9 Lessons Learned Hiring Software Developers as a Non-tech Founder

Roughly one year ago, I started looking into hiring software developers to build KyLeads and plot world domination.

It proved to be more of a challenge than I’d anticipated. I went in thinking it couldn’t be more difficult than hiring a virtual assistant.

I was wrong.

Before I started KyLeads, my only experience hiring tech talent was the one-off customization or plugin for WordPress.

What you need to understand for that pales in comparison to building a product from the ground up.

Over the course of a year, I made a lot of mistakes and learned invaluable lessons.

Now, I’m better equipped for hiring software developers.

This post details the wins and losses we experienced on the road to MVP and KyLeads v1.

1. If it sounds too good to be true then it probably is

When I decided to build KyLeads it was all about the quick and dirty MVP (minimum viable product). I wanted to show it to potential customers ASAP.

Once they got their hands on it, they’d tell me what they loved, what they hated, and we’d know where to improve.

To start, I looked at Upwork and a few other platforms to find talent. I set up my job listing and got a lot of applications that seemed like competent software engineers.

By the way, devs registered on platforms to hire software developers are typically freelancers. You want to know what the upside is? There are many!

This characteristic makes them exceptionally adaptable since they are accustomed to collaborating with clients across various time zones and are communication pros. Consequently, working with such individuals often results in a seamless partnership.

When embarking on this task, my initial approach involved exploring Upwork and other similar platforms in order to find programmers with the right skill set. As I crafted my job listing, I was pleasantly surprised by the influx of applications from diverse and capable software engineers.

In today’s digital age, selecting and hiring software developers is crucial for the forward momentum of any project. Organizations are in search of professionals who are not just adept in their technical knowledge but also mesh well within the team, contributing positively to the project’s collaborative dynamics.

This method underscores that development is more than mere programming; it’s about crafting solutions that align with both user expectations and the overarching business objectives. Choosing the right team member is therefore an essential investment in the future of the project, highlighting the need for a comprehensive evaluation process.

This approach ensures that by focusing on both the skills and the right fit, companies are well-equipped to tackle the challenges of software development, setting the stage for innovation and high-quality outcomes.”

This process highlighted the vast pool of talent available for selection. Moreover, it became evident that the challenge lay not in finding programmers, but in identifying the perfect fit for my project’s unique requirements.

When I asked them if they needed any clarification they would tell me no, they understood.

I’ve worked with clients in a consulting capacity. There’s always more they need to explain before you understand their vision.

during the process of hiring software developers, I was uneasy because of their lack of preparation. I abandoned the freelancing websites and started looking for an agency or low-cost service to get it done.

That’s when I found Pebbled.io.

They billed themselves as a one-stop shop for development and design work. I jumped on board with their lowest tier to test the service.

I was happy with their design work even though it was slow so I upgraded to the highest tier of the service.

We settled on the deliverables for the project and they worked on it for a month before telling me they couldn’t do it.

I was pissed but they gave me that month free to compensate for the time wasted.

I was still pissed.

It was too good to be true.

This was the first time I thought about quitting – it wouldn’t be the last.

In the quest for technological innovation, the strategic implementation of a dedicated offshore development center becomes a cornerstone for businesses aiming to streamline their software development lifecycle. This approach not only harnesses global talent, enhancing the technical prowess of projects, but also introduces a level of scalability and flexibility previously unattainable.

It’s a testament to the power of global collaboration, enabling companies to operate beyond the confines of local resources and time zones.

By tapping into the rich vein of international expertise, organizations can drive their development efforts forward with increased efficiency and a sharper competitive edge, ensuring that every project not only meets but exceeds the evolving expectations of their market.

So, hiring the right developers who can handle any complex project plays an important role when it comes to software development services.

In this context, opting for a proficient react native app development company emerges as a crucial move to enhance the caliber and productivity of your venture. The mastery in deploying the React Native framework by such firms guarantees an intuitive user interface, melding excellent performance with visual elegance.

These entities employ groundbreaking strategies, tailored methods, and advanced tech innovations to metamorphose your application concepts into a concrete, operational, and user-focused mobile app. Collaborating with these professionals not only hastens the developmental phases but also boosts the app’s flexibility, assuring its prosperity in the ever-evolving digital terrain.

Importantly, look at their past projects, experience of the developers, and reviews from clients that will help you to go with the right company in order to build a successful product.

Crafting the perfect team is paramount for your project’s triumph, especially when seeking to hire Android developers. Select individuals who not only have superb technical prowess but also align with the ethos and goals of your organization.

