Developers are in-demand, from startups to large government agencies and everything in between. No matter the size of your business and budget, or the requirements of your projects, developers with the desired skill sets can be tricky to find.
We’ve broken down the process of finding the right talent into 6 simple steps. Read on for a bonus step at the end that will help you speed through this process.
Once you know what you need you can move on to step 2.
Scoping your project means a few things.
Step 2 is all about project management, and if you don’t have a dedicated project manager – answering the above questions is a good place to start. This is also the time to start talking about what your user needs and what their experience will be. In addition to dedicated developers you may also need designers proficient in tools like figma to build out the wireframe for your product.
With hiring trends fluctuating between great resignations, layoffs, and the continued wave effects of the general workforce moving more to remote models – culture is a massive aspect of what attracts potential talent to your team. This looks a bit different depending on where your company is in its growth.
Depending on your capital/funding, startups are usually the companies with constrained development budgets. These are the organizations where everyone on the team wears multiple hats – so finding full stack developers with a variety of experiences is a good tactic to take vs. focusing on specialized talent.
Startups are attractive for a few reasons like getting in on the ground floor of something, working with a smaller tight-knit team, and having more crossover between your senior leadership and general workers. Startups have a reputation for being idea factories with a lot of fresh energy.
When looking for dev talent for your startup consider:
When hiring talent for your startup projects remember, you don’t have to find full-time talent to create full-time solutions.
Congratulations! You’ve scaled up and are now building the foundation to grow exponentially year over year. Now that you’re a larger company your needs and motivations may have changed.
Midsize businesses hover between the pressure cooker environment of a startup, and the well-oiled mechanics of an Enterprise company. This is the phase of your business where you really start to define your culture – and the majority of that is done through the growth of your teams and in how you communicate internally.
Midsize businesses know that ease of use and adaptability are two of the most important user-facing functions. So developers need to be adept at scaling websites and updating applications to keep use consistent despite provider updates and changing landscapes. This means hiring devs that are:
The enterprise level is maybe the most attractive to talent – perks like stipends for office setups, company equipment, travel, and enticing paychecks are all huge selling points. At this level, needs start to get specific so your dev requirements will likely be 1) more specialized, and 2) more likely to be short-term and project specific – especially if you already have a substantial dev team to manage your daily growth and needs.
We’ve touched on this a bit with our company size breakdown above. When hiring, you need to know if you’re looking for temporary or for full-time – these decisions will determine where you go to find your devs, be it specialized slack communities, freelance or gig-economy sites like Upwork, or job boards and recruiters.
Regardless of your answer to step 4, one of the biggest hurdles in the hiring game is making sure the people you interview, and eventually hire, can actually do the job. The ease of this step can largely depend on where you are in your growth. For startups, this step can be challenging because often there is no dedicated HR or recruitment team to evaluate candidates.
Larger companies have structured recruitment and interview processes complete with background checks (that can be pricey) and other validators that help vet incoming talent. The processes between hiring fulltime and contract differ in terms of payment and also management – which can put strain on smaller teams.
Once you’ve hired your talent, you have to keep them around. Transparency is the best tool here – during the hiring process set clear expectations and accurately convey the culture and current state of growth of your company. Less surprises = less turnover.
Communication is also key here. How does your team communicate internally, and what is your onboarding like? We’ve got some good retention tips here to help you out – especially if you’re new to working with growing or augmented teams.
Hiring the right team is a full time gig. Maintaining that team is a full-time commitment – and the requirements change as you grow.
Want to skip steps 1-6? Explore Staff Augmentation with TECKpert for a faster, focused solution. No long-term commitments, unlimited scalability, and a support system for managing your augmented team and executing your goals.