Development Friday December 3, 2021

How to hire a Programmer For a Startup

It might be difficult to form a solid team if you are fresh to the startup world. To understand how to hire a developer for your Startup, you must first determine your Startup’s particular needs.

Finding a programmer is a difficult but critical procedure since the quality of future software is entirely dependent on the expertise and experience of a chosen profession.

Table of contents

Introduction
Hiring options to hire a programmer for a startup
Tips to follow while interviewing a programmer

 Before hiring a programmer, define your concept, create an accurate job description, and plan your recruiting process to select the best candidate. 

Hence, this blog will explore you through the hiring option and the tips of hiring the best programmers for your startup. 

Hiring options to hire a programmer for a startup

There are three basic ways to hire:

Freelance programmers (often found on sites such as Upwork/Toptal)

In-house team (Employees of your firm who work from your office are known as in-house developers.)

Outsourcing companies: a firm in another nation to whom you assign growth.

Let’s discuss each of them in detail.

Freelance programmers

If you are looking to make a simple landing page, then hiring a freelancer can quickly solve your problem. 

Hiring freelancers doesn’t cost you expensive and you can find good programmers at the rate of $15-20 per hour. 

Hence, hiring freelancers is good for single-handed simple tasks.

On the other hand, the drawbacks of hiring freelancers include no guarantee about the developers. They may quit working on the project whenever they want. Apart from these, time management complexities occur as well with freelancers.

In house team

With an in-house team, it’s the best option to keep your work constant and under control. 

In-house, programmers pay more attention to your company’s needs and make the work efficiency better. 

While having an in-house team keeps your cost at the expense. Since it’s not like a single programmer working on your project but a bunch of specialists. Hence, it is required to pay office rent, furniture cost, maintenance, and other things. 

While working with an in-house team, you must take care of the cost factors and pay a competitive salary to programmers to make your project run smoothly. 

Outsourcing company

Outsourcing simply implies entrusting the development of your software to a company in another country. For example, if you live in the United States but need programmers for a startup in Germany, India, or the UK.

Outsourcing helps you get a full team right away with you. It gets you with an organized development process, with different skills and technologies. 

But, outsourcing a company gets more expensive as compared to freelance developers. Also, there is a cultural gap that slows down communication as compared to an in-house team.

Tips to check while interviewing a programmer

Depending on the scope and complexity of your project, you will need to choose a programmer with a specific level of expertise. Let’s start by classifying developers based on their competence and experience:

Junior developers. They can address mild faults quickly, use the admin panel and its tools, and collaborate with the backend server to identify and resolve current issues. However, their code should be extensively tested.

Middle Developers. These professionals have previously gained project experience and can operate both independently and in groups. Their talents include breaking down large-scale jobs into smaller sub-tasks, creating testing plans, discovering big errors in code, and carefully inspecting scripts. 

Senior programmers. These are highly skilled professionals capable of handling jobs of any difficulty, managing and checking the work of less experienced peers, and determining the most effective approach to achieve the project’s end goal.

Coming to the interview for recruiting programmers for startups, you must be familiar with two sorts of factors.

  • Soft skills
  • Hard Skills

Individuals’ soft talents include their general attitude and presentation such as communication, problem-Solving, Adaptability of the Team, Punctuality, Attitude Toward Learning, listening ability. 

Technical and subject-specific knowledge is referred to as hard skills. 

Hard skills include Database administration, Development of Network Security, Language, framework, and cutting-edge technology knowledge, Situation evaluation, Damage management, Reporting a bug, UI/UX, and Management of Storage Systems.

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