Hire ASP.NET Developers
Source top ASP.NET talent! Hire LatAm experts for 70% less. Setup in 21 days with Lupa’s pre-vetted pros. Seamless, budget-friendly, and efficient.
Hire Remote ASP.NET Developers
João is a skilled developer from Brazil, mastering Python, APIs, and SQL with flair.
- Python
- Machine Learning Basics
- CSS
- APIs
- SQL
Meet Miguel: A developer with 10 years of experience turning code into solutions.
- Ruby
- Data Visualization
- Python
- C++
- Docker
Valeria is a dynamic developer from Costa Rica, mastering Swift to C++ with 5 years' finesse.
- Swift
- Kotlin
- Angular
- TypeScript
- C++
Meet Benjamín, your go-to developer with 12 years of Vue.js, AWS, and SQL expertise.
- Vue.js
- TypeScript
- Node.js
- AWS
- SQL
Camila is a developer from Argentina, crafting digital solutions with 6 years of expertise.
- PHP
- CSS
- SQL
- APIs
- JavaScript
Diego is a seasoned developer from Mexico, mastering Go, Node.js, React, and AWS.
- Go (Golang)
- Node.js
- HTML
- React.js
- AWS
Valentina transforms code into seamless solutions. Your go-to for all things dev.
- PHP
- CSS
- JavaScript
- Node.js
- C#
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
Lupa's Proven Process
Together, we'll create a precise hiring plan, defining your ideal candidate profile, team needs, compensation and cultural fit.
Our tech-enabled search scans thousands of candidates across LatAm, both active and passive. We leverage advanced tools and regional expertise to build a comprehensive talent pool.
We carefully assess 30+ candidates with proven track records. Our rigorous evaluation ensures each professional brings relevant experience from industry-leading companies, aligned to your needs.
Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.
Reviews
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
“We scaled our first tech team at record speed with Lupa. We couldn’t be happier with the service and the candidates we were sent.”
"Recruiting used to be a challenge, but Lupa transformed everything. Their professional, agile team delivers top-quality candidates, understands our needs, and provides exceptional personalized service. Highly recommended!"
“Lupa has become more than just a provider; it’s a true ally for Pirani in recruitment processes. The team is always available to support and deliver the best service. Additionally, I believe they offer highly competitive rates and service within the market.”
"Highly professional, patient with our changes, and always maintaining clear communication with candidates. We look forward to continuing to work with you on all our future roles."
“Lupa has been an exceptional partner this year, deeply committed to understanding our unique needs and staying flexible to support us. We're excited to continue our collaboration into 2025.”
"What I love about Lupa is their approach to sharing small, carefully selected batches of candidates. They focus on sending only the three most qualified individuals, which has already helped us successfully fill 7 roles.”
"We hired 2 of our key initial developers with Lupa. The consultation was very helpful, the candidates were great and the process has been super fluid. We're already planning to do our next batch of hiring with Lupa. 5 stars."
"Working with Lupa for LatAm hiring has been fantastic. They found us a highly skilled candidate at a better rate than our previous staffing company. The fit is perfect, and we’re excited to collaborate on more roles."
"We compared Lupa with another LatAm headhunter we found through Google, and Lupa delivered a far superior experience. Their consultative approach stood out, and the quality of their candidates was superior. I've hired through Lupa for both of my companies and look forward to building more of my LatAm team with their support."
“We’ve worked with Lupa on multiple roles, and they’ve delivered time and again. From sourcing an incredible Senior FullStack Developer to supporting our broader hiring needs, their team has been proactive, kind, and incredibly easy to work with. It really feels like we’ve gained a trusted partner in hiring.”
Working with Lupa was a great experience. We struggled to find software engineers with a specific skill set in the US, but Lupa helped us refine the role and articulate our needs. Their strategic approach made all the difference in finding the right person. Highly recommend!
Lupa goes beyond typical headhunters. They helped me craft the role, refine the interview process, and even navigate international payroll. I felt truly supported—and I’m thrilled with the person I hired. What stood out most was their responsiveness and the thoughtful, consultative approach they brought.
ASP.NET Developer Soft Skills
Communication
Explain technical concepts to non-technical stakeholders effectively
Problem Solving
Analyze issues to deliver creative and reliable solutions
Team Collaboration
Work seamlessly with designers and testers to achieve shared goals
Adaptability
Embrace new technologies and methods in a dynamic field
Time Management
Prioritize tasks to meet tight project deadlines efficiently
Empathy
Consider user experience to enhance product functionality
ASP.NET Developer Skills
ASP.NET Development
Specialized in creating robust web applications using the ASP.NET framework.
Front-End Technologies
Skilled in HTML, CSS, and JavaScript for crafting responsive user interfaces.
Database Integration
Experience with SQL Server and Entity Framework for seamless data access and management.
Web APIs
Building and consuming RESTful and SOAP APIs to enable seamless data exchange.
Security Protocols
Implementing authentication and authorization best practices to protect applications.
