To do this, your goal should be to hire high-quality talent in a highly competitive marketplace. This means being clear and organised about the kind of developer you intend to hire. It means Knowing the direction you want to take in the future and deciding on the kind of developers you need to hire to get you there.
A sketch of the kinds of technologies you might be interested in can help here. Will you be focusing on hiring front-end developers to complete your team, or building a back-end stack to provide users with the best possible service?
Outlined below are the questions you need to ask yourself, the things you need to expect from candidates, and a job description template to help you reach candidates today.
The first step towards creating the environment you need is to outline what you’re going to build. This may be as simple as a sketch and as bold as a great idea or a vision with a five-year growth strategy and market analysis.
You don’t need the technical details or the technology stack just yet. Think about the product goal and perhaps the services and features you’re going to put in place and how to build them. These things will inform the technologies you want candidates to know and the things you might expect them to pick up on the job.
A large, bold, and exciting vision in your job description can help to entice experienced developers looking for a big new challenge.
When you have a clear vision for the kind of applications you plan to build, it’s time to begin deciding how you’re going to build them. Decisions, such as the kind of front-end and back-end frameworks you plan to use, can have a major influence on the kind of developer you will eventually hire. The approach you take will have an impact on the kind of personality you need to find.
Including these requirements in your job description will help you filter out unsuitable candidates right from the start.
With a strong outline of your services and applications, it’s time to find high-quality developers to put your plans into practice. The next question to ask is what kind of developers you need to complete your team.
Do you need a front-end wizard who can create slick user interfaces and build an outstanding user experience? Someone with extensive front-end framework experience such as AngularJS, ReactJS, or VueJS may be an ideal fit. A front-end engineer’s goals should be to create dynamic user interactions that feel natural and draw users towards a service. Knowledge of web technologies such as HTML5 and CSS3 should be assumed for such a role.
Do you need a back-end magician to build the server-side connections which underpin great applications? Someone with experience in NodeJS or Gatsby may be the ideal addition to the team. Experience in back-end development is harder to measure as there’s less in the way of impressive portfolios or flashy tech demos. The most impressive tech feats back-end developers achieve are kept largely out of sight.
Perhaps you need a generalised skill-set, a full-stack all-star. Full-stack developers may not be an expert in any one field, but they can take in the big picture and build working applications from its initial phases right through to conclusion. A full-stack developer is ideal for prototyping applications and solving the major technical challenges that can slow and halt a project without due care and attention.
It can be difficult to decide between candidates with broadly similar levels of experience and knowledge. A challenge that is made even greater without in-depth and detailed knowledge of the subject—the kind you’re hiring for in the first place. However, there are things you can look at, which can lead you to ask the right questions and getting an accurate measure of an applicant’s skill level.
The first step to deciding between potential candidates is their portfolio. Every candidate looks to lead with their best foot forward, and showing off a portfolio of their previous work is an ideal way to see what they can do and whether their skills and values are a good match for your organisation.
Investigate the services they’ve built in the past and the technologies and frameworks they’ve used to build them. Are they similar in concept, design, or technology to what you plan to do in the future? How impressive and ambitious are they in implementation? Could you imagine this application being somewhat similar to your own?
Reading code candidates have written themselves is another great research step to take. Links to Github or bitbucket are invaluable in deciding how much experience candidates have in particular fields.
Taking a high-level look at projects candidates have worked on in the past can give you a feel for what they can do. Looking at the messages associated with each commit and the comments, and discussions they’ve held on technical subjects is a great introduction to their technical know-how.
Posting the right job description is a stepping stone towards success in this field. It should be straightforward, concise, and target the specific skills and talents you need to attract. It should introduce your organisation in a way that reflects your culture and values.
We are looking for a candidate with extensive experience building great products and services. Someone with the credentials to take ownership of project deliverables to design, develop, and optimise high-quality software impacting users’ day-to-day life.
The right developer will join a fast-paced and constantly innovating design and development team with highly valued responsibilities and contributions expected right from day one. Our goals at [COMPANY] are to use the latest tools and technologies to create solutions that change the world and to have a great time doing so.
We are passionate about creating high-quality products and services, and we put in place everything that it takes to ensure that can happen. Our environment is one of creativity, trust, and productivity. We value quality contributions and are more than excited to see what you can bring to the table!
Benefits include flexible working hours, remote work, and employee incentive programs.
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