When it comes to hiring a developer, the stakes are high. 

A developer with the right skills and experience can help to build and maintain software systems that are essential to the success of a business. They can help to automate processes, streamline operations, and develop new products and services. However, a slight miss can lead to wasted resources, missed deadlines, and even project failures.

The importance of having a strong development team is further amplified in today’s economy, where technology plays a vital role in every industry. Companies that want to stay competitive must invest in people that carry relevant experience and can use it to drive innovation. 

Finding the “right fit” is easier said than done. The software development industry is constantly evolving and new tech and programming languages are emerging all the time. This means that the skills and qualifications that are required to be successful in this field are also constantly changing.

This is exactly why it’s essential to have a well-defined hiring process in place- for every single role in your company. By understanding the specific requirements, businesses can narrow down their search and find the right person for their team. 


This process can be time-consuming and challenging and so, we’re simplifying this process for you. 

In this blog, we will explore the importance of “hiring like a pro” and provide practical tips for finding the right developer for your team. The resource shall explore key topics such as how to define your hiring needs, where to find these qualified candidates, and how to evaluate their skills and experience. 

The work will all pay off in the end when you’ve put together a top-notch team that is ready to hit the ground running and elevate your organization to new heights. 

Let’s dive in. 

Hiring For Success: Identifying The Skills Needed For The Role 


It is essential to have a clear understanding of the company's goals, objectives, and current needs before beginning the hiring process- be it for a developer or any other role. This will help to ensure that the new hire will be able to contribute to the overall success and make a meaningful impact on the organization.

One way to go about this is to conduct a thorough analysis of the current workforce, including their skills and experience, as it will help to identify the areas that are lacking. For example, if the company is looking to expand its presence in a new market, it may need to hire a developer with experience in that specific market, without which this task could be a tough one to crack. 

Another way to define the needs is to conduct a SWOT analysis as this will help to identify the strengths, weaknesses, opportunities, and threats. For example, if the company is looking to expand its online presence, it may need to hire a developer with experience in web development or e-commerce.

By identifying the skill gaps within the organization, businesses can be more targeted in their search for new hires and increase the chances of finding a developer who is the right fit for them through a fine-tuned approach. It's also important to keep in mind that the needs of all organizations can change over time, so it's essential to revisit this analysis regularly and keep it updated. 

There usually could be multiple developers required in a company, but that doesn’t mean each and every professional isn’t contributing in their own way massively. Going forward, it’s essential to have a clear understanding of not only the technical skills required but also the soft skills that are essential for a developer to be successful in their role. 

Let’s explore the ones that are deemed most common and important. 

Technical Skills:
  • Proficiency in a specific programming language(s): A developer should have a strong understanding of at least one programming language, and ideally, multiple languages. This will enable them to write efficient and maintainable code.
  • Knowledge of software development methodologies and best practices: These professionals should be familiar with different software development methodologies like Agile, Scrum, Waterfall, etc. They should also have knowledge of the best practices in software development such as test-driven development, continuous integration, and version control.
  • Experience with version control systems: Developers should have experience with version control systems like Git or SVN. This will allow them to track changes to their code, collaborate with other developers, and revert to previous versions.
  • Familiarity with databases and SQL: It’s common for developers to know about databases and SQL. They should be able to design, develop and manage the databases, and understand how to write SQL queries to retrieve data.
  • Understanding of software testing and debugging: While this is usually managed by another team of professionals, developers should have a fair knowledge of software testing and debugging. This will allow them to write test cases and debug their code to ensure it's working as expected.

Soft Skills:
  • Strong problem-solving skills: It bodes well for these experts to be able to identify, analyze and resolve problems that arise in the development process.
  • Good communication and collaboration abilities: No work of this magnitude gets done in silos. Developers should have good communication and collaboration skills to be able to work with other team members, including designers, project managers, and other stakeholders.
  • Ability to work well under pressure: It isn’t the most smooth sailing role! Developers should be able to work well under pressure and meet deadlines. This also includes having strong time management skills. 
  • Willingness to learn new technologies and programming languages: Learning never stops and as we mentioned, this is an ever-evolving field. Developers must have the willingness to continue to learn and stay up-to-date with the latest developments in the software development industry.

Apart from this, the cultural fit is an important aspect to consider as well. A candidate's values, personality, and work style should align with the company's culture and values. This will help to ensure that the new hire will be able to work well with the existing team and contribute to a positive work environment.


To assess this, employers should consider factors such as their work ethic, communication style, and attitude toward teamwork. They must have a good understanding of the organization’s vision and be excited to adopt it too. 

