“We need to hire a developer to build/fix our app ASAP.”
We won’t discuss if the mentioned deadline is realistic and will park this subject for future articles.
As an early-stage founder with a looming product deadline and limited budget, that urgent developer hunt can feel overwhelming. Technical recruitment comes with countless pitfalls—especially when you’re not technical yourself.
Let me walk you through a common scenario I’ve observed:
You speak with a tech-savvy friend who recommends Flutter development because “it’s hot right now.” They suggest hosting on Google Cloud Platform for long-term savings.
Suddenly, your search narrows: “We need a Flutter developer ASAP.”
You hit a freelance marketplace, filter for offshore talent to stretch your budget, and encounter thousands of smiling faces with varying star ratings. The dating app comparison isn’t far off. You’re seeking a trusted technical partner for what you hope will be a fruitful relationship.
Those glowing reviews look promising:
“These developers are great. They support our vision!”
Compelling, right?
But wait.
Did you know freelancers often negotiate what clients write in feedback? Those 100 hours at $2,000 might look like a bargain, but what if:
- The code needed complete rewriting a month later?
- The app never actually made it to the app stores?
- The solution couldn’t scale with your user growth?
A vague job post like “Flutter developer needed ASAP, $20/hr, seeking long-term partnership” is essentially a lottery ticket with your startup’s future as the stakes.
Define what you actually need
Before posting that job, answer these critical questions:
- What specific problem needs solving? App creation from scratch? Debugging existing code? API integration? Feature development? Ideally, provide the video about your startup/product – this helps get the developer motivated by the mission more than the money.
- What level of expertise is required? Junior developers cost less but need more guidance. Seniors command higher rates but bring experience and independence.
- What specific technical skills are non-negotiable? Beyond the programming language, consider experience with payment processing, geolocation, real-time data, etc.
- How will they integrate with your workflow? Define your development process, communication expectations, and collaboration tools.
- What responsibilities should they have? Define the tasks you expect them to perform (e.g. debugging, testing, deploying, collaborating with UX/UI designers, QA mates, etc.)?
- What development process do you use in your company (e.g. Scrum, Kanban, Flights, Waterfall, etc.) and a developer to have an experience with?
- What communication requirements exist? Fluent verbal English/French/Spanish? Written communication only? Regular video meetings or asynchronous updates? What communication tools you expect them to use (e.g. Slack, Telegram, Discord, etc.)? How soon do you expect a response? Should they notify you if they leave their workplace? Do you have a remote lunch brake?
- Will this be a full-time or part-time position? Do you need them to work specific hours or have a flexible schedule?
- What time zone compatibility do you need? Real-time collaboration requires overlap in working hours. How will you handle timezone differences?
Deeper considerations for interviews
Once you’ve narrowed your candidates, explore:
- Cultural fit: How does this person align with your startup values? How might you test this compatibility?
- Work style: Do they thrive with structure or autonomy? Are they proactive problem-solvers or awaiting instructions?
- Technical validation: If you’re not technical, bring someone who is to evaluate their expertise. Consider a small paid test project.
- References: Talk to previous clients about reliability, communication, and the quality of their delivered work.
The cultural dimension
Beyond workplace culture, national cultural differences can significantly impact working relationships. Someone’s background influences how they:
- Handle direct feedback
- Perceive deadlines
- Communicate problems
- Approach authority
- Balance individual work with team collaboration
Resources like Erin Meyer‘s “The Culture Map” and Hoofstede Insights can help you navigate these differences.
For early-stage startups juggling countless unknowns, sometimes hiring from a familiar cultural background reduces friction. Though you might miss exceptional global talent.
The takeaway
The more specific you are about what you need, the more likely you’ll find the right match. A detailed job description attracts better-qualified candidates and helps you ask the right questions during interviews.
Remember that technical hiring isn’t just about technical skills—it’s about finding someone who can translate your vision into working code while adapting to your startup’s evolving needs.
What technical recruiting challenges are you navigating right now?