Beyond Technical Skill: How to Find IT Talent That Communicates and Collaborates Effectively

Why hiring for both technical and collaborative strengths is the real unlock for IT teams.

When most companies hire IT talent, they focus almost entirely on technical ability — coding tests, certifications, troubleshooting experience. But in distributed teams, especially when hiring remote nearshore talent, technical excellence alone isn’t enough.

The real differentiator is finding IT professionals who can communicate clearly, collaborate effectively, and integrate smoothly into your workflows — even if they lean introverted.

The best engineers aren’t always the loudest in the room. But with the right evaluation process, you can find technically brilliant individuals who also elevate teamwork and delivery.

‍

Why Technical Skill Alone Falls Short

IT teams often run into the same scenario:

• A technically gifted hire joins the team.
  
  
• They’re brilliant at solving problems independently.
  
  
• But miscommunications, unclear updates, or lack of collaboration create friction downstream.
  
  

This isn’t a “bad hire” — it’s a misalignment between technical strengths and team communication norms. In remote environments, where written and asynchronous communication drive everything, these gaps get amplified.

‍

The Two Sides of Great IT Talent

 1. Technical Mastery

• Deep knowledge of relevant tools, systems, and frameworks.
  
  
• Strong problem-solving abilities.
  
  
• Capacity to work independently and deliver outcomes.
  
  

 2. Collaborative Fit

• Clear written and verbal communication.
  
  
• Ability to ask clarifying questions early.
  
  
• Comfort collaborating asynchronously across teams and time zones.
  
  
• Responsiveness and ownership in team workflows.
  
  

Both matter. One without the other creates delivery bottlenecks, especially in distributed IT structures.

‍

Step 1: Evaluate Technical Skills with Structure

Before you can assess communication, get the technical side right.

At Romy Consulting, we use Criteria assessments to measure cognitive aptitude and technical ability for IT roles, combined with scenario-based exercises tailored to Tier 1, Tier 2, or engineering responsibilities.

Examples include:

• Troubleshooting tests for Tier 2 support candidates.
  
  
• Coding tasks or live scenario exercises for developers.
  
  
• Root cause analysis challenges for infrastructure-focused roles.
  
  

This ensures that every candidate meets a consistent baseline of technical competence before moving forward.

‍

Step 2: Evaluate Communication in Real Context

Instead of relying on small talk during interviews, evaluate communication in the context of the work itself:

• Asynchronous written responses: Ask candidates to document their solution or thought process. This mirrors how remote IT teams actually collaborate.
  
  
• Scenario Q&A: Observe how they ask clarifying questions and explain reasoning under time constraints.
  
  
• Feedback loops: Provide a slight change or follow-up in the scenario to see how they adapt and respond.
  
  

This approach surfaces clarity, thought structure, and responsiveness, without penalizing quieter or more introverted personalities.

‍

Step 3: Look at Behavioral & Cultural Alignment

Using behavioral assessments like Criteria’s work styles, we evaluate traits that impact collaboration:

• Proactivity vs. reactivity
  
  
• Adaptability in fast-paced environments
  
  
• Communication preferences
  
  
• Ownership mindset
  
  

This gives a more accurate picture of how someone will work within a team than a “culture fit” gut check.

‍

Step 4: Redefine What Good Communication Looks Like

A common mistake: equating “talkative” with “collaborative.”

Many IT professionals are introverted — but introversion is not a barrier to great communication. In fact, introverted engineers often excel at:

• Writing clear, structured documentation
  
  
• Responding thoughtfully to feedback
  
  
• Maintaining consistent async communication rhythms
  
  

The key is to evaluate effectiveness, not personality type. Look for:

• Responsiveness
  
  
• Clarity
  
  
• Willingness to engage proactively within their preferred communication medium
  
  

By creating structured processes, you give introverted talent room to shine on their terms.

‍

Step 5: Why This Matters for Nearshore IT Hiring

Nearshore hiring in LATAM offers incredible access to skilled IT professionals in aligned time zones — but distributed collaboration raises the stakes for soft-skill alignment.

When technical skills and communication styles align, you get:

• Faster onboarding
  
  
• Fewer escalations and misunderstandings
  
  
• Stronger SLA compliance
  
  
• Happier senior engineers, who aren’t stuck untangling miscommunications
  
  

This is why Romy Consulting blends technical assessments + behavioral evaluation + scenario testing into every IT search. It’s not about finding extroverts — it’s about finding effective collaborators.

‍

Conclusion

Hiring IT talent isn’t just about who can solve the hardest technical problems — it’s about who can solve them with your team.

By combining structured technical assessments, communication scenario testing, and behavioral evaluation, you can find top IT professionals who excel both in their craft and in how they collaborate.

And yes, many of them will be quiet, thoughtful introverts — and they’ll be some of your best hires.

Ready to build an IT team that delivers technically and collaborates seamlessly? Book a Talent Insight Call to get started.

‍