Hire Developers
Quick tips to Find Developers for your Tech Startup Company
The initial days of any startup company is just like a small plant. One needs to take immense care and protect it from all the potential dangers — by providing all the necessities — till it grows and becomes a huge tree.
Even a small decision should be made by analyzing all the aspects that could impact your startup business. Therefore to give your startup company a strong base — great thought should be placed to take care of the organization and meet its needs.
These startups’ criteria vary from the obvious things such as — securing funding and formulating a business plan to less obvious yet important ones such as renting or owning a workspace and hiring a development team.
Finding software developers for your startup is crucial and pivotal to success in the project or overall business.
Here are some quick tips which would help you find a multi-talented and responsible developer for your startup.
How to start the developer’s hunt?
Job posting sites such as LinkedIn, Indeed, are the easiest place to start the process. You can add filters with the criteria of a candidate you want to hire. These platform are specifically targeted to people searching for work and those providing it. It also has the most effective and quickest search results.
In general, remote developers are much easier to find since you can draw from a talent pool worldwide. According to data, in 2020 (before arrival of COVID-19), more than 7 million people worked remotely in the U.S., or 3.4 percent of population.
Eventually, you can even meet some of the most talented and promising experts working in the industry by attending international conferences, expos, and hackathons. The chances are that if you speak to enough people, you will come across someone who is looking for this exact type of job or who knows an ideal candidate.
Look beyond the developer’s CV
Well, in our highly competitive world, no one wants to look inferior to others. Hence candidates mention things in their CV or résumés which they are not actually certified or skilled.
As per an employment screening benchmark report, 85 percent of employers caught applicants faking on their job applications. Almost every alternate CV’s you will come across only lists the major projects they’ve worked on, the university they attended, and their coding skills. Very few of them mention what they have performed in the actual development area.
Go beyond the initial screening phase to ensure you find the ideal recruit. Also, be fully aware that many developers can not have the right technical skills to perform the tasks you need.
Recruiters can tell by the depth of the answer whether the applicant is bluffing or by asking specific questions about the job experience.
Analyze their communication skills
It’s not just about coding. It’s about strong communication skills. One of the main qualities a good developer should have is communicating and explaining the challenges they might have and finding a common solution with other team members.
As an entrepreneur, your goal is your company’s success, and it can only be accomplished if your team works together.
In a business environment, strong communication skills are very vital. A good programmer should correctly identify the problems at hand, evaluate them, and propose the right solutions consistently and straightforwardly. To promote the smooth running of the startup business, developers should also share their expertise with the IT department.
Ensure they fit your business culture
There’s no place for a bunch of massive egos or butting heads working in a startup. While skills and technological competence still rank highly in the minds of companies recruiting new developers, other qualities should also be taken into consideration before signing on the dotted line.
Teamwork is a huge part of getting your organization off the ground; as soon as they step in the door, you won’t want an individual with an attitude problem or anyone who does not play well in a team that causes upheaval.
Most likely, in terms of branding and the path you are looking to go, you will always find your feet, and the last thing your company will need is a developer who feels they know better to call all the shots and change the course of your competitiveness and development.
Is it viable to hire a developer if the startup doesn’t have CTO?
If you’re tech-savvy, then hiring a developer would not create a problem as you’ll easily manage them. But if you’ve little or zero knowledge about software technology and don’t have a CTO to look after and manage their work — then it would make your time difficult.
During such scenarios hiring CTO is a good option, but this would be heavy on your pocket. Hence another viable option is to outsource the tech side of your startup business fully. This means every small to big things related to software or technology will be taken care of by the outsourcing company.
The full-service software development firm will give you a bundle of a CTO + a developer team’s advantages. The big question here is whether you should go to an IT consultancy locally or overseas.
This is a similar issue to the (remote) decision of in-house vs. freelance. Going for an offshore developer could save you a lot of money if you are based in an expensive-to-live location (North America, Western Europe, etc.).
However, if you live in India, China, Eastern Europe, or any country with a robust IT industry presence and lower living costs, it is recommended to go for a local business.
Take your time before hiring
As mentioned in the beginning, any wrong decision for a startup company can be disastrous. Once your business starts going, the challenges and complexity will eventually increase, but it will then have the capability to overcome those hurdles if your base is strong (your team).
Therefore it’s strongly recommended investing more time till you get the best individual (developer) –who’d be able to resolve issues during tough times.
The more time you analyze and explore the developer, the better class, and quality of candidate you’re likely to get.