Keeping all of this in mind, employers can identify the exact kind of professional they would be interested in bringing on board. When you have a ‘check-list’ of sorts, it makes the decision infinitely easier and allows one to find the right fit soon. 

Sifting Through The Resumes

You’ve identified what you’re looking for, but where do you find the perfect candidate? 

With so many recruitment channels to choose from, it can be overwhelming to know where to start. 

Job boards have become a go-to for many companies looking to fill developer positions. They offer a large pool of candidates and initially come across as relatively easy and cost-effective to use. However, with such a high volume of resumes, it can quickly become a daunting task to sift through and identify a few people that match your expectations. This process could take up to months on end. Additionally, there is a potential for resume fraud, and not all may be relevant to the position.

Social media has also emerged as a popular recruitment channel for developers. Platforms like LinkedIn, Twitter, and GitHub offer a large pool of candidates, but again, they’re not all going to be a perfect fit for your organization and would require a lot of effort to even find professionals that are actively looking for employment. 

Another route that organizations opt for is to tap into their current employee network for referrals. Employee referrals can be a great way to find qualified candidates who already have a connection to the company and may have a higher potential for cultural fit. However, the pool of candidates may be limited and not diverse. Moreover, you might not find someone that checks all the boxes.

This is where a platform like Global Talent Exchange (GTX) comes in. GTX utilizes its network to map and source people from skill-rich hubs around the world, providing organizations like yours access to top talent that would otherwise be difficult to find. 

With GTX, you gain access to a developer pool that is pre-screened, matches the requirements and qualifications, good cultural fit, and is aligned with your business’s mission and goal. They’re all the cream of the crop- you just need to take your pick. 

Creating A Well-Rounded Assessment Process

When assessing developer candidates, it's important to use a variety of methods to evaluate their skills and experience. 

  • Portfolio reviews: A portfolio review is an assessment of a candidate's work, including projects they've completed, code samples, and other relevant materials. This can provide insight into their proficiency, as well as their ability to communicate their accomplishments effectively.
  • Skills tests: These are tests that can be used to verify a candidate's self-reported experience and knowledge and assess how they work with different programs.
  • Work sample tests: Work sample tests are assessments that simulate a real-work task or project that the candidate would be working on. This can provide insight into how they would perform in the role, and how they would handle different types of tasks and challenges.

To ensure that the process is fair and unbiased, employers must make sure that all candidates are assessed using the same methods and criteria. This includes providing clear instructions and guidelines for each “test” and having a clear and consistent process for evaluating and scoring the results.

Another important aspect of a fair and unbiased assessment process is to avoid making assumptions about a candidate based on their background, education, or other personal characteristics. Instead, focus on their skills, experience, and qualifications as they relate to the role.

The Winning Choice

Evaluating the results of the assessments and making a decision about which candidate to hire can be a challenging task. However, by following a structured process and considering all relevant factors, you can increase the chances of making the right choice.

First, review the resumes, cover letters, and portfolios of the developers. Pay attention to the qualifications and experience of each candidate and compare them to the requirements for the position. Look for specific keywords, technologies, or projects and check for certifications, trainings, or any other relevant education that can help with the decision. 

Next, assess the results of any technical assessments or coding challenges that were given. Look for patterns in the results and consider how well each candidate performed relative to the others. Evaluate the quality of their code, the way they solve problems, and the level of creativity they have shown. Also, take into account the time they took to complete the task; it can give an idea about their speed and efficiency.

Another important factor to consider is the candidate's communication and teamwork skills. Review the results of any interviews or group activities and pay attention to how well the candidate interacted with others and how well they expressed themselves. Look for examples of their leadership skills, ability to work under pressure, problem-solving skills, etc.

After evaluating all the information, compare the top developer candidates and make a decision about which one is the best fit for the position and the team.

Employers, never forget to give feedback to candidates, regardless of whether they are hired or not. Feedback can help candidates improve their skills and increase their chances of being hired in the future. It also shows that your organization values transparency and respect for candidates. Provide clear and specific feedback, focusing on the strengths and areas for improvement, and be honest and respectful.

In conclusion, hiring the right developer for your team can make a significant impact on the success of your business. 

While we’ve provided you with a holistic picture of how it can look like to go about hiring a developer, we also understand this is easier said than done. If you're looking to build a top-notch development team, we encourage you to seek us out for more such content and guides. Moreover, our platform is smartly designed to cater to all your requirements and we’ll help build the perfect tech unit that will enable growth and beat out the competition. Together, we can help you achieve your goals and elevate your organization to new heights.