3 things I’ve learned from hiring and managing 100+ developers in my career
I started as a software developer. Then I hired developers. Now I grow my b2b startup to help other startups hire remote developers. Here’re the top 3 lessons I’ve learned in my career:
#1 Never compromise on the wrong candidate!
Hire slow, fire fast. Once I hired a rock star senior java dev and fired him three weeks later. His hard skills were on point.
But it turned out he absolutely can not work in a fast-paced environment. Not a startup fit.
Tip: don’t waste each other’s time
#2 Never hire a person without evaluating soft skills
At a startup, it is critically important to hire doers, not thinkers. But when you see a super cool CV with the top hard skills in your budget it’s tough to say “no” to this candidate.
Hold on, think critically. No cultural fit, no result.
Tip: soft skills + culture > hard skills
#3 Local hiring limits opportunities
The primary delusion of founders is to hire developers on the local market. Talents are spread around the world!
Tip: DM me if you are hiring, and I will help you find the best match.
What criteria for selecting candidates do you feel are essential? Who is someone you will never hire?
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Learning a programing language, framework or any technology takes time and effort. There are a lot of developers that have soft skills but never invested that time and effort.
Thank you for the feedback! Agree, but in my experience, it’s not just about external factors, but also personal ones. Not everyone can (and want) work in such an environment. And it’s ok.
Hard skills are essential for a developer. And with the growth of the developer’s level, the importance of soft skills increases. I mean, for a junior dev soft skills don’t matter, for a senior - matter a lot.