This method ensures that your mobile app meets the needs of your users and achieves your business’s strategic aims. Such alignment cultivates a product that resonates deeply with your intended market, boosting user satisfaction and advancing your company’s broader objectives.

When hiring developers, this thorough investigation of their track record is literally vital to the well-being of your project. This is the only way to make absolutely sure that you’ve chosen a team that can realistically fulfill the exact needs of your project. Often, the promises on the website don’t match the performance of the team in reality.

Therefore, in addition to track record, it’s smart to get real reviews of their performance so that you aren’t cheated afterward.

When selecting outsourcing options for software development, it’s crucial to meticulously explore all available alternatives. The fundamental principle here is to thoroughly research the market to identify reliable and experienced service providers in the field of software development, particularly those who specialize in your industry.

Client feedback, case study analysis, and portfolios of completed projects will be key tools in assessing the professionalism and quality of work of the chosen company. This approach will enable you to make an informed decision and ensure the successful completion of your project.

When selecting a software development company for implementing Electronic Health Records (EHR), it’s crucial to examine their previous projects in healthcare to gauge their understanding of EHR-specific requirements and data security regulations.

Another vital aspect is reviewing client feedback on how effectively the company integrated EHR systems into existing workflows, which can significantly impact usability and adoption rates. Finally, analyzing case studies where the company successfully deployed EHR systems will provide insights into its capability to handle complex healthcare data and ensure compliance with industry standards.

When it comes to hiring virtual assistant, the process is both an art and a science. You want someone skilled and reliable, but also a good personality fit who can integrate well with your team’s dynamics. Smart employers look beyond just the hard skills and technical requirements – they try to get a sense of the assistant’s problem-solving abilities, communication style, and emotional intelligence too.

After all, this person may be working closely with you for years to come. Taking the time to thoroughly vet candidates can pay massive dividends down the road in having a seamless working relationship.

2. It’s never a good idea to outsource your core product

Around this time, I mentioned my project to a friend, Eco, in an offhanded way. He didn’t say much about it but suggested I outsource to a small firm that’s just getting off the ground.

They’d be more likely to throw me a deal to pad out their portfolio. I took his advice and went back to Upwork to find organizations represented there.

I settled on a development shop out of India and we started work. They quoted me $2,500 to get an MVP done.

From the beginning, there were red flags. The person they set me up with seemed to be different than the person I interviewed. I think I was stuck with a junior member of their team.

He took forever to set up, had horrible communication, and was generally sloppy. After a few weeks, I paid them five hundred dollars, requested my work, and ended the contract.

People have seen good results from outsourcing the initial development of their product but for us, it was a bad move.

We were left with barely usable code and I was depressed about our progress. This was the second time I thought about giving up.

In fact, it is imperative to find competent developers, as it depends on the quality and appearance of your sites and programs. We recommend you choose your employees carefully and look for those who are good at python development outsourcing. Many users have noted that it has greatly improved the sites’ performance.

3. Hire for what you need now – not what people can grow into

After my experience with outsourcing, I was determined that I’d hire software developers directly for my team.

The journey of hiring software developers, especially for non-tech founders, often leads to the exploration of innovative staffing solutions like offshore staff augmentation. This approach not only offers access to a global talent pool, enhancing the diversity and expertise of your development team, but also aligns with cost-effective strategies without sacrificing quality.

Utilizing offshore staff augmentation can be particularly beneficial when specific technical skills or unique project requirements are in play, providing the flexibility to adapt to project demands dynamically. It’s a strategic move that can bring in specialized knowledge and a fresh perspective, crucial for the development of cutting-edge software solutions.

Instead of risking the quality and control of your core product, it’s advisable to invest in in-house talent and leverage powerful recruitment software such as iSmartRecruit to efficiently handle your hiring needs.

This approach not only safeguards the integrity of your core offering but also ensures that your product development process stays under your direct supervision. By using advanced recruitment software, you can streamline your talent acquisition processes, allowing you to focus on nurturing a skilled, in-house team that aligns with your company’s vision and objectives.

You can also consider hiring a dedicated development team to provide focused expertise and streamlined project execution.

As you venture to hire software developers, it becomes imperative to foster a culture of open dialogue and mutual respect from the onset. The developers should be technically proficient and capable of articulating their thoughts clearly and understanding your vision.

