How to Find a Developer for Your Startup!

Do you know, you need only three things to build a successful start-up: innovative professionals, product/service your clients actually want and minimum cost spent. 

In the world that keeps running on code, developers certainly rule. Without innovative experts, it is not possible to build a good product/service.

As your startup begins to cultivate, every new hire fundamentally changes the company’s DNA and it becomes important to take a strategic and systematic hiring approach.

It is very important that you have the right people in the right roles. 

Every start-up founder knows that there will be obstacles but some issues come as a great surprise.

This is maybe because you didn’t anticipate them, you didn’t have the resources required to address issues properly.

If you are one of the startups looking for developers, you will be familiar with many challenges.

Start-up hiring challenges

1) No hiring expertise

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Certain skills are important not only for your business to survive but also for growth.

Start-up or small companies usually struggle as they have lack of knowledge, resources and hiring time.

They don’t have a dedicated in-house recruiter having the right hiring expertise and experience.

With this, finding the right people for the open position becomes difficult.

Knowing the exact skills required and how to find startup developers will determine how well your start-up thrives.

2) Not an established brand

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Small companies have just started so they don’t have any brand reputation. This is one of the reasons many don’t trust them.

People are not willing to take risks and work for a startup. You have to build a brand presence to make others realize your company’s potential.

3) Unrealistic expectations

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Success always brings expectations with it. The startup faces a major challenge when they set unrealistic expectations.

Sustainability is the name of the game and it requires consistent efforts. Well, you have to keep a view of the resources available, extent the potential growth and other factors.

4) Lack of planning

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Many start-ups falter as they forget to plan. Or maybe they did but were unable to cover everything.

You should be flexible enough to cover the key areas like sales, development, staffing, skills shortage. Get all the details right, no matter how small.

5) Time Management

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There is never enough time. There are millions of decisions to be made but there are many tasks to be accomplished. However, prioritize decision making.

Evaluate what is important and what can be postponed. Give a deadline to every task so that it is completed on time. 

6) Unable to offer competitive salaries

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Start-up salaries are lower when compared to established organizations for obvious reasons. This is one of the reasons it is hard to compete with big brands.

Why would the best of professionals come to work for your company instead of a well-known organization that offers a much higher salary?

From the aforementioned, we will be finding the solution for hiring challenge in general.

How to attract and find developers for your start-up?

According to LinkedIn’s research, the company’s culture is one of the main reasons for changing jobs.

When there are so many challenges in your way to hire developers for startups, how will you get the best talent?

Don’t fret, we will help you with it.

Great employees, especially the ones having strong technical skills, are challenging to come by. In this fiercely competitive world, the team having the best players is the one that wins.

So, if you are a small company who doesn’t have money for extracurricular activities or a gourmet cafeteria, this is how you can still attract and hire a programmer for your startup:

1) Communicate your organization’s culture effectively

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Undoubtedly, start-ups have a different company culture as compared to established brands.

This turns out to be great for many. Working in a start-up company is always dynamic, interesting and exciting.

There is always a possibility to make a difference as there is a friendly, relaxed atmosphere where everyone is known to each other.

So, communicate your company’s culture on social media networks while you are finding programmersfor your startup.

2) Do small things to stand out

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Remember you are competing with larger companies so you have to do something no one expects out of a startup company.

Maintain a blog and update posts.

Conduct seminars, events, office get-together and upload on the internet.

3) Use the updated technology

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Everyone is always excited to be working on new technology. Being a start-up, it is difficult to incorporate the latest tech but it is not that challenging.

Stand out to those who are willing to work with it and make them realize that you are giving them an opportunity to be a part of something big.

4) Partner with colleges

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Fresh college graduates can be a great addition to your startup. They are enthusiastic individuals who can be molded like clay in the right direction.

Evaluate their skills and initially offer them an internship. Make them permanent if they continue to perform exceptionally well. 

5) Emphasize on your product

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Many developers would love to work for any startup organization that has an interesting product. They also look for personal growth.

However, you have to ensure that you portray your product in a way that it looks unique.

6) Flexible working conditions

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A Deloitte survey of 1000 employees displayed a lack of flexibility is one of the major reasons a millennial would quit their job.

Most of the big names have very strict work policies as well as rules. Startups are way more flexible. They have flexible working hours and the possibility to work remotely. 

4 Basics to Build the start-up recruiting strategy

Every team member should have a well-defined role and responsibility. The team leader should designate every team member their respective tasks regarding the project and then they are accountable for the deliverables.

There should always be a sense of shared responsibility to achieve the mission of finishing and deliver a quality product.

