How to Hire Developers for a Startup: Founder Guide
Updated May 31, 2023
Days ago, Instagram and WhatsApp messengers were startups, but now they are the most downloaded apps in the world. Creating a digital product requires an idea, finance, and a strong team.
While the first two points are clear, finding the IT development team is a complex step-by-step process. In this article, we will share our recommendations and provide instructions on how to hire a programmer for a startup.
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Preparing to Search for Developers for a Startup
The idea of the project
When you’re thinking how to hire a developer for your startup, the first step is having an inspiring business idea that would be attractive to your future employees.
Each industry is different. For example, digital healthcare products must comply with all requirements to protect confidential patient health information – read healthcare app ideas for startups. Try to find enticing nuances in your project.
Key preparation steps are:
- Create a how-to plan and interface layout for the future IT product.
- Draw up user path and required functionality.
- Set a budget and timeline for each step in creating a digital product.
Startups begin with creating MVP versions. For them, it is enough to list standard functions like registration, personal account, notifications, and chat. Then, having made a skeleton of the project, a founder can understand what specialists are needed.
You must select an operating system (iOS or Android) for the mobile applications to search for appropriate developers.
Kinds of Programmers to Hire for a Startup
Hiring software developers for a startup is a very responsible and challenging task as you have to select the right ones. Some work with back-end tasks, while others work with front-end tasks.
An IT architect: Designs software to reduce the risk of errors, missed deadlines, and overstated budgets. This specialist chooses between a boxed or custom solution, monolithic or microservice. The Architectural Committee is a team that includes the most experienced Back-end, Front-end, and Mobile developers.
The back-end developer: Works with the software and administrative part of the web application, the database, and the internal content of the system. In addition, he delivers the website functionality and its computational logic.
The front-end developer: Takes care of the UI, navigation, and transitions. He turns the design layout into HTML and speeds up the website.
Kinds of Technology Stacks on the Market
The team of developers for a startup must know the necessary technologies and frameworks.
To hire developers for a startup, discuss with your IT staff the technologies needed to create a digital solution. Also, select the architecture type, which depends on the product: monolithic (CRM systems, Internet portals) or microservice (marketplaces, social networks, mobile banks.)
Hiring Options to Utilize
To get the most out of your development team, you need to know how to hire programmers for a startup in the way that serves your needs best.
Outsourcing Company
As Statista reports, the size of the IT outsourcing market was $66.52 billion in 2019. The method suits a large project requiring a close-knit team with different IT specialists (designers, testers, etc.)
Such companies can demonstrate their best sides by showing case studies and lists of famous clients. In addition, they provide experienced employees with new ideas and guarantee to get the job done. However, problems with time management in different time zones and legal nuances can arise.
Freelancers
Upwork predicts that 73% of all teams will have remote workers by 2028. This method has gained tremendous popularity due to the pandemic and globalization. Freelancers get paid for the results of their work. They are not on the staff and do not go on sick leave or vacation.
As a rule, freelance developers are cheaper than permanent IT specialists. However, the main disadvantages of this option are
- problems with trust and communication,
- no product quality guarantees, and
- the freelancer’s inconsistency (working on different projects).
Official Еmployment
A conventional option is used in large companies but is only sometimes suitable for startups. The job of a new professional is regulated by national legislation and requires many documents.
The hiring company must cover tax payments, medical insurance, and vacation pay. In addition, HR and line managers must control employees. The advantage of this approach is a developed corporate culture and prescribed job responsibilities for each team member.
Online and Offline Search Resources
Reputable platforms with a wealth of talent can help you find programmers for prototyping, MVP, and the entire product or website.
Freelancers’ habitats are:
Special agencies and online platforms for hiring freelance specialists will also help you select a team. These platforms provide a wide reach and allow you to connect with a diverse pool of candidates, making finding developers with the specific skills and experience you’re looking for easier.
To find an outsourcing company, you can use Clutch.co. Its tools allow checking customer reviews.
Another option is looking for representatives of IT companies at specialized conferences.