This synergy between the founder and the developers can be a cornerstone in steering the project in the right direction. Therefore, when you hire software developers, prioritize communication skills as much as technical expertise to build a team that shares a unified vision and works cohesively towards the common goal.

Fostering synergy between the founder and web developers is a critical element in charting a project’s successful course. Therefore, when you make the decision to hire a web developer, it’s imperative to place just as much emphasis on their exceptional communication skills as on their technical expertise.

By doing so, you lay the foundation for building a cohesive team that not only possesses the requisite technical prowess but also shares a unified vision and communicates effectively. This holistic approach ensures that your development team collaborates seamlessly, translating ideas into action and driving the project towards its objectives with clarity and precision.

In the dynamic world of tech hiring, it’s about finding the right talent and ensuring they are equipped with the right skills. One innovative approach that companies are now adopting is the introduction of ‘hire software developers course content.’

This course material has been specifically crafted to serve as a conduit between theoretical concepts and their practical implementation. By incorporating this material into the recruitment process, organizations can guarantee that potential candidates possess the technical proficiency necessary to execute projects in line with the designated specifications and intricacies.

Continuing the evolution of the recruitment process, integrating targeted training for team members to assess candidates’ understanding of the curriculum represents a strategic advancement towards standardization.

External internal hiring balance is very important in recruitment. Thanks to it, you can easily automate and speed up the moment of finding employees. Moreover, thanks to properly configured filters, the right candidates will be immediately in your field of vision and you will be able to offer them favorable conditions or quickly review their resumes.

This augmentation not only fortifies the team’s expertise in candidate evaluation but also serves as a cornerstone for the ongoing improvement of procedures. The systematic analysis of recruitment metrics focused on educational content yields valuable insights, pinpointing areas for continuous refinement and optimization.

Through the strategic alignment of recruitment efforts with the demonstrated mastery of educational material, organizations establish a resilient foundation for achieving superior outcomes in applicant vetting and hiring, fostering the development of a more comprehensive and effective recruitment strategy.

In the rapidly evolving technological landscape, enterprises constantly seek efficient solutions for their software needs. One emerging strategy that’s been garnering significant attention is partnering with nearshore software development services. Engaging with these nearshore entities allows companies to benefit from cultural similarities, aligned time zones, and economic advantages.

Such collaborations ensure seamless interactions and expedite the project’s timeline, offering a compelling option compared to conventional outsourcing techniques. Moreover, this method fosters a deeper understanding between teams, leading to enhanced product quality. Additionally, the proximity often facilitates in-person meetings, further strengthening the partnership.

Countries like Mexico, Brazil, and Colombia offer proximity to the United States, a similar time zone, cultural affinity, and a talented pool of software developers, making them attractive destinations for businesses seeking cost-effective and efficient software development solutions.

Looking south, talented software developers deliver efficiencies alluring to enterprise technology leaders through cost-savvy collaborations crossing borders, fusing cultural perspectives to boost innovation sans inflating budgets.

Though conjugate time zones streamline coordination, communication complexities still arise when partnering with nearshore talent pools, requiring onshore immersions to sync all stakeholders across geographies and optimize offline interactions surrounding outsourced software development solutions.

Proximity and cultural affinity facilitate accessible and affordable avenues for augmenting stateside capabilities via Latin American development shops recognized for artisan coding chops, specialized UX sensibilities, and domain acumen tailor-made for amplifying digital solutions ROI.

Economies of scale apply when delegating ancillary software requirements to external teams boasting niche next-gen development expertise otherwise unavailable or unaffordable in primary domestic markets seeking software development solutions.

In the intricate field of OP development, selecting the appropriate team is vital. Dedicated software team services can be the key to this challenge.

Utilizing these services grants you access to a collection of skilled experts who are devoted to the triumph of your project. Such commands typically offer a combination of specialized knowledge, creativity, and profound insight into the standards of the industry.

Additionally, when considering outsourcing options for software development, companies can explore the advantages of nearshore outsourcing in Latin America.

I knew I couldn’t afford a full-time developer in the U.S. so I looked at different platforms that aggregate talent outside the country.

Hiring a full-time developer from overseas allowed me access to a diverse pool of skilled professionals at a more affordable price without sacrificing quality.

Through these platforms, we were able to connect with highly qualified in-house developers, including experts in custom EHR software development.

This expanded our talent pool and allowed us to find employees with diverse backgrounds and expertise. The process of finding such talented developers has been instrumental in our growth and success.

Through these platforms, I was able to find highly skilled in-house developers who brought valuable experience to my projects.

