky bugs.
Experience with APIs and data handling (REST, GraphQL): Developers should know how to integrate APIs, handle asynchronous data fetching, and manage error handling effectively, as React Native apps depend on external data sources. Have candidates describe how they structure API calls and manage data state, especially when syncing between multiple screens.

Soft skills (equally important)

While technical skills often get the spotlight, soft skills are equally important for success. In fact, a LinkedIn survey found that 92% of talent professionals said soft skills mattered just as much or more than hard skills.

For React Native developers, having excellent soft skills bridges the gaps between the design, backend, and product teams, keeping projects on track and properly aligned with business goals.

Problem-solving: Mobile apps regularly encounter bugs, device-specific issues, and unexpected edge cases. A reliable React Native developer thinks critically and creatively to find solutions quickly. During interviews, ask how they overcame tough technical challenges or debugged complex problems.
Communication skills: Developers often work with various teams. Clear communication avoids misunderstandings and speeds up development. Look for candidates who can explain technical details clearly, listen actively, and ask thoughtful questions.
Time management and accountability: Effective developers prioritize tasks well and take ownership when things get off track. Ask how candidates handle deadlines, unexpected hurdles, and project changes.
Adaptability: The React Native ecosystem evolves fast. Developers who stay curious, learn continuously, and pivot when necessary keep projects on track. Find out how candidates keep their skills current and respond to shifting tech stacks.

Nice-to-have skills (the differentiators)

Nice-to-have skills, as the name implies, aren’t essential for React Native developers. Yet, these can boost a candidate’s impact, giving you a better idea of how suitable they are for the role.

Familiarity with native modules (Java / Kotlin or Swift / Objective-C): Sometimes apps require features React Native doesn’t support directly, like custom hardware access or niche SDKs. Candidates who know native modules can tackle complex projects that need deep device-level integration.
Experience with CI/CD for mobile apps: Automated build and deployment pipelines save teams time and reduce human errors, making releases faster and smoother. Developers who have set up or maintained CI/CD workflows show they understand modern development practices and value efficiency.
Testing experience (unit, integration, end-to-end): Well-tested apps are more stable and easier to maintain. Candidates familiar with testing frameworks like Jest or Detox show they prioritize quality and can help reduce bugs before users encounter them.
App store deployment experience: Publishing apps on the Apple App Store and Google Play involves specific requirements and ongoing updates. Developers who’ve handled this process know how to navigate submission guidelines and speed up release cycles.

Where Can You Find and Hire Great React Native Developers?

Hiring a React Native developer begins with deciding where you want to hire from—whether that’s locally, US-remote, or internationally—and which sourcing channels you’ll use to find candidates.

Let’s take a closer look at both.

Deciding between local, US-remote, or international talent

One of the first decisions you’ll need to make is where you want your React Native developer to be based. Local, US-remote, or international—all three have trade-offs depending on your priorities around budget, collaboration, and team structure.

Here’s how each hiring location option stacks up for React Native developers:

Local/in-office: Direct collaboration improves alignment and decision-making. Admin and compliance tend to be easier, too. However, salaries and overhead costs are significantly higher, and you’re limited to a smaller talent pool.
Remote US-based: This gives you access to a broader range of candidates while maintaining the same time zones and cultural context. That said, you’re still paying US-level salaries, which can be a stretch, especially if you’re building out a full mobile team or need senior-level expertise.
International/offshore: If you’re open to hiring outside the US, expanding your search internationally opens up a much larger talent pool—and often at significantly more sustainable rates. But note that this approach may call for extra consideration of time zone and cultural differences to keep collaboration effective.

For teams that want the cost advantages of offshoring without the timezone or communication challenges that come with working across the globe, nearshoring to Latin America is one of the most effective strategies.

Why Latin America? Here’s what makes it a standout choice:

Time zone alignment: Countries like Colombia, Argentina, and Mexico have overlapping working hours with US teams, making real-time collaboration easy.
Strong technical talent: Latin America has a growing pool of mobile developers with hands-on experience in React Native and related technologies like JavaScript, TypeScript, and backend integrations.
English proficiency and cultural fit: Many LatAm developers have worked with US companies before and are used to US business norms and communication styles.
Cost efficiency without sacrificing quality: As we already touched on, hiring in Latin America can reduce salary costs by up to 63%, simply due to local cost-of-living differences, not because of skill gaps.

If you’re hiring for the first time in the region, partnering with a recruitment company that specializes in Latin American tech talent can help you move faster and find candidates who are both technically strong and a great team fit.

If real-time collaboration isn’t a priority, then hiring across multiple time zones allows distributed teams to operate around the clock, making it easier to meet tight deadlines or support global users.

Countries in regions like Eastern Europe and South and Southeast Asia, such as Poland, India, and the Philippines, have long been popular choices for offshoring.

Choosing the right sourcing channel

After deciding where to hire, it’s time to determine how you’ll search for and hire candidates.

Here’s how different sourcing methods compare when hiring React Native developers.

Different sourcing methods comparison table.

