How to Attract Software Developers | DistantJob - Remote Recruitment Agency
Hiring & recruiting developers

How to Attract Software Developers

Ihor Shcherbinin
VP of Recruiting at DistantJob - - - 3 min. to read

One of the keys to attracting software developers is as simple as asking yourself why should a software developer choose you? Interestingly enough this question makes it easier to understand what it is that makes you stand out from the crowd. Try to look for an answer to why would you leave an opportunity with a tech giant and go for a relatively small setup if you were a software developer?

Eventually, everything boils down to the “What’s in it for me?” question. Answer this for them, and you win. This takes a little bit of a sales strategy. Imagine that this software developer is your potential customer. What problem are you solving for them? How are you going to add more value? Why are you better than the competition?

If you’ve found yourself in such a situation where you need a developer but aren’t sure what’s the best way to set the bait, this piece will cover all that you can do to attract the best software developers for your business.

How to Attract Software Developers?

Software developers are in high demand. The profession is expected to grow by 22% between 2019 and 2029, much faster than other occupations. The reason is that there is higher demand from businesses, and all industries, to implement technology in their processes. 

Competition will only get more difficult as everyone will be looking for the best-qualified engineers. This is why attracting software developers is a key aspect of differentiating your company from the competition. However, this is only one part of the puzzle. The other part is offering what they really value in their professional and personal lives. 

As an IT remote recruitment agency with a decade of experience helping businesses hire remote developers, we know what talented software developers look for when evaluating a job opportunity. And no, salaries with lots of zeros are not the only answer.  Priorities have drastically changed. A few years ago, offering gym benefits and a fat paycheck worked like magic. Now, they are not that important. 

So, what are the things you can offer to attract software developers? Stack Overflow’s developer survey of 2020 shares great insights regarding the priorities developers has when looking for jobs. Most respondents say they aren’t concerned about the company’s financial performance, the team, or the level of diversity in an organization. They care more about the languages they’ll be using, the office environment, company culture, and the flexibility of their schedule. 

If you want the best software developers in your businesses, make sure you’re offering them what they are truly seeking. In such a competitive market, how can you find qualified tech professionals? Here’s how: 

1. Create a Competitive Compensation Plan

Salary is not the only thing software developers keep in mind when considering job offers. However, not because of this it means it doesn’t matter. Everyone wants a good salary and wants to be rewarded considerably for their effort.

You need to make sure you’re offering a salary competitive with other companies. Before setting a number, research and find out how many other similar software engineer positions are earning. This will help you evaluate your budget and how much you can offer. Keep in mind that the salary is not only about how many hours a week a software developer will be working. It’s also about the level of experience and specialized skills a position requires.

Additionally, bonuses, health insurance, and other types of benefits can level up the compensation plan you offer.

2. Job Descriptions are Key to Attract Software Developers

If your job ad is confusing, has bad grammar, and has no relevant information, chances are not many candidates will apply. A good job description is key to attracting software developers, as it offers the most important information they want to know about the job. Make sure you add things like:

  • Salary range
  • Benefits
  • The role (primary responsibilities they’ll have)
  • Requirements
  • About the company
  • Workload 

For this part, it is essential that you know exactly what you’re looking for in a role. If you don’t have any technical background, ask for help. Make sure you understand what you need. Don’t be like the job opening this person is talking about: 


3. Company Culture Matters

Software developers are interested in company culture. They want to see how their work makes a difference and how others value their effort. This is why offering a good salary isn’t the only way of attracting software developers. It’s also about providing them the opportunity to work in a company that encourages growth by giving them autonomy and enabling them to exercise creativity in their work.

Nowadays, candidates consider many factors besides taking a job. Especially when it comes to globally high-qualified software engineers, they will even look for reviews on Glassdoor or other platforms before deciding to accept a job offer.

Talk with your employees, conduct employee engagement surveys, and hold feedback meetings to ensure a healthy company culture. 

4. Work-life Balance

A few decades ago, working in a fancy building with a suit and tie or a designer dress with heels was the dream. Nowadays, jogging and sweatshirts are part of the dream as well. People no longer fancy onsite offices. Employees are looking for a healthier lifestyle where life doesn’t entirely revolve around work. 

Offering work-life balance perks such as paternity/maternity leave, vacations, gym membership, courses are a great strategy to attract software developers. They want more than a job that they love! However, the magical element that breaks or makes their decision has two words: remote work. If you don’t offer any type of flexibility regarding their location, believe us, they will look for someone who will. Remote work is here to stay, especially after a pandemic that proved that it’s possible for all types of industries.

5. Personal Growth Opportunities

What’s one way to stand out from the competition? Keep in mind that competitors will offer higher salaries than yours. Especially if you’re a startup, what will make you convince a dev to work for you? Personal growth opportunities. 

The best software engineers are always seeking to learn and improve. Show candidates for you it’s important that they grow in their position. Explain how you can help them grow; it can be by providing them with the necessary courses or by helping them acquire new skills. You could even show an example of an employee that has grown in the company as a reference. Here, it’s your time to shine by offering experiences that will leverage them in the software development field. 

Additional Perks to Attract Sofware Developers

Instead of trying to show how amazing you are as a company (which you already hinted at the beginning of your job pitch deck), elaborate more on software developer benefits if they join your company. Benefits such as: 

1. They Won’t Get Lost In The Crowd

One of the best ways to catch any senior developer’s attention is to respect their expertise and give them a position of visibility. A tech giant will only be an ocean of uncountable developers where there’s limelight for none. With you, the software developer will be recognized and respected openly.

2. You’re Flexible to Work With

This is one of the biggest hooks to attract software developers that are apt for your business. Think about who you’re targeting here. Coding and development are heavy work. Most highly skilled developers prefer to work in solitude from the comfort of their homes. They’ll choose remote work over corporate slavery any day. This is why when you do post your job opening, mention “remote work” in the title. You can simply write it as “Remote Software Developer”. Don’t be surprised by the number of applications after this. Check our guide to get a grasp on how to hire remote developers properly.

3. Offer REAL Perks

Your software developer isn’t interested in slinging from a rope-like Tarzan in a forest he doesn’t want to be in. Those forced social activities where you promise to “boost team confidence” by playing paintball or dumb charades are utterly unattractive to a software developer. What they do care about are the real perks. By that, I mean that they’d be more than happy to have health insurance, bonuses and as mentioned before, flexible hours of working are complete bliss to them.

Attract and Hire the Best Software Developers With Experts like DistantJob

There are plenty of ways to attract software developers to your project. These ways are simple to implement too. The idea is not to be unnecessarily frilly. Be realistic in your approach, put your best foot forward and remember that the most important part in the entire process is – “What’s in it for me?”

Your sales team can help you here but not quite like an experienced recruitment agency specializing in hiring remote employees, and that’s where DistantJob steps in. From finding and recruiting the right software developer for your business to onboarding and beyond, DistantJob does it all. I’m sure that your 404 error will soon be debugged, and you’ll be able to get software developers for your business. 

Ihor Shcherbinin

Ihor, is the VP of Recruiting at DistantJob. He specializes in sourcing and placing top remote developers for North American companies. His expertise covers the entire recruiting cycle, from pinpointing job needs to finalizing hires. Known for his skill in remote staffing solutions and offshore team integration, Ihor excels in matching the best tech talents with U.S. organizations. His approach to virtual developer hiring is marked by insightful candidate selection and strategic offer negotiation, ensuring the right fit for every role.

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