Deployment and Hosting
Knowledge of deploying applications on IIS and cloud-based platforms like Azure.
How to Write an Effective Job Post for Hiring ASP.NET Developers
Recommended Titles
- Frontend Developer
- Backend Developer
- Full Stack Developer
- DevOps Engineer
- Software Engineer
- Web Developer
Role Overview
- Tech Stack: Proficient in ASP.NET, C#, SQL Server
- Project Scope: Build and optimize web applications; collaborate on architecture and design; incorporate user feedback
- Team Size: Work within a dedicated team of 6 developers
Role Requirements
- Years of Experience: Minimum of 5 years in ASP.NET development
- Core Skills: Strong problem-solving, debugging, and database management
- Must-Have Technologies: Expertise in ASP.NET MVC, Entity Framework, and Azure
Role Benefits
- Salary Range: Competitive salary based on experience and skills, $85,000 - $130,000
- Remote Options: Flexible remote work arrangements available
- Growth Opportunities: Access to training, certification programs, and career advancement pathways
Do
- Mention competitive compensation and perks
- Specify necessary technical expertise and experience
- Convey company ethos and principles
- Emphasize professional development options
- Employ clear and inviting wording
Don't
- Don't be vague about qualifications.
- Don't overlook key technologies.
- Don't overcomplicate the description.
- Don't skip company insights.
- Don't ignore salary expectations.
Top ASP.NET Developer Interview Questions
Essential questions for evaluating ASP.NET Developers
Can you explain the differences between ASP.NET Web Forms and ASP.NET MVC?
The candidate should demonstrate an understanding of the architectural differences. Web Forms is event-driven and stateful, while MVC is based on the Model-View-Controller pattern, allowing for more control over HTML and is considered more testable and maintainable.
How do you secure an ASP.NET application?
Look for knowledge of security practices like authentication and authorization mechanisms, HTTPS, SQL injection protection, and other OWASP best practices. They should understand how to use Identity framework or OAuth.
What is dependency injection, and how is it implemented in ASP.NET Core?
The candidate should explain dependency injection as a design pattern to achieve loose coupling and better code management. They should know how ASP.NET Core implements it via built-in support through the IServiceCollection interface.
How do you handle exception logging and management in ASP.NET applications?
Expect an answer about using tools like Serilog, log4net, or the built-in logging framework. They should mention try-catch blocks and global error handling via middleware for catching exceptions at a single point.
What is the role of middleware in ASP.NET Core?
Middleware is crucial in handling requests and responses in the ASP.NET Core pipeline. They should mention how middleware components are used to process requests and responses and can be added in the Configure method in the Startup class.
How do you approach debugging an ASP.NET application that's not performing well?
Look for candidates who explain a clear, methodical approach: profiling the application, checking logs, reviewing code for inefficiencies, and using tools like Visual Studio's diagnostic tools. They should demonstrate analytical skills and a familiarity with ASP.NET’s ecosystem for identifying performance bottlenecks.
Can you describe a difficult problem in an ASP.NET project you worked on and how you solved it?
Seek candidates who can clearly articulate a challenging issue they encountered, such as a complex bug or performance issue. They should describe their thought process, the steps they took to resolve it, and the impact of their solution, showing both technical skills and initiative.
What steps do you take when you need to integrate a third-party service in an ASP.NET application?
Good candidates will discuss researching API documentation, understanding integration requirements, handling authentication and error management. Look for their ability to foresee challenges and their problem-solving method, revealing their experience and foresight in integration tasks.
How would you handle a situation where different modules of an ASP.NET application are not communicating effectively?
Listen for candidates who talk about tracking inter-module dependencies, using logging to diagnose communication issues, and understanding the architecture. They should have a structured approach to diagnosing and solving component interaction problems.
Describe a time when you had to optimize a database query as part of an ASP.NET project. What was your process?
Candidates should mention analyzing query performance, using indexing, query restructuring, and tools like SQL Profiler. They should demonstrate a deep understanding of how database performance impacts ASP.NET applications, showcasing their analytical and technical expertise.
Can you describe a time when you had to communicate complex technical information to a non-technical team member?
Look for how the candidate ensures understanding, their ability to adapt communication style, and how they verify that the message was received correctly. This demonstrates effective communication skills.
Tell us about a time when you worked with a team to meet a tight deadline. How did you manage stress and maintain productivity?
Listen for examples of prioritization, teamwork, resilience, and keeping a positive attitude under pressure. This indicates good stress management and team collaboration.
Describe a scenario where you had to give feedback to a peer or team member. How did you approach it?
Evaluate the candidate's ability to give constructive feedback, empathy, and openness to dialogue. This shows their capacity for leadership and fostering a productive work environment.
How do you handle disagreements within your team?
Assess whether they use active listening, remain calm, and seek solutions that satisfy all parties. Successful conflict resolution indicates strong interpersonal and teamwork skills.
