As an early-stage company, it's critical to get the right talent in place that will propel your vision forward. But with scarce resources and a small budget, how do you attract and hire the best developers and engineers? Don't worry, we've got you covered. Here are 4 keys we've found essential for recruiting top IT talent on a startup budget. Implement these strategies and you'll be well on your way to building an all-star team to drive your startup to the next level. Read on to learn how to find, attract, and hire the technical superstars that will make your startup a success.
Sourcing From a Diverse Tech Talent Pool
To find the best IT talent, cast a wide net. Don't just post to the major job sites—reach out to local tech meetups, university computer science departments, coding bootcamps, and hacker spaces. Many skilled developers can be found in these communities.
Build an attractive company profile on sites like AngelList, Crunchbase and BuiltIn. Feature your startup's mission, culture and benefits. This will appeal to candidates interested in working for an innovative, purpose-driven organization.
Make the application process simple and straightforward. Don't require a cover letter or references upfront. Ask for a resume and set up a casual first call to determine if it's a good fit. Top tech talent has options, so an onerous application will turn them off.
Once you've found promising candidates, bring them in for a low-key onsite interview. Give them a chance to meet the team, see your office space and get a feel for the environment. Make the questions practical and work-sample based. See how they approach actual problems, not just theoretical scenarios.
For the best hires, act quickly while still being thoughtful. Send an offer within a week of the onsite interview. Be willing to negotiate compensation, as top developers have leverage. At the same time, trust your instincts—not every candidate, no matter how talented, will be the right match for your startup's culture. With the competition for scarce tech talent, sourcing from a diverse range of channels, streamlining your process and moving fast will help startups find and hire the best.
Interviewing Candidates Thoroughly
When interviewing candidates, you need to go beyond the surface to find the best fit for your startup. Take the time to thoroughly vet candidates to make sure they have the skills and mindset you need.
Conduct a phone screen first. This initial call should focus on the candidate’s relevant experience, qualifications, and salary expectations. If they pass the phone screen, bring them in for an in-person interview.
Face to Face Discussion
In the interview, have the candidate walk you through their resume in detail, with examples of their biggest wins and how they overcame challenges. Ask open-ended questions to assess both their technical and soft skills. For IT roles, quiz them on any technologies you use to gage their expertise.
Pay attention to how enthusiastic and passionate they seem about the work. Startup life can be demanding, so you want someone with the motivation to thrive in a fast-paced environment. Discuss your company culture to see if they would be a good fit.
Assign a Small Task
Giving the candidate a simple practical task to complete can reveal a lot about how they think and work. For a developer role, you might have them solve a basic coding problem. See how they approach the challenge and if they ask good questions. Evaluate the end result and how well they explain their solution.
Thoroughly interviewing and screening candidates will take more time upfront but prevent issues down the road. Finding the best talent that meshes well with your startup culture from the get-go will set your team up for success. With the right people in place, you'll be ready to achieve great things.
Making Competitive Offers to Top IT Talent
To attract top tech talent to your startup, you need to make competitive offers that will entice candidates to join your team. As an early-stage company, you may not be able to match the salaries offered by large tech firms (yet!), but you have other advantages to leverage.
Equity and upside potential
Offering equity, options or profit sharing shows candidates that they have the potential for huge financial upside if they help build the company into a success. For the right person, the possibility of owning a slice of a fast-growing startup may be even more appealing than a big salary at an established company. Be transparent about your equity or options offer and vesting schedule.
Meaningful work
For many developers and engineers, the opportunity to work on challenging, cutting-edge projects that make a real impact is a major motivator. Emphasize the meaningful work they’ll be doing and the influence they’ll have in shaping your product and company culture. Candidates want to see that they’ll be trusted and empowered to drive innovation.
Accelerated career growth
At a startup, progression can happen fast. Explain that candidates will have opportunities for quick wins, leadership roles and career advancement that may take years longer at a big company. For ambitious tech talent, the chance for accelerated career growth is a compelling reason to come on board. But be sure you can actually deliver on these opportunities if they prove themselves.
Flexibility and work-life balance
While startups require long hours to get off the ground, many have flexible working policies and value a sustainable work-life balance for their employees. Highlight any generous paid time off, remote work options or flexible hours you offer. For candidates with young families or active side interests, work-life balance and flexibility may be just as important as compensation.
Making competitive and creative offers to top tech talent is key for startups. Focusing on meaningful work, career growth, work-life balance as well as the financial upside of equity can help you attract candidates who want to join you on the journey to build something great. With the right team of ambitious, talented people by your side, you'll have the skills and dedication needed to scale your startup to new heights.
Onboarding New Hires and Retaining Your Tech Team
Once you’ve hired your tech talent, the real work begins. Onboarding new hires properly and keeping your team engaged are key to retaining top talent in a competitive market.
Get Them Up to Speed Quickly
The faster you can get new hires contributing, the sooner they’ll feel like valued members of the team. Schedule one-on-one meetings with managers and teammates to walk them through projects, priorities and processes. Set clear expectations and goals to work towards in their first 30, 60 and 90 days. Make resources and documentation easily accessible so they can find answers themselves. The more you empower them from day one, the more autonomy and impact they’ll feel in their role.
Provide Ongoing Feedback and Support
Don’t just welcome new hires and leave them to figure things out on their own. Schedule regular check-ins, especially in the first few months, to get their feedback, see if they have any questions or concerns, and provide constructive feedback and encouragement. Be available as a resource for them, and loop in mentors who can offer guidance. Make sure compensation, benefits, and growth opportunities are meeting their needs and keeping them motivated.
Foster an Engaging Company Culture
A strong, positive culture will make tech talent want to stay for the long run. Promote collaboration, learning, and work-life balance. Offer perks like flexible schedules, remote work options, and casual attire.Host regular team outings, lunches, hackathons and other events to bring people together. Recognize and reward employees for their contributions and milestones. When people feel motivated, empowered and connected at work, they’ll be passionate about the company mission and less likely to jump ship.
Keeping a winning team in place is challenging, but also rewarding. When you prioritize the onboarding experience, provide ongoing support, and build an engaging culture, you’ll gain tech talent that chooses to make your startup a long-term home. Focus on these keys to hiring and you’ll build a team poised for success.
The keys to recruiting top tech talent for your startup
Focus on culture and mission, tap into your networks, highlight opportunities for growth, and move fast. Do these things right and you'll build an all-star team poised to take your company to the next level. At the end of the day, your people are your most valuable asset. With the competition for talent fiercer than ever, following these best practices can help set you apart and allow you to attract candidates that will drive real impact.
