Hiring developers for your startup is a non-trivial task, particularly if you are a non-technical founder. You might feel like you lack the technical chops to accurately assess an applicant’s skills and capabilities. However, focusing on the right elements, asking the right questions and seeking the right attributes will allow you to understand an applicant’s approach to collaborative problem solving and their relevant experience.
In your quest to hire developers, you must remember that it’s not simply about finding individuals with the right technical skills. More than simply identifying engineers who have the abilities that are relevant to your startup, it is equally important to assess whether they will complement your company culture and work well with existing team dynamics. While technical proficiency is a critical criteria, don’t overlook the significance of an applicant’s personal attributes, communication skills and how well suited they are to your startup.
In this guide, we’ll provide you with a list of key questions to ask when hiring developers for your startup. Ask these questions to gauge a candidate’s technical proficiency, problem-solving capabilities, communication style, flexibility, and familiarity with startup environments. These questions will ensure you make well-informed decisions and build a high-performing development team that is firmly aligned with your startup’s goals and vision. Remember, this is not an exhaustive list of questions. It’s important that you tailor your questions according to your specific needs and the nature of your startup.
Key questions to ask when hiring developers for your startup:
1. Can you provide examples of your previous work?
What you’re really asking: While it’s helpful to know a candidate has experience working at other technology companies or startups, seeing some of the actual work they’ve done should be a pre-interview requirement. The typical method of asking for a candidate’s portfolio or project links will give you a chance to review work they’ve already done, which is a much better way to gauge the quality of their code and how well they handle the marginalia of seeing a project through. Moreover, the technologies or patterns they’ve used, and the problem sets they’ve worked on, are all reflective of what they are likely bringing to the table with your startup.
2. Which technologies and programming languages are you proficient in?
What you’re really asking: In the end, you’re trying to ascertain whether the person can help you build your star startup. Asking what technologies and programming languages a candidate is proficient in will let you know their baseline. You’ll get an understanding of two things: Whether they will be able to quickly come up to speed on the tools and frameworks you need them to work with, and also, whether they are the type of person who learns new technologies (assuming you need them to) and has a history of doing so.
3. Have you worked on similar projects or startups before?
Sometimes, having worked in a similar industry or on similar projects as your startup can be a huge asset. However, that’s not to say it’s absolutely crucial. The ability to learn quickly and adapt to new environments is just as important if not more so. If a candidate has domain knowledge that is highly relevant to the problems faced by your industry, sure, they’re going to be ahead of the curve. But there’s also something to be said for “the type of person who can solve problems, is eager to learn and will thrive in any environment.” That person can be a great addition to your startup as well.
4. How do you approach problem-solving and troubleshooting?
Technical problem-solving skills are critical for developers. This will allow you to gauge a candidate’s problem-solving ability, resiliency, and their ability to operate under pressure. You want a successful hire to be able to guide you through their problem-solving process, provide instances of how they have solved problems in the past, and demonstrate that they have a logical and analytical mind. Problem-solving is crucial in a startup environment, as the ability to put out the multitude of fires that can occur, in a calm and quick fashion, can make all the difference.
5. What is your preferred style of communication and collaboration?
Communication and collaboration are key when operating as a successful development team. By asking this question, you can ensure that their preferred style will mesh well with your organization. Some developers might prefer written communication, while others might love to be in every other meeting and attend them through video. Understanding their needs for communication will guide how you can have a harmonious working environment for everyone to feel that they can be the most effective working with one another as they need to be.
6. How do you stay up-to-date with the latest industry trends and technologies?
The tech industry is in constant flux and developers need to be able to keep up with the latest technology and trends. By asking candidates how they continue their learning process and stay current in the industry, you can separate those who are just collecting a paycheck from someone who lives and breathes coding. Look for someone who engages in professional development, attends webinars and industry conferences, and is eager to work on more projects where they can gain exposure to newer, higher level technologies. By staying on top of the latest trends and technologies, you can quickly adjust to new technologies and changes in the industry before other development teams.
7. How do you handle feedback and criticism?
It’s important to have developers who can handle feedback and criticism. Iteration, and constructive feedback provide a path to improvement and a better final product. By making sure developers can take feedback constructively, and then iterate on their work to improve, you make sure they thrive in the feedback rich start-up environments they call home. Look for openness to feedback, a passion for learning and growth, and an ability to have good discussions about feedback. Also pay close attention to how they answer, make you comfortable with giving them feedback.
8. Are you comfortable working in a startup environment?
Balanced closely with the last question, this helps us rate if the developer has the comfort level to thrive in a startup environment. Being adventurous, but now idealistic about the amount of effort and time required…How do they feel about their experience on startups or small teams? A candidate loves that they are dynamic, juggle many elements at once (sometimes balancing, sometimes, by dropping one on our head), and that priorities change frequently? The answer to that question should make the decision clear.
9. Can you provide references from previous employers or clients?
Last ask them for references from past employers, or clients they have worked with. If hesitant, red, red flag! Talking with references can provide so much: A sense of their work ethic, how well they work with a team. Strengths and weaknesses, and to a degree, what they’ve accomplished in the past. What are some drawbacks of working with them? What would the last boss have to say about them? What are some of their biggest wins,.. as well as their biggest contributions to the team? This not just provides a ‘gut’ check to potentially validate your thoughts on a candidate….. it’s more information to consider to make an informed decision.
Conclusion
Each of the answers is expanded to give a more complete picture of how that question would help in evaluating a candidate for your startup. Remember that when you’re hiring developers, it’s not just their technical skills you’re looking at. It’s also about how they fit with your team and the culture of a startup in general. Hiring developers for a startup can be one of the most rewarding, but also one of the most trying, processes you’ll ever face as a startup or small business. Keep in mind these key questions and stay focused on finding the very best talent. Build a team of development rock stars that are a perfect match for the unique needs and culture of your startup.
Don’t forget to take factors beyond technical proficiency into account when evaluating candidates too. Look for individuals that display an ability to learn, take feedback well and thrive in a fast-paced, dynamic environment. The capacity to collaborate effectively and communicate openly is equally critical in a startup setting.
Also, don’t underestimate the value of reviewing a candidate’s previous work — explore their portfolio or projects they’ve contributed to so you can gauge the quality of their work and whether their experience aligns closely with your startup’s specific needs.
Finding the right developers for your startup is one of the first steps to building a successful product and a scalable business. By investing the time and effort into the hiring process, you can put together a strong development team that will greatly contribute to your startup’s growth and success.
One final note: Hiring is an iterative process. Don’t be afraid to iterate, as well, learn from your experiences and refine your approach as necessary. With each new hire, you will keep building a stronger team that will increase the chances of your startup being successful.
Good luck finding developers and new team members for your startup!