Can you provide an example of a time you took initiative in a project?
Look for evidence of proactivity, personal ownership of tasks, and the ability to motivate others. This reflects leadership qualities and a forward-thinking approach.
- Poor Communication Skills
- Inability to Receive Feedback
- Lack of Problem-Solving Ability
- Consistently Missing Deadlines
- Unwillingness to Learn
Build elite teams in record time, full setup in 21 days or less.
Book a Free ConsultationWhy We Stand Out From Other Recruiting Firms
From search to hire, our process is designed to secure the perfect talent for your team
Local Expertise
Tap into our knowledge of the LatAm market to secure the best talent at competitive, local rates. We know where to look, who to hire, and how to meet your needs precisely.
Direct Control
Retain complete control over your hiring process. With our strategic insights, you’ll know exactly where to find top talent, who to hire, and what to offer for a perfect match.
Seamless Compliance
We manage contracts, tax laws, and labor regulations, offering a worry-free recruitment experience tailored to your business needs, free of hidden costs and surprises.
Lupa will help you hire top talent in Latin America.
Book a Free Consultation
Top ASP.NET Developer Interview Questions
Essential questions for evaluating ASP.NET Developers
Can you explain the differences between ASP.NET Web Forms and ASP.NET MVC?
The candidate should demonstrate an understanding of the architectural differences. Web Forms is event-driven and stateful, while MVC is based on the Model-View-Controller pattern, allowing for more control over HTML and is considered more testable and maintainable.
How do you secure an ASP.NET application?
Look for knowledge of security practices like authentication and authorization mechanisms, HTTPS, SQL injection protection, and other OWASP best practices. They should understand how to use Identity framework or OAuth.
What is dependency injection, and how is it implemented in ASP.NET Core?
The candidate should explain dependency injection as a design pattern to achieve loose coupling and better code management. They should know how ASP.NET Core implements it via built-in support through the IServiceCollection interface.
How do you handle exception logging and management in ASP.NET applications?
Expect an answer about using tools like Serilog, log4net, or the built-in logging framework. They should mention try-catch blocks and global error handling via middleware for catching exceptions at a single point.
What is the role of middleware in ASP.NET Core?
Middleware is crucial in handling requests and responses in the ASP.NET Core pipeline. They should mention how middleware components are used to process requests and responses and can be added in the Configure method in the Startup class.
How do you approach debugging an ASP.NET application that's not performing well?
Look for candidates who explain a clear, methodical approach: profiling the application, checking logs, reviewing code for inefficiencies, and using tools like Visual Studio's diagnostic tools. They should demonstrate analytical skills and a familiarity with ASP.NET’s ecosystem for identifying performance bottlenecks.
Can you describe a difficult problem in an ASP.NET project you worked on and how you solved it?
Seek candidates who can clearly articulate a challenging issue they encountered, such as a complex bug or performance issue. They should describe their thought process, the steps they took to resolve it, and the impact of their solution, showing both technical skills and initiative.
What steps do you take when you need to integrate a third-party service in an ASP.NET application?
Good candidates will discuss researching API documentation, understanding integration requirements, handling authentication and error management. Look for their ability to foresee challenges and their problem-solving method, revealing their experience and foresight in integration tasks.
How would you handle a situation where different modules of an ASP.NET application are not communicating effectively?
Listen for candidates who talk about tracking inter-module dependencies, using logging to diagnose communication issues, and understanding the architecture. They should have a structured approach to diagnosing and solving component interaction problems.
Describe a time when you had to optimize a database query as part of an ASP.NET project. What was your process?
Candidates should mention analyzing query performance, using indexing, query restructuring, and tools like SQL Profiler. They should demonstrate a deep understanding of how database performance impacts ASP.NET applications, showcasing their analytical and technical expertise.
Can you describe a time when you had to communicate complex technical information to a non-technical team member?
Look for how the candidate ensures understanding, their ability to adapt communication style, and how they verify that the message was received correctly. This demonstrates effective communication skills.
Tell us about a time when you worked with a team to meet a tight deadline. How did you manage stress and maintain productivity?
Listen for examples of prioritization, teamwork, resilience, and keeping a positive attitude under pressure. This indicates good stress management and team collaboration.
Describe a scenario where you had to give feedback to a peer or team member. How did you approach it?
Evaluate the candidate's ability to give constructive feedback, empathy, and openness to dialogue. This shows their capacity for leadership and fostering a productive work environment.
How do you handle disagreements within your team?
Assess whether they use active listening, remain calm, and seek solutions that satisfy all parties. Successful conflict resolution indicates strong interpersonal and teamwork skills.
Can you provide an example of a time you took initiative in a project?
Look for evidence of proactivity, personal ownership of tasks, and the ability to motivate others. This reflects leadership qualities and a forward-thinking approach.
- Poor Communication Skills
- Inability to Receive Feedback
- Lack of Problem-Solving Ability
- Consistently Missing Deadlines
- Unwillingness to Learn