Expanding our talent pool through various platforms enabled us to tap into a wide range of expertise and backgrounds among Flutter developers. This strategic approach significantly contributed to our growth and achievements as a company.

With these platforms, we successfully identified and onboarded highly skilled in-house Flutter developers, enriching our project teams with their valuable experience and insights.

By strategically tapping into these platforms, we not only identified but also seamlessly onboarded highly skilled in-house Flutter developers, bolstering our project teams with their wealth of experience and unique insights. This infusion of expertise significantly augmented our Flutter capabilities, enabling us to confidently undertake more intricate cross-platform projects.

The onboarding process was meticulously structured, ensuring the new Flutter developers integrated seamlessly with our existing teams. To maximize their proficiency, we initiated specialized Flutter training programs and mentorships, allowing them to quickly align with our project objectives.

The addition of senior Flutter talent elevated our overall architecture guidance and implementation of best practices. Harnessing their expertise, we now stand poised to deliver even more refined Flutter solutions that precisely align with our clients’ diverse needs.

Moreover, our Flutter teams play a crucial role in advising clients on optimal approaches to integrate Flutter into their mobile roadmaps, providing strategic insights. The availability of top-notch Flutter skills further expedites our ability to engage in rapid prototyping for proof-of-concepts, solidifying our commitment to cutting-edge and client-centric solutions.

The engagement of diverse Flutter developers through these channels has played a crucial role in our continued success and project excellence. This approach not only broadened our technical capabilities but also fostered innovation and creativity within our development projects.

After doing a bit of research, I discovered The Philippines was a growing destination for tech talent. I signed up for Onlinejobs.ph and set up a detailed job description.

In our worldwide quest for adept software talent, we expanded our horizons to various regions, with the Philippines emerging as a notable hub due to its flourishing pool of tech professionals. The affordability and impressive skill set of programmers in this area presented an appealing choice for our startup’s initiatives.

Engaging with Filipino tech experts highlighted the crucial role of cultural fit, particularly in settings involving remote collaboration. This region boasted a spectrum of capabilities, ranging from eager junior coders to highly seasoned specialists, fitting seamlessly with the diverse requirements of our ventures.

By leveraging the technological acumen and cost-effective solutions offered by software creators in the Philippines, we achieved substantial progress in the evolution of our MVP, demonstrating the importance of exploring international talent in today’s globally connected environment.

I got a lot of applicants and performed interviews to the best of my ability.

After about a week, I got an application that piqued my interest.

A senior developer, let’s call him John, was grooming a group of students to work with companies. He’d serve as the project manager while guiding them and making sure they’d deliver on time.

He assured me they were talented and could get the work done.

I bit and hired two of them. Within a week, they were writing code and shipping.

My new hires weren’t experienced. They were learning as they went and we ran into issue after issue. They needed to learn new technology midway through the project and slowed us down for weeks at a time.

I knew what I was getting into so I tried to be patient but the weeks dragged into months and I needed results. In a bootstrapped startup, you don’t have the time or resources to train talent in the beginning. Imagine if we embarked on something like telehealth software development – an industry steeped in regulation. It would’ve taken a year to get the first features live.

I made the mistake of underestimating the learning curve of my new hires. That’s when we decided to bring on another senior developer to help out.

Bringing on another senior developer was a strategic move to address the challenge of training new hires and speeding up the development process. With their experience and expertise, the senior developer could provide guidance and mentorship to the junior specialists, accelerating their learning curve.

Moreover, the addition of a senior developer would also bring fresh perspectives and insights to the team. Their experience in the industry, especially in the realm of telehealth software development, would prove invaluable in navigating complex regulations and ensuring compliance.

By hiring a senior, the startup could leverage its knowledge and skills to overcome the initial hurdles and expedite the launch of crucial features. This decision would ultimately contribute to the success and growth of the company in a highly regulated industry.

When your company will already have a large enough staff, it will be a bit stressful to select employees on your own. It is in such cases that you will need the help of recruiting software. The software will very quickly select worthy candidates for your company and simplify the search for employees for your mountainous vacancies.

4. Have clear responsibilities for your teammates

I went back to Upwork but this time I was more confident because I had John there to help me vet the applicants.

I set up a job post and the applicants flooded in. John vetted their technical abilities for me. I’d conduct the final interview.

We found someone after a week of searching and integrated him into the team. I didn’t have a clear understanding of what needed to be done on the technical side and my earlier hires seemed to have trouble communicating with their new teammate.

