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How to Attract & Hire the Best Software Developers

by Itotia Waiyaki
Blog
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In today’s blog, we’ll be showing you how to attract and hire the best software developers for your company by taking a look at the most common factors that come into play when software developers choose where they want to work.

Last week, our founder Victor Purolnik, was a guest at SaaS Group’s weekly AMA session.

The theme of the discussion was centered around -product Leadership and accountability for remote development teams.

During the session, Victor was asked a very common question:

How can a company make sure that it’s attracting the very best in software engineering talent?

For most people, the first thing that comes to mind is: Just offer a high compensation package!

While compensation is and will always be a factor when choosing to work at any company, throwing money at developers just won’t cut it anymore.

So what does? – Here are the 3 most common factors to attracting top developer talent to your company:

Flexible Working Arrangement

Yes, you guessed it! Remote work has become a huge determining factor for developers when choosing a company they want to work at. In fact, according to an article published by Flexjobs on remote work statistics, 63% of respondents chose remote work as the most important aspect of their job, beating out salary (61%).

For most of our clients, and indeed readers of our newsletter this is probably very obvious in 2024. However, you’d be surprised just how much this increases your chances of recruiting top talent.

Impactful Work & Continuous Learning

Developers value environments where they can learn and continuously keep upskilling.

Whether through time allocated for learning or mentoring from senior tech leaders, like a seasoned CTO or a fractional CTO.

This doesn’t have to be expensive and can significantly boost your appeal to top talent.

This also ties into meaningful work. They want to tackle impactful challenges and see the results of their efforts. Transitioning from a larger company to a role where they can own and release projects end-to-end is incredibly fulfilling for many.

Technical Debt

Finally, making sure as a company that you are managing technical debt is crucial to attracting top talent.

Early-stage startups often face this challenge, but finding a balance is essential. Offering competitive salaries or a commitment to improving code quality can help offset the drawbacks of technical debt.

Developers are keen on working with popular and well-maintained technologies and providing this environment can be a strong pull factor.

Looking to hire software developers or engineering teams? Contact us today! We’d be happy to help!

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Create a free plan for growth

Speak to Victor and walk out with a free assessment of your current development setup, and a roadmap to build an efficient, scalable development team and product.

“Victor has been great. Very responsive and understanding and really knows his stuff. He can go the extra mile by tapping into his prior experiences to help your company out. Really enjoyed working with him.”

Matthew Molter

Founder of Agency360

Victor Purolnik

Trustshoring Founder

Author, speaker, and podcast host with 10 years of experience building and managing remote product teams. Graduated in computer science and engineering management. Has helped over 300 startups and scaleups launch, raise, scale, and exit.

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