A tech-based startup depends on its development team to provide it with quality software. It is a challenge for startups to hire developers because of the high demand in the market today. Giant tech companies in the industry are known for hiring some of the best talent out there. The tech industry is growing quickly as is the demand for developers, which poses a real challenge for startups to hire and retain developers.
A new and strategic approach is required when hiring a team of developers, which will not only help in identifying the right candidates but also give both parties the clarity they need to charter a future. Outsourcing developers has proven successful, especially for new and emerging firms. Startups no longer have to stretch their expenses when they choose to hire a freelance developer; they can receive quality work and only pay per project. This provides the flexibility to scale up or down as per the requirement.
India has a booming tech industry and it produces many tech professionals and developers each year. Hence, when you decide to hire Indian developers for your project, you get to work with some of the most talented minds that can help you create a high-quality product. When a startup chooses to hire remote developers from India, it is important that they consider different factors such as pricing, tenure of the project, modes of communication and familiarity with the tech stack provided to them.
Each growing firm has its own challenges and strengths, which determine most of its decisions, whether internal or external. However, there are a few factors that can certainly help firms make an informed decision when hiring developers.
These factors are as follows:
1. Define your hiring needs accurately
The first step is to create a hiring plan that is best suited to your company’s needs. Identification of the tech stack that you wish to use for your product forms the basis of decision-making while hiring. It is crucial to understand whether the developers are familiar with the technology stack you have chosen. It is also necessary to communicate other needs like the tenure of the project, pay and the company’s vision and values.
2. Decide if you want an in-house or outsourced developer
This needs to be decided at the very beginning of the hiring process. If your startup is willing and keen on having an in-house developer or wants to outsource this service, it will play a crucial role when you create your hiring plan. The parameters of hiring and recruiting will change slightly based on this factor alone. If your startup comprises a small team, it might be best to have in-house resources working on your product. This will allow you to closely monitor the product and communicate directly with the developer.
3. Decide on a budget
While allocating its budget, a startup must consider carving out a section for the hiring of a high-quality developer. Big tech giants offer many perks and incentives to their developers but startups still have an upper hand because they can offer candidates flexibility, room for creativity, stock options among other benefits. Investing in a software solution for recruitment instead of paying agencies is also an effective way to cut down expenses and find the talent you need.
4. Create a job description
A detailed job description that describes the specific skills your company needs will help you narrow down your choices. For example, a front-end developer and a database developer cannot perform the same tasks. Therefore, mentioning the exact requirement is a must before you start recruiting.
5. Shortlist the right candidates
This exercise should not be performed in a traditional way if you are a startup and need to hire the best talent available. You can speed up the shortlisting process by using modern HR tools, which allow you to screen and narrow down the right candidates without delay. For example, HR software like Fresh Team automatically screens the resumes you receive and filters applications based on skills, education and experience.
6. Set up the initial call
Initial calls and emails that are shared with prospective candidates should compel them to join your team. They must be crisp, to the point and promising enough for the candidate to feel motivated and excited about working with you.
7. Onboard new developers
Once you’ve hired a developer in India, it is necessary to onboard the candidate properly. They must become familiar with your company structure and work style before commencing on their duties. They must also be provided with a single point of contact that they can approach for when they hit a roadblock during the project.
Startups are known to hire remote developers from India and they have managed to build a successful partnership with them over the years. Once an effective work model is in place, it becomes evident that managing a remote team is not only possible but also lucrative for most businesses. Finding a developer or a team of developers that can work on your project and are also capable of understanding your goals and business requirements is key to building a successful tech firm.