We gave him assignments but he didn’t deliver the way we needed him to. From my perspective, he was also being a dick about the milestones.

I worked with him as best I could but he kept complaining about what his job was.

One of my teammates said he explained everything to him. He, on the other hand, said no one told him anything.

I called an all-hands meeting.

We jumped on a web conference call (which you can do through a tool like GetVOIP)– all five of us – and ironed out any issues we had. This helped us for about a week before everything deteriorated again.

I was fed up with our Upwork hire and asked him to deliver what he’d done and cancel the job. He took exception to that and decided to open a dispute.

We resolved it amicably.

Looking back, I realize the fault was with me. I tried to pass offsetting his tasks to another teammate. The problem was I didn’t clearly define what I needed from him in the first place.

I felt they would be in the best position to tell him because they’re the ones that needed the extra help.

Lesson learned. Unless you have a manager that’s tasked with setting the responsibilities of your teammates, it’s your job.

Utilizing dedicated applications for project management solutions is an efficient alternative for those seeking to streamline their processes. Opting for these applications can be a practical choice for those who prefer not to invest time in searching for specialized professionals. Additionally, this approach can lead to significant savings in both time and financial resources.

5. Lean on your network to help you vet people for technical expertise

We let our Upwork hire go and soon after that and the dev team I hired quit on me.

I was pissed because I went into the relationship with the assurance that they’d deliver.

Another lesson learned.

John, who was the one in charge of bringing them on, assured me that he’d find new talent. This was the end of February and we’d blown our projections by roughly three months.

source

We created another job post on Onlinejobs.ph and I gave him access to my account. Over the course of a month, we interviewed dozens of software developers. John rejected all of them because he felt their skills weren’t up to par.

I wish he’d done that with the two people he brought on board originally.

Moving on.

This lasted for about a month and I eventually closed my account with OnlineJobs and called my friend Eco. After talking for a few minutes, I told him about the challenges I was going through.

He laughed at me for a while then promised he’d help with hiring PHP or Python software developers. In a few days, he brought someone for me to vet after vouching for his skills.

We had a conversation where he grilled me about the project. I can’t tell you how happy I was because, in my past experience, people who don’t ask questions won’t deliver what you’re looking for.

I shared the code I had, he picked it apart, and we threw out over half of it. We agreed to work towards an MVP within sixty days.

I added him to Slack and started the next phase of our journey.

Reflecting on this process, I realized that exploring a partnership with a hiring firm like Globy, which specializes in connecting skilled software developers in regions like Latin America and Europe, could have been a valuable addition to our vetting process.

In the realm of software development, prioritizing professionals who are trend-conscious and contemporary in their approach is crucial. This aspect holds considerable significance, as development trends are known to evolve annually. Therefore, ensuring that the specialists you engage are committed to continual learning and adaptation to new advancements is essential.

6. When hiring software developers make sure they can communicate well

The distinctive demands and intricacies of your business should be the central point of emphasis for devs. This approach greatly enhances the likelihood of attaining top outcomes that fully satisfy your expectations. Hence, when selecting a custom software development company, do so with meticulous consideration.

When choosing software developers, it’s vital to collaborate with professionals who understand both the technical nuances and the overarching objectives of your project. Leading teams in this field excel at immersing themselves in the specifics of a client’s needs, guaranteeing that each solution they craft is not just technologically robust but also pertinent to the market.

It’s essential to recognize that the best developers serve as pivotal agents, converting your concepts into digital solutions that deeply connect with your intended users.

Verify that the contractor entrusted with your tasks not only comprehensively gets all your requisites but also demonstrates eagerness to provide their innovative insights that will enrich your project and harmonize with its core concept.

The developer my friend brought on was worth his weight in gold. He was fast, efficient, and knowledgeable. Eco and I started calling him our super developer.

We were building two apps in one. We knocked out the opt-in forms first then moved on to the quizzes.

There were two problems.

• There was no UI design for him to work with so we spent a lot of time going back and forth clarifying things.
• The second was that he didn’t have domain expertise. Things I felt were obvious were alien to him.

We lost a lot of time hammering out what we needed in a quiz. He thought it was educational and started building quizzes with tons of features that wouldn’t matter to our users.

At the time, he was shipping updates once a week. That was every Friday. We’d discuss them and then plot the most important things to be done the next week.

I noticed that we’d have to roll back a bunch of the changes because they weren’t needed.