Each sourcing method serves a different purpose depending on your goals. You don’t have to rely on only one hiring channel, either. For example, you might start with referrals for trusted recommendations and post on industry job boards to reach active candidates.

When you’re short on time, a recruitment partner can streamline the process, and we’ll cover the specific benefits of that approach later on.

If you’re hiring offshore, the top websites for hiring the best offshore developers can connect you with experienced React Native developers worldwide, matched to your budget, scope, and preferred work style.

How to Hire the Best React Native Developers: Best Practices

Hiring great React Native developers is no easy task. While finding potential candidates is more accessible than ever, having so many options can feel overwhelming.

A structured hiring approach speeds things up and helps you hire more effectively. Here are some best practices tailored for hiring top-notch React Native developers.

Stage 1: Before and during sourcing

Know exactly what you’re hiring for

Before you start looking, clarify what your React Native developer actually needs to do. Will they be building apps from scratch, shipping new features, or fixing bugs?

Don’t try to find a full-stack mobile expert who also does product strategy and design—that’s unrealistic. Focus on what matters, such as experience with React Native, JavaScript, and ideally TypeScript, third-party integrations, and mobile performance optimization.

Set practical expectations for what one person can accomplish

React Native makes cross-platform builds more efficient, but it’s not magic. Don’t expect one person to handle design, backend, and mobile development unless your project is small.

Think through your scope. Can a mid-level developer get this done, or do you also need a senior developer to guide decision-making? Being honest about your team’s needs helps you hire someone who’s equipped to succeed.

Write a job description that speaks to them

A clear software developer job description avoids vague and general terms and tells people what the job really entails.

Mention key technologies you specifically use (like Redux, Firebase, or GraphQL), project goals (e.g., building a new iOS/Android app), and team structure.

When hiring for React Native, highlight mobile UI, performance, and cross-platform consistency. The more specific your job description, the more qualified applicants you’ll attract.

Stage 2: Screening and evaluation

Go beyond resumes with real-world tests

React Native developers might highlight certain types of work in their portfolios that don’t fully reflect their other expertise. Because of this, relying solely on resumes and portfolios can mean overlooking real-world abilities.

One of our top recruiters recommends setting up a short, focused test project with a real-world application, like building a simple feature (e.g., a login screen with form validation and state management) to effectively evaluate practical skills. This gives insight into their coding style, attention to detail, and how well they follow best practices.

Prioritize communication and teamwork

React Native developers usually work with design, backend, and QA teams, which means collaboration skills matter. Ask candidates how they’ve handled handoffs, worked with non-technical stakeholders, or contributed to team decisions. Have they used version control tools like Git in a shared environment? Can they explain complex issues clearly?

For remote roles, find out how they stay aligned, whether they use async tools like Slack, Notion, or Loom, and how they keep communication flowing, especially when working across time zones.

Stage 3: Making the offer and closing the deal

Offer what React Native devs actually value

Salary matters, but it’s rarely the only factor applicants consider. In our experience, most developers look for strong work-life balance (like flexible hours and PTO), opportunities to learn and grow, and the ability to take real ownership of their work.

To make a good job offer, always remember to go beyond compensation and highlight project impact. Be transparent with the technical challenges they’ll have to solve and what makes your team worth joining.

Set up a successful onboarding process

React Native developers often need time to familiarize themselves with your design system, app architecture, and backend services. During the offer stage, give candidates a sense of what their first month will be like.

Will they pair with another developer? Will they own a specific feature? Clear expectations help new hires ramp up quickly and stay longer.

Interview Questions for React Native Developers That Reveal the Right Fit

A well-rounded interview should help you understand how a React Native developer works through real-world challenges, communicates across teams, and contributes to the quality and usability of your apps.

The following questions are designed to uncover both skill and fit so you can hire with more confidence.

“Walk me through a performance issue you’ve encountered in a React Native app. What tools did you use, and how did you resolve it?”

Look for detailed explanations of the problem (e.g., long load times, janky animations, memory leaks), what diagnostic tools they used (e.g., React DevTools, Flipper, or profiling with useMemo/React.memo), and what specific changes improved performance.

What it reveals: This question tests their ability to maintain app speed and responsiveness, which is key to providing a positive user experience.

Red flags: Vague answers or no mention of tools, profiling techniques, or clear performance wins may suggest a lack of real-world optimization experience.

“How do you typically handle state management in your React Native projects, and why do you prefer that approach?”

Look for their understanding of tools like Redux, Context API, Zustand, or Recoil, and how they apply those tools to different app requirements (e.g., global versus local state, app scale, or performance).

What it reveals: This question helps you assess their architectural decision-making and ability to build scalable apps.

Red flags: Automatically defaulting to Redux without context (may not be necessary for smaller or medium-sized apps) or lacking understanding of the trade-offs between different state management approaches.

“Can you describe how you’ve handled navigation in a React Native app, especially when managing nested routes or transitions between flows?”

You want to hear how they’ve used libraries like React Navigation or React Native Navigation, how they structured routes, managed deep linking or modals, and handled state between screens.

