The world is in the middle of a war for tech talent. So how do you find a good software developer for your startup without getting lost in the battle?
The answer: Work with a formidable partner and apply the right strategy. In this case, consider hiring a remote developer.
Let’s look at the bigger picture: The work landscape has changed. And the good news is that emerging work models opened up opportunities for growing companies to build their all-star teams in different locations and achieve great engineering and innovative feats just the same.
Today, a startup can hire remotely and reap the benefits of cost-effective hiring, accessing new talent pools, and building diverse teams.
Covid’s disruption to the labor force transformed the way we work. Building remote teams is now not only a possibility but a sought-after solution for companies that want to remain flexible and competitive.
Of course, there are challenges to remote hiring and remote team management. So is hiring a remote software developer for your startup the right move? Coderslink explores the question in the context of the current labor market.
A Closer Look at the Battle for Tech Talent— The Struggle to Hire Developers for a Startup
The ‘battle for tech talent’ is a common phrase in the tech sector these days. It’s a catch-all phrase for the challenge employers face when finding software developers, engineers, or other specialized IT positions.
More specifically, the phrase encapsulates the challenging dynamic that companies face as they search for the right team. Several factors play into this: the acceleration of digital transformation, the remote work revolution, the shortage of talent in the U.S., and the fierce competition in landing the right candidate.
In that sense, it is a war. Companies have to seek talent and then retain it within a fiercely competitive landscape.
Avoiding Bad Hires
On one end, companies (and startups particularly) are under tight pressure to increase productivity without raising costs. This usually means building the right team and minimizing risk. The high demand for tech positions in the U.S. however, has raised salaries considerably and further complicated the hiring process. Companies must be selective about who they bring on board. One bad hire has ripple effects across the whole organization. According to Zippia research, a bad hire can cost a company up to $4,700.
Attracting Top Candidates
On the other end, the supply of skilled developers is low enough that candidates who fit the bill are in such high demand that they are often overwhelmed with job offers. It is not uncommon for experienced software developers to receive multiple job offers a day and be at the center of a bidding war. So finding the right candidate is only half the battle. A company needs to be prepared to offer an enticing salary, opportunities, perks, and incentives. In addition to that, many quality candidates look for growth opportunities, exciting projects, ventures into new technologies, and a company culture that provides a supportive and welcoming environment.
This puts companies in a tough spot. Where do you begin?
Our job at CodersLink is to serve as a partner for companies that find themselves in this position.
How to Hire Developers for a Startup – Frequently Asked Questions
Before getting someone on board, you should consider your products and services: the specific skills you seek, budget, scaling requirements, and any technical expertise required to build your particular product. Once you are clear on what you need to hire remote software developers, you can explore some of the questions and challenges companies face when scaling their startups or building their teams.
Can a Remote Team Be as Productive and Efficient?
The short answer is yes. Of course, there are challenges, but with more and more companies shifting towards the remote model, companies are understanding more about effective strategies and remote management. Communication tools and approaches are becoming ever more sophisticated and advanced.
For example, Harvard Business Review details several ways that companies have innovated the collaboration process via virtual channels. Teams are working to understand the new rules of engagement (in terms of communication in a digital world) and leverage the available tools to improve outcomes.
Check out our Remote Tech Teams guide for some more tips.
How Do I Know Where to Look for the Right Candidate?
This is the million-dollar question. Although remote hiring opens you up to world talent pools, the process can seem overwhelming. How exactly do you find the ‘needle in the haystack?’
It helps to know that you’re searching in the right talent pools and not just throwing out a fishing line onto a vast ocean. Working with a hiring partner can help you reach talent pools that may seem out of reach.
As McKinsey reports, people have changed the way they look at work in the past few years. Searching in the right talent pools is the first step toward a great hire. In their research, they detail different categories of workers and their varying needs, arguing that companies need to broaden their talent-sourcing approach and build organizational attributes that candidates are attracted to.
