4 Strategies To Recruit Developers To Your Startup
Engage Networks and Developer Communities.
There are networking events, slack channels, conventions, hackathons, panel discussions, and conferences that cater to developers. This can be a great way to network and get in contact with people interested in possibly collaborating with your startup.
Consider remote teams, offshore, or marketplaces
When considering technical resources for your startup you can consider using independent contractors, remote teams, or marketplaces to work with your startup to build your MVP. If you have clear requirements in place you can work with them to develop your product. Once you can secure rounds of funding you can consider someone in-house who is more aligned with culture fit, meets deadlines faster, and has more control of the result and intellectual property.
Bootcamps and/or Universities
A partnership with a university or boot camp can be a good way to find interns or recent graduates who are looking for interesting projects to enhance their portfolio so they can have an easier time entering the workforce. Through coding schools or university programs, you can guarantee the candidates have gone through some kind of formal training process.
Talent Acquisition Partnership
A talent acquisition partner can be a good solution for your startup if networking, offshore teams, or junior talent is not the best solution for you. A talent acquisition partner can help you with making strategic hiring decisions by helping you build an ideal candidate profile. A talent acquisition partner will do the heavy lifting when it comes to screening, vetting, interviewing, and providing documentation so your startup can make the best hiring decision. A good talent acquisition partner should do more than just a skillset match, they should work with you to understand your business needs and offer strategic solutions.
Solutions can include, but are not limited to interview flow, building your ideal candidate profile, interview documentation, background checks, providing feedback to your startup/shareholders/co-founders, and building an interview structure to understand the candidate’s experiences and motivations.
