So, you’re trying to figure out how to find a software developer for your startup? As someone who’s been in your shoes, hiring developers for my own projects and consulting for other founders, I’ve seen what works and what doesn’t.
You need to know exactly what your startup needs and where to look. More importantly, you want to find someone who’s not here just to spit out lines of code but someone who can contribute to building a great product.
In this article, I’ll break down some practical tips and share the approaches that have made my hiring process more effective and less of a guessing game.
Let’s get one thing straight: if you don’t know what you’re looking for, how can you expect to find it? I’ve seen startups waste months hiring developers only to realize they needed someone with a completely different skill set.
So, the first step is nailing down the exact requirements for your project. Be brutally honest about whether you need a senior developer or if a junior developer with solid problem-solving skills will do. And don’t just think about technical skills—think about whether they can handle the chaos of a startup environment.
It’s tempting to go the freelance route when you’re on a budget, but hiring the cheapest option could cost you more in the long run. I’ve tried everything—outsourcing to agencies, hiring full-time staff, even working with freelancers—and let me tell you, each has its quirks.
While in-house developers might be more invested in your product, they come at a higher cost. Freelancers can bring niche skills and flexibility but sometimes lack the commitment you need. As for off-shore outsourcing, well, if you go that route, just make sure you work with a trustworthy team.
If you want to know whether outsourcing is the right option for you and how to do it well, we have an article that thoroughly covers every aspect of outsourcing software development for startups.
Not every great developer will thrive in a startup. I’ve hired senior developers from big companies who couldn’t to the speed at which things change in a startup environment.
What you want at the beginning is someone who’s used to wearing multiple hats, juggling shifting priorities, and staying cool when plans go off the rails. If they’ve got experience working in a startup, that’s a huge plus. It’s not just about coding—it’s about getting stuff done, even when everything feels like it’s on fire.
If you think that finding a great developer would be easy because of all the job boards out there, you are dead wrong. The truth is that platforms like LinkedIn or Indeed aren’t the best option for startups. You need to think outside the box and go where the truly passionate and skilled developers hang out.
You need to look at places where developers hang out, as well as platforms that are targeting startups. Let’s talk about some great options, some of which have worked for me and other startup founders I’ve helped over the years.
If you’re serious about hiring, GitHub should be your playground. It’s not just a code repository—it’s a treasure trove where you can find passionate developers. I hired my firs employee on GitHub and since then it’s become one of my favourite places to look for developers and I highly recommend it to entrepreneurs.
Here’s what I did: I scouted for developers who were active contributors to projects relevant to my stack. This let me see firsthand the quality of their code. No fancy resume can tell you that. If a developer is fixing bugs or submitting pull requests to high-profile projects, you can bet they know their stuff. And the best part? You don’t have to blindly reach out. Start by engaging with their work—comment on a pull request, ask a question, or star their projects. It’s an authentic way to get on their radar before popping the “Would you consider working on this project?” question.
For startup hiring, AngelList is practically a rite of passage. It’s a hub for startup founders and talented developers who are actively looking for startup roles. What sets AngelList apart is the kind of talent it attracts—people who understand the unique demands of a startup environment.
When using AngelList, you’ll get better results by being active on the platform, browsing through developer profiles, and reaching out directly. Customize your message to each candidate to show that you care about them. Mention how their background fits with what you’re building and why you think they’d be a great addition to your team. It takes more effort than posting on a job board, but the quality of responses will also be way higher.
Stack Overflow isn’t just a place to get your coding questions answered. Their job board attracts developers who are deeply involved in the software development community. I’ve personally used Stack Overflow to hire a developer and I can attest that generally speaking you can find passionate people on there.
Here’s a trick: Look at users who are actively answering questions in your tech stack. These developers are demonstrating their expertise, and if they’re engaging with the community, it’s likely they’re open to new opportunities. Reach out with a personalized message that acknowledges their contributions on the platform. You’re not just another recruiter—you’re someone who appreciates their expertise and has an exciting project that could use it.
Toptal's claim is that it only allows the top 3% of freelance talent to join, which makes it ideal if you’re looking to build your app development or web development team with top-notch skills.