How Do I Engage the Right Candidate?
At CodersLink, we help companies find software developers in Latin America through our established network of developers. Our mission is to simplify the hiring process for companies and do the footwork necessary to find the right candidates for the right job.
What we see in the industry right now is that software developers and engineers have a lot of choices. They receive offers daily from various companies bidding for their skills. This battle for talent means the hiring process should be streamlined and efficient.
Otherwise, you might be letting great candidates slip by.
How Do I Attract the Right Candidate When the Competition for Tech Talent is So Fierce?
In the last two years, unforeseen factors like covid and the war in Ukraine affected the market. It certainly tightened competition, and while candidates still look for a good salary and benefits, a lot of tech talent out there is seeking something beyond salary. They want to know about your company vision and project and how they will play a role in developing ground-breaking technology that will change the world. It isn’t about slapping a salary figure behind a job description. Quality candidates are looking for a company culture that speaks beyond that salary figure and can offer them a sense of purpose and belonging.
In this aspect, startups have an advantage. Startups, after all, are companies that aim to innovate, create, and redefine possibilities. Candidates like that. So, use your job hunt as a chance for you to sell your project and vision to someone that will be an integral part of making it come to life. Many talented developers seek to work in a dynamic setting that challenges them.
Think About the Candidate’s Experience
In today’s competitive job landscape, you have to think like a candidate and craft an attractive and efficient hiring experience. Software developers and engineers have plenty of offers. In some ways, the hiring process needs to cater to them.
Recent data and research backs this up. The interview process needs to be efficient, welcoming, and swift. McKinsey’s research suggests that “thinking like a candidate” helps companies restructure their hiring process and make it more about the experience.
In our time working in the competitive Mexico IT industry, this holds true. Our focus is in building great relationships with Mexico’s top talent so we can bridge the gap and help companies find what they need.
Hiring a Software Developer in LATAM Through Staffing
The LATAM software industry has gained a lot of attention in the last few years. The region has seen an uptick in VC investment, startup activity, and increased graduates in the STEM fields like software engineering.
Countries like Mexico have established tech hubs with vibrant tech ecosystems housing talented developers and entrepreneurs. Guadalajara has earned the name Mexico’s Silicon Valley because of the sheer number of graduating engineers, engineering programs, and tech companies that have settled there.
In Review, to Find a Software Developer for Your Startup…
- Carefully define your role. Be very clear about what the role requires and the specific skills you are looking for. If you’re depending on job boards, a vague or badly written job description, for example, can be enough to cost you the top candidates. With multiple offers coming in the job description needs to catch their attention and be clear about the responsibilities or expectations of the role.
- Assess your budget. This almost goes without saying, of course. Startups are diligent with budgetary decisions. According to CodersLink Tech Salaries Report 22, the average salary for IT professionals in the United States is about $7,000 USD. The average salary for the tech industry in Mexico is at $3,828. Hiring remote developers from Mexico can be a cost-effective option to bring on the best talent without committing to the large salary expectations of the U.S.
- Consider the hiring process. If you’re a startup company looking to take off quickly, hiring software developers is daunting and quite risky. Consider the options that are best for your company. Consider the opportunities you have with hiring a remote developer. Also, consider how your hiring process cater’s to today’s competitive talent pools.
Hire Software Developers for Your Startup With the Industry’s Top Talent Recruitment Platform
The battle for talent is on. Let us fight this battle for you! A startup in the 21st century doesn’t have time to stop and survey the state of things. The market moves fast. Competition is fierce. And the rapid development will leave anyone who blinks behind. When it comes to how to hire developers for a startup, begin by arming yourself with the right partner.
CodersLink is a leading hiring partner that streamlines the hiring process for companies seeking top talent: We provide the all-encompassing support system that a company needs to find the right talent pool, navigate labor laws, and connect with the right developer(s).
Learn more about what we do and how we do it. Connect with us today.
