Strategies for Recruiting Developers For Start-ups

Hiring is an important process in every organisation. For start-ups, the hiring process takes a different form when compared to larger organisations. Larger organisations have a proper recruitment team and well-defined operational management compared to startups with varying levels of uncertainty.

Much time, energy and resources are required to successfully figure out and hire the perfect candidate.

The success of a start-up rests largely on the shoulders of the development team and an error in judgement can be fatal to the growth of a start-up. Therefore having the right set of developers is not negotiable and the only way to achieve this is to hire candidates with the needed skills and experience.

Challenges Startups Face When Hiring Developers

A startup's success is heavily dependent on the strength of its team. The team members are the driving force behind the transformation of innovative ideas into functional digital solutions.

Unfortunately, the recruitment and hiring process can be a significant challenge for almost all startups, leading to a high failure rate. In 2020, the average startup failure rate in Africa was at a staggering 54%. However, the rate varies across countries.

For instance, in Ethiopia and Rwanda, 75% of startups stopped operations, while Kenyan startups had a failure rate of 24% in the same year, with about 30% of failures linked to recruitment and development.

To improve this trend, startups must focus on effective recruitment and hiring strategies to attract the right talent and build a strong team that can support the company's growth and success.

The common challenges startups experience when hiring include:

  • Lack of an established HR sourcing/recruitment team
  • Insufficient funds and inability to provide employees with social benefits 
  • Not retaining skilled developers long enough after bringing them on board 
  • Shortage of qualified specialists at appropriate rates (home and abroad)
  • High competition (everyone wants exceptional talent)
  • Organizing the teams' workflows in a fast-paced and ever-changing environment.

Why Do Startups Need Developers?

Hiring the right developers is important to startups for many reasons. 

1. There's an ever-increasing IT Skills Gap. 

According to a report by McKinsey & Company in 2021, 87% of companies surveyed reported either having a skills gap in their workforce or expecting to have one within the next few years. This exact skills gap makes finding the right developers for startups a complicated process.

2.  Fierce Competition From Established Players.

An average skilled developer looking for jobs would choose reputable brands. The reason is obvious, these established organizations have the budget to offer good salaries and benefits to developers. Therefore, startups need to source for developers that are willing to build and grow with them. 

3.  Rapid Growth: 

Startups are operating in highly competitive and fast-paced environments where solution-driven innovation is in high demand. Statistics have it that approximately 52,000 mobile apps were released through the Google Play Store in February 2024. With this level of competition, the need for developers cannot be underestimated. Startups can take advantage of developers' expertise to expedite their time to market, gather user feedback and incorporate it into their software iteration.

4. Market Friendly Product

Creating a market-scalable product is important because this is the system that guarantees growth. Skilled developers help to create market-friendly products to ensure that technology infrastructure can grow seamlessly as the business expands.

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How to Hire Developers for a Startup

1. Define Job Roles and Responsibilities

It is important to spell out the roles and responsibilities of potential candidates. Provide a detailed breakdown of the expected tasks, skills, and qualifications to attract candidates whose strengths align with the startup’s needs. Avoid ambiguous descriptions as much as possible to avoid misinformation.

2. Design a Developer Recruitment Strategy

Tech start-ups need to develop a hiring strategy. It provides you with a needed balance. This focuses on harmonising your long-term goals with immediate needs while putting potential risks into consideration. This strategy serves as your roadmap when hiring and is important for startup growth. 

Here are some key considerations for designing an effective hiring strategy

  • Define your long-term vision and goals:

What do you want your startup to achieve in the next few years? What kind of talent will you need to achieve those goals?

  • Assess your immediate needs:

What are the most pressing needs of your startup right now? Do you need to fill specific roles urgently?

  • Consider the risks involved: 

What are the potential risks associated with hiring different types of employees? For example, full-time employees may offer more stability but come with higher costs, while Outsourcing may offer flexibility but may not have the same level of commitment.

  • Determine the level of expertise needed:

What level of expertise do you need in your team to achieve your goals? Do you need senior-level employees with extensive experience, or can you get by with junior-level employees who are eager to learn?

  • Be flexible and adaptable: 

Your hiring strategy should be flexible enough to adapt to changing circumstances. As your startup grows and evolves, your needs will likely change, so be prepared to adjust your strategy accordingly. By considering these factors, you can develop a hiring strategy that will help your tech startup attract and retain the talent it needs to succeed.

 

3. Prioritize Soft Skills and Technical Proficiency

Effective communication, the ability to work well in a team, innovative problem-solving, and adaptability are very important skills. Seek out candidates who have technical prowess but also demonstrate strong interpersonal abilities.

Building a startup is as much about managing people and processes as it is about the technology itself. Striking the balance between technical skills and interpersonal aptitude will be key to the growth of your startup. 

4. Determine your Budget 

Budget considerations are important, especially for startups where resources are managed. Salary is just one part of the compensation package. You also need to factor in benefits, such as health insurance, retirement benefits, and paid time off. Be prepared to negotiate with candidates on salary and benefits. This can help you save money without sacrificing quality.

5. Verify Their Experience 

Verifying the experience of shortlisted candidates is important in the hiring process, especially for technical roles like developers. Don’t rely on resumes and self-reported skills. A thorough technical assessment is needed to ensure you're making informed decisions. This step involves evaluating their proficiency in relevant programming languages, frameworks, and tools.

Whether you're looking forward to outsourcing a developer or hiring a full-time candidate, Gigson is all you need. Gigson provides a diverse pool of highly skilled developers who are prepared to integrate new technologies with expertise and innovation. With Gigson, you can connect with top talent across the continent, ensuring that you have access to the best resources for your projects. Hire with confidence on Gigson and unlock the full potential of African tech talent for your business success. Visit Gigson.co today to hire a developer.

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