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Need a Developer? 8 Strategies to Find Developers for Startups in 2020

Codes and numbers in computer

Have you ever read the book and played “Where’s Waldo?” – If not, we have it for you!

Where's Waldo book illustration - Waldo on the beach

Task: You have to find Waldo (Figure on the left-bottom inside the red circle) on the beach. 

Isn’t it hard? After a couple of minutes, your eyes might even turn blurry. If you can’t find him, look here! The same as Waldo happens when you want to hire developers for a startup. It’s a time-consuming process; it gets frustrating because many developers seem as if they were the same – there are too many options.

Whether you have a startup or have been running a business for years, if you are committed to the search for the best developer, here are 8 strategies that can help you find the candidate you were looking for.

1. Freelancing Platforms

The Good:

A lot of people want to work from home, so these platforms are usually full of bidders. Freelancing websites are great if you are looking for single projects. For example, if you want to find a web developer to fix a small issue on your website, this could be the right place. There are two kinds of freelancing platforms: general, where there are many categories for different types of projects. And niche, which are the platforms created to find only developers. 

The Bad:

Although there is a lot of offer, getting real talent is hard. Reputation in freelancing is everything; therefore, a lot of freelancers prefer to charge cheaper to have more projects and improve their reputation. 

The Ugly: They don’t focus 100% on your project, because A) They are already thinking in the next project and B) They are not integrated into the culture of your company.

Examples: Guru, Upwork, Freelancer, Fiverr, PeoplePerHour

2. Find a Developer in Students Competitions

The Good:

This might be a weird category, but it can have great results. Engineering software students usually have several contests where they create and present amazing projects. Most students are in a stage of their lives where they want to get a job. Plus, they have all the energy to learn. So, it’s a good strategy if you want to hire someone and see firsthand their capabilities.

The Bad:

There are too many people in these contests. It’s difficult to talk with possible candidates and get to see if they might be the right fit for your company in just a couple of hours.

The Ugly: It’s obvious – most people don’t have the time to search and attend student engineering contests and spend a whole day finding their perfect match. It’s time-consuming and with no guarantees that you will find the developer you were looking for.

3. Local Recruitment Agencies

The Good:

Their main goal is to find the best solution for your company. They know the local market; so, they know where to search for candidates. They can be expensive, but in the long run, it saves you time because these agencies do all the process for you.

The Bad:

Because they are a centralized solution, they provide less options. You can get great candidates, but there can be even better ones in other countries or states.

The Ugly: Unless they are specialized in hiring tech talent, most of the recruiters don’t have the necessary IT knowledge when it comes to hiring the right developer.

4. Look in Job Boards

The Good:

Job boards are a fast solution if you are looking to hire a developer online. Developers post their CVs and the projects they have worked on before and begin looking for job openings. Organizations and even recruiters use job boards when they are looking for candidates. This strategy allows developers to look for a job to connect directly with a company.

The Bad: Too many candidates, making it hard to know which one is the right one. 

The Ugly: The main problem is that on these platforms, there is no vetting, so it’s harder to tell if a candidate is going to suit well in your company.

Examples: LinkedIn, Indeed, CareerBuilder, Monster, Glassdoor.

5. Try Social Networking (Twitter, Facebook)

The Good:

Both Twitter and Facebook are great for finding developers. Facebook has a lot of groups where people discuss and publish posts about their niche. So, the process consists of joining communities of developers and searching for a possible candidate. On twitter the same thing is true. You can tweet saying you want to hire a developer (even add a hashtag #hiringdevelopers). Or you can look into the people’s tab and see who is a developer seeking for a job opening.

The Bad:

Time and energy. Unfortunately, most suitable candidates are taken, and the ones who are not, are hard to find. It requires you to invest time doing these searches, joining groups and constantly chatting with different people with the hope of finding the developer you were looking for.

The Ugly: No vetting. Besides having many options, you have no guarantee of the abilities of these candidates. Also, you must handle all contracts from scratch. At the end of the day, it’s a lot of work.

6. Quora

The Good:

Professionals use Quora to share insights, to promote their business, or to show they know what they do. They look into interesting questions users make, and answer them, proving their expertise in a determined area. So, you can hire a developer online by looking for a specific topic or asking questions related to their field. People love to share their knowledge, and Quora is a great place to hunt for talented developers.

The Bad:

Again, it’s a time-consuming process, and time is money. You have to do the search all by yourself.

The Ugly: Talented techies in Quora are already taken – usually working for big tech companies such as Google or Microsoft.

7. Hiring Marketplace to Find Developers

The Good:

The Airbnb of jobs. It’s very like job boards, although it has more filters. In these platforms, you can categorize; see the employees who are available in a determined area, their area of expertise, among other aspects. The process of hiring tends to be faster.

The Bad:

No guarantee that people who publish their CV have all the abilities they say they have. 

The Ugly: Besides professional abilities and tech skills, in these platforms, it’s hard to test personality skills and see if candidates are self-starters, work as a team, communicate efficiently, etc. There is no guarantee that they will fully integrate into your company’s culture. 

Examples: Hired, Underdog.io, Product Hunt, The Muse.

8. Remote Recruitment Agency

The Good:

Remote recruitment agencies specialize in finding remote talent for your company. Instead of looking into one area, they search worldwide to find the most highly qualified applicants. These agencies search for a candidate that not only has the professional requirements you are seeking but also will adapt to your company’s culture and processes. 

The Great:

In DistantJob, we specialized in tech geniuses and kickass developers. However, we are aware that top quality candidates are usually busy, so that’s why we call ourselves headhunters. 

Sharon Koifman, DistantJob’s Founder:

''You need to keep in mind, that most talented employees are busy or already have a job. The challenge is finding them and convince them on the new opportunity'' Click To Tweet

The Excellent: The best part of all is that you save a lot of time and money. Remote recruitment agencies can search for top talents in countries where the cost of living is cheaper. Although what makes us truly valuable is that the candidates we recruit for your company are not only awesome developers but also, they have the skills and the personality to fully integrate into your company’s culture. 

  • Do you want to find a kick-ass developer? 
  • Do you want real talent in your company?
  • Do you want it fast?

If the answer is yes, remote recruiting is the strategy you are looking for. No – DistantJob is what you are looking for. We can get you your dream candidate in just two weeks. The only thing you have to do is to contact us! 

Two weeks?

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