Your start-up recruiting plan should have four basic parts:

  • Clearly defined roadmap: why, when, where to find software developers and how to move ahead with recruitment.
  • The mission statement for every role: Attracts candidates that are aligned to the business vision.
  • Detailed job description: It should include KPI and a good understanding of what is required of the role and how it will contribute to the business.
  • Clear interview process: Candidate should know what is to be expected of the entire experience.

What should be the ideal team size of your startup?

You finally have a startup. You have put in a lot of hard work to reach here and bring the idea into life.

As a cumbersome and tiring process of hiring is, it is still very important. After all, you will be having team members who are your prominent differentiating factor for the upcoming years.

The first hired are the backbone of the organization. Are you clear from where to find programmers?

Have you ever thought about how many web or app developers you should hire for your startup?

How many members should be there in a team?

You may be confused as to how many developers you should hire for a project initially with the limited budget that you have.

Well, there should be only 4-6 employees initially. Yes, here they are!

a) The CEO/Founder

This is not technically a hire. You are the CEO or founder of your company, so look for every single opportunity that helps in making the company grow.

Your major responsibility is to interact with clients and ensure that your team is building a product your clients actually require.

Effectively communicate everything to your employees so that they can work develop dedicatedly.

b) Front-end engineer

Look for a programmer who has coding and product chops. HTML and CSS should be considered requirements, but it is great if they have UX experience or design skills.

c) Back-end engineer

A back end developer who also knows how to set up the system, establish hosting, picking programming languages, designing the first version of the website.

d) Marketing manager

Hire a marketing manager who can draft emails, writing portfolios, interact with clients and has business analyst skills as well.

They should have a good hold on the English language so that they can write compelling content. He should also be held responsible for all the social media and other marketing techniques.

You have to basically look for an all-rounder team player who is also a de facto office manager.

Quality analyst: When you have a product or software developed, removal of bugs is necessary. A quality analyst aims to help create quality products by preventing defects.

Other considerations

Graphic designer:

It is not necessary to hire a designer, rather hire a developer for a startup who has an understanding of the designing.

Full-Stack developer:

You may have thought about hiring a full-stack developer but it is challenging for you as they are highly paid. Plus, front end and back end developers have expertise in their respective fields so they are better.

Hope you got the answer for how many developers does a startup need?

How to prepare your start-up for early hiring?

There isn’t a one-size-fits-all solution for early-stage hiring. So, before you start looking for an early-stage candidate, know needs as a company and value you can offer to the applicants. Without these guiding principles, it will be challenging for you to hire.

Your needs are tricky right-now. But, at a later stage, you will be having a concrete growth goal and initiative requiring new hires. Right now your requirements are based on funding.

Looking for programmers? Consider these traits before you hire:

Before hiring developers for a start-up, you should know what traits to look for.

Recruiting, hiring and interviewing techniques are to be adopted to the business size, culture, location, job responsibilities, and various other factors.

Hiring the right developer requires marketing and sales techniques to pique the developer’s interest. 

How to Recruit Software Developers in your startup?

Working in a start-up has minimal supervision, quickly getting adapted and multi-tasking. Considering the work peculiarities of a startup, consider the below-mentioned characteristics of a developer before you hire:

a) Multi-tasking abilities

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In order to function properly, a small company having a limited number of employees should have people who can multitask. Hire startup programmers who are willing to take on duties and responsibilities.

b) Curiosity

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Curiosity is in great and generous minds, the first passion and the last.- Samuel Jhonson

This also applied for programmers. IT pushes them to learn new languages, experiment and look for new solutions. Find an app developer or web developer who is full of curiosity and enthusiasm. 

c) Flexible

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In order to quickly adapt to the market changes, it is important to hire candidates that are flexible and adaptable.

When you are looking to hire someone to build an app or software, he should understand how to integrate with different technologies.

d) Willingness to grow

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If everything is according to your business plan, your small start-up will experience exponential growth. This is the reason why you should have candidates that have the willingness to learn and grow with your company by taking on new responsibilities and tasks.

e) Business objectives

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Set clear and attainable goals to ensure that everyone in the team knows what they are aspiring. Every team member should have a sense of shared responsibility regarding the layout and technical aspects of the project.

f) Efficient communication

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Make sure there is a healthy communication environment where each member is comfortable in sharing and expressing ideas, issues, and opinions.

A team having good communication solves a problem at a faster pace and enhance productivity.

g) Open-mindedness

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A good software developer is always open-minded. Look for someone who is ready to change their opinion while having a discussion with the team thereby uncover new information. No individual is omniscient and anyone can suggest ideas. 

h) Data-driven

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It is more important to take decision-based on data rather than own preferences. It is very easy to be deceived by own judgment.