What it reveals: This highlights their ability to build usable, well-structured mobile experiences. Navigation is fundamental to any React Native app.

Red flags: Confusion about navigation stacks, lack of awareness of key libraries, or inability to describe app flow properly.

“Tell me about a time you worked closely with designers or backend developers on a React Native project. How did you make sure everyone stayed aligned?”

Look for communication methods, tools (like Figma, Zeplin, Postman), and examples of how they dealt with mismatches or changes (e.g., unexpected API behavior, unclear specs).

What it reveals: This question shows how well they collaborate across functions, which is crucial in product-driven teams where design and backend must sync tightly with front-end development.

Red flags: Non-specific responses or suggesting that communication issues were someone else’s fault may indicate poor teamwork or low accountability.

Want more guidance on the interview process, especially for remote roles? Read our article on the 15 best interview questions to ask remote workers.

Common Mistakes to Avoid When Hiring React Native Developers

Even with a great interview, overlooking important factors or putting too much weight on irrelevant criteria can lead to a mismatched hire.

Here are common mistakes companies make when hiring React Native developers, along with practical advice on how to avoid them.

Overlooking native platform nuances

React Native streamlines cross-platform development, but iOS and Android still have unique behaviors and quirks. Developers who assume these platforms are identical often struggle with platform-specific bugs or performance issues that arise in real-world use.

Solution: Look for candidates who can share concrete examples of working with native modules or applying conditional logic to device-specific behavior. A developer who understands how to integrate with native APIs or optimize performance on each platform adds real value.

Setting unrealistic workload expectations

Expecting a React Native developer to manage everything from UI design and backend logic to app architecture and product strategy is rarely practical. Overloading a single hire can lead to burnout, delays, and lower-quality output.

Solution: Define your project scope in full detail. Decide if you need a developer focused on feature delivery, a senior engineer who can also handle architecture and mentorship, or both.

Overvaluing degrees

Some hiring managers limit their search to candidates with college or university degrees, but this narrows your talent pool unnecessarily, especially in the React Native space.

Solution: According to our recruiters specializing in this role, many skilled developers, particularly LatAm talent, start working professionally before finishing formal education. Prioritize hands-on experience, past projects, and problem-solving skills. A diploma may be a plus, but a strong portfolio and demonstrated work ethic often provide far more insight.

Dragging out the hiring process

React Native developers are in high demand. A lengthy or overly complex interview process can drive top candidates away before you even make an offer. Delays give qualified candidates time to accept other offers, leading to missed opportunities.

Solution: Keep your hiring stages focused and timely. Use targeted technical tests that reflect real job tasks and streamline feedback to speed decision-making. Moving quickly also shows respect for candidates’ time and boosts your chances of securing the best talent.

Why Working With a Recruiting Partner Makes a Difference

Hiring React Native developers on your own can work if you have the time and the right network available.

But for specialized roles, tight deadlines, or international hiring, working with an expert recruitment partner brings real advantages:

Access to qualified candidates faster: Recruiters have vetted networks and know where to find React Native talent outside the typical job boards.
Deep role-specific screening: Expert recruiters understand the technical and soft skills unique to React Native, so you get candidates who fit your needs.
Reduced time-to-hire: By managing interview scheduling, assessments, and communication, recruiters streamline the process and eliminate delays.
Improved candidate experience: Consistent communication and timely updates keep top candidates engaged and less likely to drop out.
Support for international hiring: Expert recruiters handle compliance, contracts, and onboarding when you’re hiring outside the US, making global hiring as easy as domestic.
Less strain on your team: Your developers and managers can stay focused on their work while recruiters manage the hiring logistics.

Working with a recruiting partner helps you reduce headaches and fill React Native roles faster with better-fit candidates.

If you’re concerned about costs, remember that they’re often offset by time saved during sourcing and screening, smarter offers that reduce back-and-forth, and faster onboarding that gets your developer productive sooner.

Final Thoughts

The React Native development landscape is competitive, and the right developer can be the difference between launching a polished, high-performing app and struggling with bugs, poor user experience, or missed deadlines.

Whether you’re building your first mobile app or scaling an existing product, finding someone who combines strong technical skills with the ability to collaborate across teams and adapt to your specific needs is worth the investment.

The key is approaching the hiring process strategically—knowing what skills truly matter for your project, where to find qualified candidates, and how to evaluate them effectively.

Companies that get this right don’t just fill a position; they bring on a team member who can drive their mobile strategy forward and grow with the business.

If working with a recruitment partner seems like the right approach, consider a specialized firm that can make the hiring process seamless, efficient, and stress-free.

At Near, we specialize in helping US companies hire top talent in Latin America. We can find you LatAm React Native developers who bring both technical excellence and cultural alignment to your team.

Our pre-vetted developers work during your business hours, integrate seamlessly with your existing processes, and deliver the same quality you’d expect from US-based talent—but at rates up to 63% lower.

We handle everything from initial screening to technical assessments, ensuring you only interview candidates who match your specific requirements and company culture.

Book a free consultation call, and we’ll help you find the perfect match within 21 days. Interview candidates for free and only pay once you make a hire.