The problem with Toptal is that it isn't cheap. If you’re working with a tight budget, you’ll need to justify the cost by making sure you really need that level of expertise. But if the project is important to you or if you’re looking for someone to help mentor a junior team, then paying the premium for a vetted software engineer can be absolutely worth it.
Upwork doesn’t have the best reputation in some circles. But if you’re smart about how you use it, you can absolutely find developers on the platform. I’ve hired some great freelance developers from Upwork, but you need to be technical yourself. Otherwise, forget about it, it’s not worth the risk.
Gun.io focuses on matching you with vetted freelancers, which saves time compared to other platforms where you have to go through tons of profiles. The downside? It’s pricier than platforms like Upwork or Freelancer.com, but you’re paying for the curation and peace of mind. If you’re short on time or are not technical yourself, it’s worth considering.
Altar.io doesn’t just connect you with developers, they also offer consulting, project management, and even help with product strategy. It’s a more structured approach than going freelance, but it can be a game-changer if your startup is still figuring out its tech roadmap. Keep in mind, though, it’s not the cheapest option, but you’re getting strategic input too it makes sense to pay more.
Freelancer.com is one of the older platforms, and it’s still a go-to for a reason. The variety of freelance developers is huge, which means you can find someone for nearly any tech stack. But the downside is that you have to put in the time to separate the good profiles. Again, if you are not a technical person, avoid the platform because there are many ways things can go wrong.
Want a tip? Don’t go for the lowest bid. Look at their portfolio, reviews, and don’t be afraid to ask for a short trial task. It’s better to pay a little more upfront to save a lot of headaches down the road. You will be able to see the quality of their work and how they communicate. If you are a good fit, you can continue.
You can also use the platform to have some cheaper alternatives so that you can better negotiate with more premium options. At least you know you have a decent option here, so you’ll be able to negotiate better. But you should also know that good developers are in demand, so you generally get what you pay for.
You might not think of Telegram and Discord as places to find developers, but these platforms are buzzing with tech communities and niche interest groups. I personally find most of my developers in groups on Telegram and developer channels on Discord. I find people on there are the most passionate which is excellent for startups.
If you want to see a developer for your startup in action before you hire them, attending hackathons and meet-ups can be incredibly effective. There’s nothing like seeing someone solve problems under pressure to know they can thrive in a startup setting.
Meet-ups, on the other hand, are great for networking. You’re not only looking to hire developers, but to build relationships. I’ve found that even if I didn’t hire someone directly from a meet-ups, the referrals I got from the contacts I made were worth the time spent.
And here’s a bonus tip: If you can’t attend these events in person, look for virtual hackathons or online coding challenges. They offer a similar opportunity to see developers in action.
Beyond hackathons, there are all sorts of coding-related events like bootcamps, workshops, and tech conferences where you can find the right developers. The developers at these events are often on a learning curve, but they’re hungry for experience and are usually open to taking on a project to build their portfolios.
Tech conferences are another goldmine, especially for emerging technologies. Even if you don’t hire anyone directly, just being there can help you understand the trends and tools that talented developers are using, which can help you refine your search.
Let’s not forget about job boards. Don’t just rely on the big players like LinkedIn or Indeed. Look for job boards that are tailored to your industry or specific software development roles.
For example, if you’re looking to hire remote developers, you might try platforms like We Work Remotely or Remote OK. If you need a full-stack developer or someone with niche skills like Elixir and Phoenix, head over to sites like Stack Overflow Jobs, which attract developers who are serious about their craft.
You can also consider using country-specific job boards if you’re looking for talent in a particular region. For example, if you’re searching for developers in France, there are job boards dedicated to those markets, in this instance crème de la crème, which is an excellent platform by the way.
Running ads might not be the first thing that comes to mind when you’re thinking about how to hire developers for your startup, but it can be surprisingly effective if you know how to target them. I’ve used ads on Instagram and it was great but I don’t recommend this option at the beginning. You need to know how to effectively run create ads and this option would be great if you have a marketing guy in your team and want to have a higher volume of candidates to select from.
You’ll get the best results by using ad copy that’s authentic and speaks directly to the kind of developer you’re looking for.
