5 Steps To Find The Right Software Developer For Your Startup
Many startup founders who start with a strong idea know that the success of the startup rests upon the strength of its team. We have all heard stories about how a weak team member brought down the entires business. The same holds true for a developer. A weak developer could slow down your product launch and demoralize other team members.
So how can you ensure that you hire the right software developer for your startup? The following are the five steps to keep in mind while recruiting
The candidate has experience in areas that other team members lack.
As software skills are varied with different skill sets required for both front and backend, you need to identify the areas where the team either lacks a skill entirely or requires an extra hand. Once the required skill set has been identified you could proceed with interviewing the candidates.
Can the candidate be vouched for?
In other words, you know him or know someone who knows him. You could get feedback and form an opinion about the strengths and weakness of the candidate. This could be a lifesaver in some situations and could weed out potentially weak candidates before the first round itself.
Can the candidate start at a lesser salary or equity?
Startups are partnerships. Money is the lifeline and most founders spend it judiciously. It could be necessary that the candidate works for a lesser salary in lieu of equity. If the startup is solid and succeeds, all team members benefit when they cash out their stake. This also motivates employees to perform their jobs as they understand that their efforts could translate into a lucrative payout in the future.
Do they like your product?
Many candidates may be using your product and could be fans. Such candidates could become good employees as they like using the product and be invested to improve it for the world.
Contracts vs Full Timers
You could start out with hiring candidates on the contract and then moving to full-time later if they have proved themselves on the job. You also may be able to hire candidates on a part-time basis who are good at what they do. It’s also safer than taking the chance of a full-time employee who may not deliver.
The Hiring Process
If you have shortlisted some qualified candidates, they could be called for an interview and the hiring process could start.
Following the interview, do some fact-checking and a background check on the candidate. If all goes good hire the candidate. Once that person has been considered, give him or her tests. Start with a smaller project and work up to larger tasks. During these tests, you can see how the prospective hire communicates with other team members and handles pressure, and whether he or she can actually get the job done.
Let’s say the candidate passed your tests with flying colors and has become a part of your team. Does that mean everything is all said and done? Not really. Once that employee has been hired, you want to do some post-hire assessment. This means having strategies in place for training, promotion, and career development. These would serve as incentives for your team.