How to Hire a Software Engineer

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.

How to Identify Your Staffing Needs

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.

Define Your Project Requirements

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.

Decide on Team Composition

Choosing the right mix of talent for your project team is essential. Consider the following factors: 

• Skill diversity and redundancy: Look for complementary skills that cover every aspect of the project, from front-end and back-end development to database management and user experience design. When possible, build in redundancy to handle any staff absences or scale up to additional development needs.
• Experience levels: You might want only your most senior software engineers on every project, but that’s not always possible — or best for your team’s development. Select a mix of junior and senior engineers to give your team the expertise it needs while allowing junior staff to learn and grow.
• Cultural fit: Every software engineer needs tech skills, but don’t overlook cultural fit, good communication and the ability to collaborate. As a baseline, staff should act respectfully toward others and align with your values and goals. This applies whether they’re full time, on demand, remote or in the office. 
• Location and availability: When you support hybrid and remote teams, you greatly expand your talent pool and can accommodate work across time zones, which is especially helpful when your clients are scattered geographically. Additionally, make sure the engineers with the skills you need aren’t committed to other projects.

Build In-House or Enlist On-Demand Help

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.

How to Hire Software Engineers in 4 Steps

Here’s a four-step structured approach to help you find and hire the best software developers and engineers for your needs.

Step 1: Define the Role and Requirements

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. 

Step 2: Source Candidates

Once the job description is finalized, you’ll start sourcing candidates. There are several avenues to explore:

• Referrals and recommendations: Your existing workforce is a valuable referral source when hiring. Referrals also come from former employees, clients, friends and family, and even rejected candidates who have a positive view of your company.
• Job boards and career websites: Besides your own website, these are the most obvious avenues for getting your job posting in front of active job-seekers.
• Social media and other networks: LinkedIn and other platforms are invaluable for reaching active and passive job candidates. You can post job ads, search for candidates with specific skills or get referrals from your network.
• Agencies and outsourcing companies: Third parties, such as software development companies, can be useful if you need to hire quickly or need specialized skills. Companies like X-Team provide on-demand teams of software developers to manage rapid growth and create long-term talent relationships.

Step 3: Screen, Interview and Make Offers

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.

Step 4: Onboard and Integrate Them Into the Culture

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.

How to Develop and Retain Your Software Engineers

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.

Foster a Positive Work Environment

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.

Provide Continuous Learning and Development Opportunities

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.

Offer Competitive Compensation and Benefits

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.

Implement Effective Project Management

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.

Recognize and Reward Contributions

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. 

Give Regular Feedback in Check-Ins

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.

Support Them as Whole Human Beings

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.

Hire Software Engineers Who Excel From Day One

Companies don’t need to reinvent the wheel when learning how to hire a software engineer. But they should understand their current talent needs and how bringing in new talent will close any gaps. 

Our number one value is “Keep Moving Forward.” We encourage all X-Teamers to continuously learn, grow and thrive, both professionally and personally. Because of that, we enjoy high talent retention rates, so you can keep on the same developers for as long as you want. 

If you need to scale quickly with reliable tech talent, X-Team can match you with experienced, skilled software engineers and developers who are perfect for your projects, culture and timeline. Learn more about working with X-Team and how to get started.