Lastly, don’t overlook the power of good old-fashioned networking. Personally, my best hires come through referrals. If you are in a tech hub or have already hired a few developers, your network is filled with people who have worked with talented software engineers. Do not hesitate to ask your developers to link you with the best developer they know.
When a recommendation comes from someone you trust, it carries a lot more weight than any resume ever could. If you’re really in a pinch, consider offering a referral bonus. It’s a small price to pay to get the right developer on board.
Each of these methods has its pros and cons, and there’s no one-size-fits-all solution when it comes to how to find software developers for startups. It’s about knowing your needs, your budget, and where you’re most likely to find developers who share your vision and are willing to get their hands dirty.
We are Realistack, a product design and low-code development studio that exclusively works with tech startups. If you want to launch your startup and need help with the development of your MVP or product design, don’t hesitate to reach out and book a 30-minute discovery call.
When you’re hiring a developer, it’s easy to get caught up in the technical stuff. You want someone who has experience working with the programming language you are looking for. But the thing is, technical skills aren’t everything. In fact, I’d argue they’re only about half the equation.
What really makes a developer a great fit for an early-stage startup is how they think, communicate, and approach problems. I’ve hired developers with fantastic technical skills, but who struggled to work with the team or adapt to the fast pace of startup life. So, how do you assess these less tangible qualities?
Start by having real conversations during the hiring process. Ask them about a time they had to learn something on the fly or deal with a difficult client or coworker. You want to see if they can take initiative, and thrive in an environment where priorities shift daily.
Another tip is to observe how they react to feedback during a coding assessment. Do they get defensive, or are they open to suggestions and willing to learn? Coachability is not only important if you are hiring a junior developer, but also for more senior people who tend to be opinionated. You want to hire people with great problem-solving skills who can collaborate with a team of developers and communicate clearly.
I’ve always found traditional coding tests a bit lacking when hiring a developer. Sure, they show whether someone can solve an algorithmic problem, but do they show how someone will handle a real challenge your startup might face? Not so much.
Instead, I prefer giving candidates a problem that’s directly relevant to the work they’d be doing. For example, if you’re building a mobile app, give them a task that involves debugging a mobile app development issue. If your startup relies heavily on backend processes, ask them to optimize a small piece of existing code or design a simple backend feature.
The goal here isn’t to stump them with the hardest problem you can think of. It’s to see how they approach solving a real issue, how they prioritize tasks, and how well they communicate their thought process. One of the best hires I made was someone who didn’t come up with the “optimal” solution during the assessment but clearly explained their approach and how they’d refine it if given more time. That’s the kind of thinking that can make a difference.
Let’s face it: you’re not the only one looking to hire the best developers. Talented engineers have options, and if you want to attract top talents, you need to offer a compensation package that makes them take you seriously.
Now, you might not be able to outbid a big tech company on salary alone. That’s where equity comes in. Startups can often sweeten the deal by offering stock options, making developers feel like they’re part of something bigger than just another job. In my experience, being transparent about the equity structure and explaining the potential upside (without overselling it) helps build trust. If you want someone who will stick around, they need to feel like they have a stake in the company’s success.
In my opinion, the most impactful advice one can give about giving up equity is to be generous with the right people. I let you watch this short video that has been an eye opener for me.
Ah, the great debate: remote vs. on-site. As a startup founder, I’ve worked with both, and there’s no one-size-fits-all answer here. What matters is finding what works best for your startup’s specific situation.
Remote developers give you access to a vast community of developers from all over the world. You’re not limited to local talent, which can be a game-changer, especially if you’re in an area with a smaller tech scene. The downside? Communication can get tricky, especially if you’re working across different time zones. You have to be intentional about setting up processes for collaboration and making sure everyone stays in the loop.
On the other hand, having a team of developers on-site can speed things up, especially when you’re in the early stages and need rapid iterations. There’s something about being able to turn to the person next to you and ask a quick question or brainstorm a solution together that just can’t be replicated virtually.
If you decide to go the remote developer route, consider a hybrid approach at first. You can have a few key team members on-site while hiring remote developers for your startup to fill specific roles. It gives you flexibility without completely sacrificing the benefits of face-to-face collaboration.