Some less-beaten online search sources are message boards (AngelList, Stack, Mashable, CrunchBoard, TechCrunch, and GitHub).
Dmitriy StepanovCo-founder and CTO at Glorium Technologies
Offline sources are referrals and networking through personal and professional connections, attending career fairs to meet potential candidates, collaborating with developer boot camps and coding schools to connect with skilled graduates, and engaging with recruitment agencies specializing in technology talent. Offline resources help you establish direct connections to find the right developers for your organization.
Obstacles to hire Developers for Startup
Hiring developers for startups can pose various challenges, particularly in the competitive landscape of the US software market. Startups often face obstacles such as fierce competition from established companies, a shortage of skilled developers, and the need to attract top talent despite limited resources and brand recognition. Navigating most obstacles requires strategic recruitment approaches, effective employer branding, and the ability to offer compelling opportunities that resonate with developers seeking dynamic and impactful roles in the startup ecosystem.
Budget Constraint
A limited budget can be a significant obstacle for startups when hiring developers. Startups often operate with tight financial constraints and may struggle to offer competitive salaries and benefits compared to larger, well-established companies. This can make it challenging to attract and retain top-tier developer talent who have high demand in the market.
Building a strong company culture and providing equity or profit-sharing options can compensate for limited financial resources and attract developers who value the entrepreneurial spirit and long-term potential of a startup.
Lack of Local IT Talent
Not a long time ago, it was hard to get any software developer, let alone a great one. Yet, in recent years, the tables have turned. Still, not having the right talent in your area can be a nuisance when putting together a close-knit team.
If you’re a startup looking to bring in talented individuals, don’t limit yourself to just one geography. There are plenty of talented people out there, and it’s easier than ever to assemble a top-notch team that can drive your success if you consider other countries and continents.
Management Overload
Usually, a startup founder takes on multiple roles, such as HR manager, accountant, and developer. However, this can leave them less time for important tasks such as interviewing and selecting employees. As a result, most founders turn to resources like LinkedIn to post job ads to attract talented candidates.
Unfortunately, some developers may hesitate to join a new company due to a lack of trust. During virtual interviews, showcasing the workplace and presenting future products are essential. You can also introduce the candidate to the team members. The ultimate goal is to convince the candidate of the work prospects and the stability of the project.
Less Enticing Reputation
Startups have limited budgets that complicate issuing bonuses or pay increases. Getting an offer from big companies like Skype, Google, or Apple is much more prestigious for candidates than working on a no-name digital product.
How to lure programmers over to your side? Get them interested in the product, show the prospects in figures, and give them freedom. New ideas can appeal to users and repeat the success of digital products from Meta and other giants.
Steps to Hire Programmers for a Startup
The process of hiring programmers can be overwhelming, especially for startups with limited resources and competition for top talent. We will walk you through five essential steps to streamline your recruitment efforts and increase your chances of attracting top-tier programming talent.
Set Precise Requirements for the Candidate
To ensure a successful hiring process, the first crucial step is to voice the soft and hard skills requirements for the candidate who will join your startup’s programming team.
Hard skills: check-list from Glorium Technologies specialists
Decide the following:
- Programming language: JavaScript, HTML/CSS, SQL, Python, Java.
- Mobile or web application development: iOS, Android, or SaaS platform.
- Qualification level: Junior, Middle, or Senior.
- Personality characteristics: self-organization, stress resistance, hard work, creativity, etc.
If you are looking for an iOS developer, knowledge of Objective C, Swift (the basics for creating applications), and Xcode IDE are mandatory hard skills.
Android developers must be proficient in Kotlin and Java and have experience using Android Studio, an IDE for Android applications.
IT developers who build cross-platform apps need to know one of the frameworks: React Native, Flutter, Ionic, Xamarin, and NativeScript.
Back-end developers must have experience with Java, .Net, Python, PHP, or Ruby and work with code version control tools.
Finally, front-end developers must be fluent in JavaScript, HTML/CSS and know how to prepare website layouts.
When hiring, create a portrait of your perfect prospective employee. Put in all hard skills, then add the soft skills and anything that would help your new hire to fit into your team and the project. When you have your detailed vision, turn it into an ad for job seekers.
