How to Hire a Software Developer

How to Hire a Software Developer

Building the perfect team for software development isn’t just ticking off technical skills on a checklist. It’s not merely about individual virtuosity; it’s about orchestrating a harmonious ensemble that can innovate and collaborate. That’s why the hiring process must be a deliberate quest to find developers who possess the requisite technical skills and resonate with the company’s culture and vision for the future. Because having a clear vision of what you want your company to be in the future might be more important than what you want now. Over time that vision will change. Your company is not the same as the one that you started. At first, the limited resources you had restricted the goals of your business.

To achieve this future goal, a forward-thinking team is a must-have. This team will not be content with resting on past accomplishments; they’re constantly seeking ways to innovate and adapt to emerging trends. By recruiting developers who are not only competent but also curious and adaptable, you can future-proof their teams and stay ahead of the curve.

Think about it: having a team that can navigate ambiguity and embrace change is gold. Cultural fit is just as crucial as technical proficiency. When team members share common values and a collective sense of purpose, they can synchronize their efforts to achieve extraordinary results. This is where the importance of knowing how to hire a software developer comes into play.

Over-the-shoulder view of a software developer working on a laptop with code visible on the screen

Rigorous Screening

Having a huge stack of resumes, each one representing someone who wants to join your team is like searching for a needle in a haystack – you need to thoroughly review many applicants to find the right person for the job. For example, at CodingIT we often deal with over 500 applicants for a single open position. It’s no easy task to reduce the number of candidates to get the best of the best when you have many developers with the necessary skills, experience, and personality to succeed in the role.

This screening process involves carefully examining each application. Meticulously reviewing every resume, looking at the person’s qualifications, work history, and how well they might fit into your company culture. It’s a time-consuming task, but absolutely necessary to ensure only the most suitable individuals move forward in the hiring process.

Avoiding Poor Hires

Imagine putting a lot of time and money into hiring someone, only to later realize they aren’t a good fit for the job. This can cause big problems, like lower productivity, unhappy employees, and even hurt your company’s profits. In the book Who: The A Method for Hiring, the author Dr. Geoff Smart mentions that the average mistake during the hiring process can cost up to 15 times the base salary of an employee in productivity loss and hard costs alone.

We have all made mistakes when hiring someone. It happens. You might have a wonderful candidate, but you may not connect with them as well as you would hope. A bad hire can happen due to a lack of cultural fit, poor performance, or even deficient evaluations in interviews. A developer can be very competent but not having a good set of soft skills could impact their productivity.

Skill Tests and Language Proficiency

If you are wondering how to hire remote developers, evaluating a candidate’s technical skills and language abilities becomes extremely important. Especially for jobs that involve working with many different international clients. Starting the hiring process with careful technical tests before any interview could be an interesting approach. You might find that this way only the candidates who are really invested in the job offer will continue with the process. The order of factors does indeed impact the result.

By creating assessments focused on the relevant technologies, you can determine if candidates are suitable for the role and set clear expectations from the start. In the case of a test with a limited amount of time to complete you can easily identify candidates who don’t just understand the concepts, but have practical experience using the tools and frameworks needed for the job.

For those of us who provide nearshore software development services, potential hires should also demonstrate excellent communication abilities since they would be interacting with clients. You want someone who is confident and knows how to make themselves clear in a second language. Focusing on both technical proficiency and interpersonal skills throughout recruiting allows us to build a diverse, high-quality team that can effectively serve the varied needs of our partners.

Two male software developers engaged in a collaborative coding session

Evaluating Proactivity

In technical roles like engineering, being proactive and independent is really important. Candidates need to show they can make decisions on their own and solve problems well. But no test reflects proactivity accurately. Looking at how candidates take initiative and work independently helps find the right people for the job. Proactive developers don’t just react to things; they actively look for ways to make things better and come up with new ideas to help the company keep improving while making their jobs easier.

Being able to handle unexpected problems and find solutions quickly is a key trait of a successful software developer. Candidates who show they can adapt and bounce back when things get tough are likely to do well in fast-changing and busy workplaces. When a company is choosing candidates, they should test how good they are at solving problems by giving them real-life situations or examples that are like the challenges they would face in the job.

We also value those who are ready to do the work. This level of commitment comes after years of experience. Having a team full of Senior developers gives you the tranquility that they will deliver. They are autonomous and don’t require you to hold their hand and show them the way. This can be easily recognizable when looking at the managing team. A competent group of developers doesn’t require constant reminders to fulfill their responsibilities.

Customer Satisfaction Measurement

The client dictates if things are being done correctly. That is almost always the case. Sure, after we hire a remote development team we can confirm their skills and their fit with our company, but they need to be a fit with the customer as well. They are the ones who can see what the developers have been doing and how well they are performing.

A popular tool to check their satisfaction is Net Promoter Score (NPS). With it, we can check how satisfied they are, if everything is working correctly, how the developer is performing, and if they would recommend us to other companies. However, it is not the only way. You can use surveys, feedback forms, online reviews, social media analysis, and interactions with customer service among other things. 

At CodingIT, we have a particular approach when starting a developer in a new project. Pablo Sosa, our Chief Strategy Officer, believes that everyone needs to know what’s expected right from the start. So, he thinks that developers should set the local environment during the first week and start developing during the second week of the project. A small task at the beginning that doesn’t need to be 100% relevant to the project.

“This way two things will happen. You will start getting results and added value from the developer. And they will be doing what they know best, what they want to do: developing,” he said. “Learning the whole project could take a long time. During that initial period in which both the client and the developer spend hours talking and following tutorials, there is not much that anyone is getting out of the arrangement. It’s more effective to start on some related work and learn about the project along the way.”

In-House vs Outsourcing Software Development

In the pursuit of building the perfect software development team, you may face a strategic dilemma: should you hire in-house developers or outsource them? This decision has big implications for the company’s future.

Having an in-house team allows for a strong team culture and smooth teamwork. When team members work together in the same place, communication is easier, and they share a common goal. This setup encourages creativity and problem-solving as team members collaborate and share ideas.

On the other hand, outsourcing has its benefits too. It gives you access to a global pool of talent, allowing your business to find specialized skills that may not be available internally. It can also be cost-effective, as it taps into competitive labor markets and avoids the expenses of maintaining a large in-house team. When you partner with a Fractional IT Team, you avoid setting fixed costs such as training fees, wages, and perks. This simplified team structure cuts down on operational costs, giving CTOs the flexibility to distribute resources wisely, investing in projects that offer substantial business expansion and a competitive edge.
CodingIT is here to simplify your software development challenges. We have a team of experienced developers who can adapt quickly and produce tangible outcomes from the start. Our professionals are prepared to dive into your projects and provide the support necessary for success. Reach out to us, and make sure your projects have the resources needed to triumph.

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