At the end of the day, software developers are a part of a business and they should know what is best for their business based on data and facts.

i) Accept criticism

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Hiring programmers who can take criticism in a positive manner is important. If someone in the team feels something is inappropriate and points out, convenience the person with your opinion or change accordingly.

After all, making a mistake happens to everyone. The best thing is to try to learn from them and avoid them in the future.

Look for talent in the right places:

Hiring good developers is challenging because many of them are already employed elsewhere and may not be on an active outlook for job opportunities.

Hire for attitude than experience

Experienced candidates may get attracted with the growth opportunities that come with working in a different environment.

Experience comes with expectations and these expectations are usually financial. If you want to combat this, hire developers for their attitude.

Technical skills are of course mandatory and they have to be evaluated. However, during the interview, it is also important to assess the candidate towards the role and the company as a whole.

Bonus Tips: 

a) Patience is the key

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When you are hiring in your startup, patience is the key to onboarding the right employee. You might have to go through a long list of candidates before finding the right one.

Don’t get carried away by the fancy resume ensure they are ready to give it all whenever required.

b) Hire on a contractual basis

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There might be an instance when you are impressed with the skill set of the candidate but you don’t have enough salary to offer.

In such scenarios, it is advisable to hire a dedicated developer or a team of developers by outsourcing your project.

In-house team vs Outsourcing: What is better for your Start-up?

As a start-up, you may face the dilemma of hiring in-house vs offshore developers. Reliable offshore developer platforms connect entrepreneurs and developers.

Because your business is in its initial stage, it is not advisable for you to hire a lot of people.

Therefore, it is recommended to hire an offshore development team for your projects. 

Here are the reasons:

a) Outsourcing is budget-friendly

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Hire offshore app developers or web developers who guarantee you the best work done at a good price.

With in-house staff, you need physical space to accommodate which is already an expense as a start-up.

You also don’t have to pay the remote developers for bonuses, perks, and other benefits.

Insurance and medical benefits increase the cost of payroll, whereas when you are with an offshore development team, they only charge you for the work they provide.

b) Highly trained and specialized

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Offshore programmers are highly experienced working in their field having a long track record.

Another reason why outsourcing is viable when the company looks for someone outside, they don’t have to invest in software, equipment or other supplies.

They provide you anything that is required. You just pay them the agreed amount and you will get everything. This helps in saving a lot of dollars.

c) Outsourcing provides easier and better talent acquisition possibilities

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There is a lot of time and effort that goes into finding the right talent for a certain job opening. A lot of things have to be analyzed since the developer would be a part of your rooster. 

On the contrary, hiring a development team that is in a different geographical location is a quicker option.

Thanks to different reliable platforms that have experienced professionals offering services in a diverse range of fields. Your start-up can take advantage as you can hire people from any geographical location.

In addition, you save money as the hiring cost in some countries is lower. You can rent Indian coders when the budget is a constraint.

Offshore development companies have the drive to succeed and have a good brand name in the market so that it is taken into account for future projects.

You only have to ensure that you rely on the best app outsourcing companies or software outsourcing companies

d) Cost efficiency

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Money does matter, especially when you are a startup. In the short-term contract,  you pay the vendor only once.

Plus there are bi additional expenses like training for a particular project or purchasing new hardware/software.

All you have to do is to choose the right country and find a reliable tech partner.

e) No recruitment hassle

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When you are working with overseas programmers, this advantage stands out. It is very difficult to build a team from scratch.

You not only have to find the right developers but also entice them with decent salaries and working conditions.

Why bother with all this when you can hire Indian developers having full range of services with risk management.

f) Get expertise that your team lacks

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One of the major advantages of having an offshore development team is you have access from the wide talented pool of experts.

A specialist from any country with expertise will eagerly start working for you if your offer corresponds to their expectations.

Outsourcing is always bundled with fresh ideas and creativity, so having offshore developers by your side is a good decision.

Recommended read: Things to Know Before You Hire Offshore Developers

Note: Make the most of your new hires

Once your team is assembled, the next step is to make sure they succeed.

Before they join your company, they should understand the working of the company and the hard work that entails.

Set clear expectations and tell them that their work will be challenging but it will payoff.

Ensure that your onboarding process is smooth

Once you have successfully made those first hires, lay groundwork for future success. Build your employer brand and loyalty will follow.

The first few weeks of the employee joining your team are the most critical ones to ensure the relationship will last long.

Make sure they don’t have to go through piles of paperwork and document submission. Have a planned framework for everything and help your new hire cope up with the environment.

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