Conversely, you must create an appealing vacancy description to attract candidates. Developers tend to see startups as less reliable employers, so it would be great if you could overcome this stereotype by giving a transparent offer describing the position in detail.
Anna StasishynaHR People Partner, Glorium Technologies
Explore the Portfolio, Experience, and Availability of a Candidate
Startups need developers who know the required technical stack and look for non-standard and new solutions. A developer’s portfolio, test assignments, and feedback from past clients/employers will help validate the developer’s experience.
If you are not a technical expert, ask the IT professionals to rate the portfolio of a potential teammate. You can also check reviews for a software developer’s work if they have a profile on a platform like Upwork, though not everyone is there. The most effective way to do background checks is to request a reference from two most recent employers. If you can describe your product, explain its value, and expand your business vision, it will be easier to get better candidates to reply.
Anna StasishynaHR People Partner, Glorium Technologies
When hiring software developers for a startup, an important part is to check the candidate’s availability. Working remotely is extremely common in IT, yet you need to know all details to set it up and sync with the rest of the team and the client. You’d want to know the candidate’s country of residence, the hours they can be in touch, their wifi speed, and their co-working experience with previous teams.
Fill in the Questionnaire over First Interaction
When you’ve had the first contact with the potential candidate, prepare for the first interaction. Usually, this is a make-or-break point, where you will decide if you are eager to move on with this person or must keep digging through resumes.
To make sure you are not missing anything, have this checklist at hand to streamline the process. This is especially helpful when meeting several candidates in a row.
If a candidate has made a good impression on you, it’s time to schedule the next interviews with the technical experts and team lead.
Invite a Candidate for a Thorough Interview
When hiring a developer for a startup, the technical interview is a total must-have. This is when you will focus on the set of hard skills and the programmer’s ideas about the project’s future development.
You’d want to have the tech expert from your side running the interview. It can include coding exercises, system design discussions, algorithmic problem-solving, or combining these elements.
During the interview:
- Focus on real-world scenarios relevant to the IT specialist’s role.
- Ask open-ended questions, encourage them to walk through their thought process, and articulate their approach to problem-solving.
- Encourage code demonstration by solving problems on a whiteboard, using a code editor, or sharing their previous coding projects.
- Evaluate system design skills, and discuss the different components, architecture choices, and potential trade-offs in their design.
- Allow collaboration and communication. IT specialists often work in teams, so assess the candidate’s ability to collaborate and communicate effectively.
Remember to conduct technical interviews in a respectful and supportive manner, allowing candidates to showcase their skills to the best of their ability. By following these guidelines, you can effectively evaluate the technical competence of IT specialists and make informed decisions during the hiring process.
Assess the Employee’s Ability to Work During Probation
After onboarding your new hire, give the employee tasks gradually, correcting mistakes at the initial stage. Introduce the programmer to colleagues and assign an experienced technician to supervise the newbie. Define remote communication methods between team members and set fixed working hours.
Virtual work makes it difficult for candidates to understand the corporate culture and internal relationships. However, adopting a positive, inclusive attitude fosters business development. For example, the Korn Ferry study shows a direct connection between highly engaged and capable employees with the growth of company profits.
TL; DR: How to Hire Developers for a Startup: Basic Guidelines
Follow these simple steps on how to find software developers for a startup.
- Create an attractive and detailed job posting. It should describe the benefits of a startup to the programmer. For example, “You are getting a unique experience developing an application based on augmented reality.”
- Welcome new employees early on. Send the candidate a video tour of the office and suggestions for career growth. Introduce them to coworkers and tell their stories to keep their future colleagues interested.
- Calculate the project budget. Base it on the project duration and salary of the employees. Outsourcing services can be more expensive than freelancers. But if you engage a team of specialists, you may avoid the added costs of revision, bug fixing, and retesting.
Consider the complexity and importance of specific technologies for your startup. These factors determine the need for hiring in-house developers, an IT development agency team, or freelancers.
Congratulations, you are now ready to go out there in search of your new employee!
