Software underpins nearly every industry, even those we normally don’t consider to be “tech.” And that’s only increasing as digitization and artificial intelligence take hold. When you’re adding tech talent to scale, you need to know how to hire a software engineer who can do the job — and will choose you over everyone else competing for their skills.
If you’re a chief technology officer looking to expand your team and cover all the work that needs to get done, you’re not alone. The federal Bureau of Labor Statistics expects hiring for software developers to increase 25% in the next decade alone. But finding the best developers could be a challenge, as these workers have a minuscule 1.4% unemployment rate.
Read on to learn more about diagnosing your staffing needs, vetting and onboarding candidates, and when to hire an on-demand software development team that helps you scale while positively contributing to your culture.
Start by understanding your need for software developers and engineers. Each project requires different skill sets from software developers — and a different mix of in-house, outsourced, full-time or on-demand staffing.
Here are a few considerations to keep in mind when examining your workforce.
What’s the scope of the project? What are the key deliverables? What technical skills are required to achieve these goals? Understanding the project's complexity helps determine what expertise you need.
Maybe that’s advanced knowledge in Python or another programming language. Perhaps you’re seeking specialists in Azure or Amazon Web Services (AWS). Getting clarity helps you assemble a team that’s ready to deliver on the project's expectations.
Choosing the right mix of talent for your project team is essential. Consider the following factors:
Deciding between developing your team in-house or seeking on-demand talent depends on several factors, including the amount of work required by a specific project and the number of projects occurring simultaneously.
On-demand teams like X-Team can provide flexibility and scalability not just for short-term projects, but for long-term projects if so required.
In-house teams can be especially effective because you’re already familiar with them. They are readily available and easy to position. And you have direct control over the work and the people doing it.
Enlisting on-demand teams of engineers, like X-Team, can create flexibility and scalability not just for short-term projects, but also for long-term projects as required. On-demand software services are particularly useful for projects with variable workloads or those requiring specialized skills. This type of outsourcing is cost-effective without sacrificing quality, especially for short-term projects or when you expect staffing volatility.
Finally, on-demand providers are especially proficient at sourcing the best talent without geographical limitations. They can deliver the best talent faster than most companies by themselves, even those with strong employer brands or remote work cultures.
Here’s a four-step structured approach to help you find and hire the best software developers and engineers for your needs.
Start the recruitment process by having the hiring manager define the skills, experience and expertise needed for the job or project. The job description should outline the role’s responsibilities and expectations, as well as key salary and benefits information (sometimes, this is required by law). While the hiring manager drives this process, you’ll also want buy-in from human resources and recruiters.
Make sure your hiring team agrees on other key elements of the ideal hire. Ask questions like: What technologies and tools are required for this role? What competencies or expertise should candidates demonstrate? Will there be a test or sample project required? What soft skills are desired, such as problem-solving abilities, communication skills and teamwork?
Defining the role’s requirements and responsibilities helps you attract the right applicants so you can match them against the ideal profile. This streamlines the hiring process and reduces frustration for hiring managers and applicants.
Once the job description is finalized, you’ll start sourcing candidates. There are several avenues to explore:
The next step in how to hire software developers and engineers is creating a shortlist of candidates. To get there, use consistent, unbiased screening procedures that rely on technology but include a human in the process.
Standardize your interview processes to minimize bias and prevent inconsistent results. Combine technical assessments and behavioral interviews for a comprehensive view of each candidate's capabilities and how they might fit with your team.
Finally, be ready to quickly make hiring decisions and employment offers. When you offer a job, include a detailed offer letter with terms of employment and compensation. Don’t hesitate, or you’ll lose out on these in-demand developers.
Don’t leave onboarding to chance. New hires need your help understanding their roles and responsibilities, the tools they’ll be using and the company culture. Make swift introductions to team members and other key stakeholders so new hires can put faces to the work.
If you’re onboarding a remote software developer, this process looks a bit different, but the goal is the same: Helping software engineers feel welcome so they can contribute immediately.
The initial onboarding is only the first phase. Managers should regularly follow up to see how the new developer is adjusting and to address any issues. Use these conversations to align on values, build rapport and offer feedback. Your engineers deserve to know how they’re performing against expectations and where they can get better.
Few industries are more competitive than the market for top software engineering talent. Hiring the right people at the right price is difficult enough — especially if you can’t retain them.
Here are some best practices for how to hire a software engineer, develop and retain them, and provide a great employee experience.
Pay attention to your employee experience, by which we mean a supportive and inclusive work culture that strives for excellence through open communication and collaboration. Promote a culture where employee feedback is welcomed and acted upon.
At X-Team, we coach managers to ensure every team member feels valued and that they can show up as themselves. The goal is to embody a culture where everyone is on the same team, striving for the same goals.
Continuous learning can take place during the work itself, such as when senior engineers mentor newer employees. Encourage software developers and engineers to be proactive about their development, always looking to learn from their daily tasks.
Learning and development can also occur in formal training, workshops and courses. Create space for your engineers to grow — you’ll see higher retention and productivity as they stay on the cutting edge of technology and innovation.
You need to get compensation right in a high-demand market like tech. Make sure you’re competitive within your industry and anywhere else where your software engineers and developers might seek employment.
Salary isn’t the only factor. Be mindful of your total compensation, including bonuses, health care, paid time off and other benefits. Flexible and remote working conditions have become increasingly popular in recent years, especially for companies that turn to on-demand engineering teams on flexible contracts.
Good project management is key to keeping engineers engaged and productive. Whether you use Scrum, agile or another approach, make sure your process is well-communicated, consistent and followed by everyone.
Rapidly scaling companies can struggle to accurately assign workloads while onboarding new tech under rapidly changing conditions. Make sure you’re hiring or developing excellent project managers who can free up your tech talent to focus on the work rather than dealing with confusing workflows and documentation.
Employee recognition is crucial to morale and retention. A Gallup-Workhuman survey found that recognition is a significant factor in whether employees feel a sense of belonging — and whether they’ll stay or quit.
Leaders can recognize and reward success through formal programs, including bonuses, awards and public acknowledgment. They can use informal recognition, like shouting out employees during meetings or sending a personal note of appreciation.
Managers should regularly meet with their reports to discuss performance, track progress toward goals, provide feedback and explore professional development opportunities.
These conversations help managers understand how work is going, and give employees a chance to ask questions, share suggestions and talk through challenges. Strong manager-employee relationships contribute to higher productivity, goal achievement and retention.
Working in tech can be stressful, so well-being, health and work-life balance must remain priorities. Leaders set the tone for what’s acceptable in terms of working habits and time off. It’s not just the official policies, but also how they act in public.
When bosses don’t take time off, your software engineers probably won’t feel like they can, either. If you’re requiring off-hours and weekend availability for routine requests, you’ll see higher levels of stress and burnout. Over time, the work will suffer, along with communication and collaboration within your team.
Whether you're looking for a single engineer or an entire team, X-Team delivers rigorously vetted, high-performing talent that seamlessly integrates into your workflows. With our human-driven approach, you can focus on building transformative solutions while we handle the complexities of hiring. From reducing time-to-hire to ensuring compliance and cultural fit, we empower you to scale dynamically and sustainably.