Don’t underestimate the power of a good cultural fit. I’m not talking about finding someone who likes the same TV shows as you or shares your taste in music. I’m talking about someone who’s on the same page when it comes to the startup’s values, mission, and work ethic.
Startups are tough. Things change fast, and you need people who are comfortable with uncertainty and willing to pitch in wherever they’re needed. During interviews, ask questions that reveal their attitude towards taking initiative, handling setbacks, or learning new skills. You’ll quickly get a sense of whether they’ll mesh well with your existing development team.
I once hired a developer who, on paper, had all the right skills but struggled with our culture of rapid experimentation and feedback. They were used to a more structured environment and found it hard to adapt. Lesson learned: hiring for cultural fit is just as crucial as hiring for technical skills.
Here’s a strategy that’s saved me from making hiring mistakes: using trial projects or probation periods. Think of it as a “try before you buy” approach. It gives both you and the developer a chance to see if there’s a good fit without committing to a long-term contract right away.
For example, you could start with a small, well-defined project. This could be something like building a feature for your web app or fixing a few bugs in your backend systems. See how they perform, how they communicate, and whether they’re proactive in finding solutions. If it goes well, you can then extend a full-time offer.
A probation period also works, where you agree on a set timeframe (say, 3 months) to assess their performance before making the position permanent. It’s a fair way for both parties to gauge whether it’s a good fit without rushing into anything.
Hiring the best developers is just the beginning. Once they’re on board, you need to keep them. In startups, retention isn’t just about perks like free snacks or ping pong tables (though those don’t hurt). It’s about creating a work environment where developers feel valued, challenged, and see a path for growth.
One of the most effective ways I’ve kept developers engaged is by giving them ownership of their projects. Let them take the lead on certain features or initiatives. When developers feel like their work makes a real impact, they’re more likely to stick around.
Another strategy is continuous learning. Encourage them to attend tech conferences, take online courses, or even give them time to work on open-source projects. Developers who are constantly learning new things are not only more motivated but also bring fresh ideas to the table.
Lastly, don’t forget the importance of feedback—both giving and receiving it. I’ve found that setting up regular one-on-ones to discuss progress, challenges, and career goals goes a long way in building a team that’s not just good, but great.
These strategies should help you not only find and hire developers for your startup but also build a team of developers who are committed to helping your company grow. Up next, I’ll dive into how to onboard developers effectively and get them up to speed as quickly as possible.
The best developers for startups are versatile problem-solvers who thrive in fast-paced settings. Look for developers with experience in multiple areas, such as web development, mobile, or backend, as they can wear many hats. A mix of technical skills and the ability to quickly adapt to changing priorities is key for startup owners looking to scale.
Freelance developers offer flexibility and cost savings for short-term projects, making them suitable for startups with fluctuating workloads. However, they may not be as invested in the company’s long-term success. Full-time developers, on the other hand, bring stability and deeper commitment but come with higher costs. The choice often depends on whether the project requires ongoing development or can be handled on a contract basis.
Startup owners can find professional developers at a reasonable cost by leveraging platforms like Upwork or GitHub to source freelancers or junior developers looking to gain experience. Offering equity or flexible work arrangements can also attract talented developers who may prioritize growth opportunities over high salaries.
In an early-stage startup, hiring a developer who is more of a generalist can be advantageous. They can handle various aspects of software development, from web development to database management. However, if your startup requires specific expertise, such as AI or cybersecurity, you may need to bring in a developer with specialized skills to handle those tasks.
To find and hire developers with relevant experience, explore niche platforms like Stack Overflow, GitHub, or AngelList, where developers often showcase their portfolios. Reach out directly to developers who contribute to open-source projects or answer questions in your tech stack to gauge their expertise and interest in your startup.
Prioritize qualities like adaptability, problem-solving skills, and effective communication. In startups, developers often face unpredictable tasks and must be resourceful. Look for candidates who show enthusiasm for learning and can collaborate with a small team of developers. These qualities matter just as much, if not more, than specific technical skills.
Startup owners often struggle to compete with larger companies when it comes to compensation. Additionally, finding developers who fit both the technical needs and the culture of a startup can be difficult. There’s also the challenge of filtering through candidates who look good on paper but may lack the ability to work in a less structured environment typical of startups.