We moved to shorter shipping times and started talking in Slack every single day. We missed our sixty-day deadline by a week and hammered the scope of the project but I was still happy.

We’d finally gotten an MVP.

7. You need some type of project management tool.

After shipping the MVP, I stepped up my promotion game and got a few hundred beta users. They were sending us invaluable feedback, complaints, and bug reports.

We needed a way to continuously develop KyLeads while addressing their needs. At first, we just used Slack to keep track of bugs and features. That quickly deteriorated because Slack isn’t really project management software. It’s more of a team collaboration tool and there are many Slack competitors that focus more on the project management side of things.

Once our MVP was out and we started receiving user input, it became clear that we needed a more effective system for managing our projects. While Slack was our initial go-to, it fell short in delivering comprehensive project management features.

This gap prompted us to seek alternatives, leading us to adopt Asana Software. Asana offered a more organized and streamlined approach for tracking issues, arranging feature enhancements, and overseeing our development activities.

Incorporating Asana Software into our daily operations markedly enhanced our team’s efficiency and the transparency of our projects.

Some of these top platforms for managing projects include Monday.com, Asana, and Hive. Using a single tool has streamlined bug tracking, prioritized feature requests, and facilitated continuous improvement while keeping our team optimally organized and focused.

Embracing the principles of burstiness and perplexity akin to well-crafted content, the realm of project management witnesses the prowess of platforms like Monday.com, Asana, and Hive. These tools, mirroring the concept of sentence variation, offer dynamic solutions for bug tracking, feature prioritization, and process enhancement.

In a manner reminiscent of both complexity and diversity, these free project management software options pave the way for organized team workflows.

They exemplify the harmony between concise task handling and intricate project elements, allowing users to choose premium plans that cater precisely to their project’s unique demands, just as effective writing accommodates both succinct expression and intricate depth.

Notably, these tools provide collaborative capabilities, facilitating effective communication and real-time tracking of accomplishments. The integrated task allocation and deadline management features help optimize resource allocation and achieve project milestones with increased efficiency.

In addition, these platforms offer valuable analytics and reporting capabilities to extract meaningful information from data and make informed decisions based on data. Overall, implementing one of these top project management solutions proved to be a game-changer for KyLeads, enhancing our development process and delivering a more polished and user-centric product to our growing user base.

With Slack, there was no real way to prioritize what we were doing. Conversations would get buried and since we were using the free version at the time, we had a limit on what we could search.

I started looking for a way to prioritize tasks for myself and my teammate. I tried Craft for a while – it’s a robust tool – but the free plan only allowed for one user.

That was useless.

After that, I read an article about Trello for project management. It was just what we were looking for.

We set up a development board and I added all the features we needed, wanted, and were working on. Now, everything concerning development is placed there and it’s easy to see what’s being worked on and what’s coming up.

Once the team expands a bit more, we may switch to Asana – then Craft.

8. Make sure deadlines matter

We didn’t handle deadlines well. They basically didn’t matter.

I’d set a hard date, we’d miss it, then we’d recalibrate. This bred a type of complacency within me and all the contractors we worked with.

It started from my experience with Pebbled. The smallest tasks took forever.

The consensus was that deadlines were rough guidelines made out of clay. If they don’t work then we’d be able to reshape them.

It was hurting us because we had actual users at this point and we were making promises that we weren’t meeting up with. With such a young brand, there was no way we’d survive if we created a reputation for breaking promises.

I faced the situation head-on. My approach was simple.

• I asked you how long it would take to do XYZ.
• They’d tell me how long it would take and I’d add another few days.
• I would get back to them with a hard date for completion.
• When that day rolled around and I didn’t have what I needed, I’d give them a hard time until it was done.

It was effective because I’d remind them that I didn’t impose the timeframe on them. They said they could do it by that time and I even added extra time.

I fired two contractors because they were chronically late. The rest of the team (Note that when I say team, I mean the software developers, marketing team, and contractors that worked together on KyLeads) got the message and started estimating their time better.

At this juncture, we discovered the efficiency of using Trello Software for managing our projects. Its user-friendly design and adaptable board layout significantly improved how we handled our development tasks. With Trello, organizing and delineating duties became straightforward, enhancing our ability to track each phase of development and assign tasks with precision.

The platform’s visual approach to task management simplified spotting and addressing any project delays, ensuring our tasks were aligned with our objectives. Moreover, Trello’s customizable nature allowed us to tailor the tool to our project’s specific requirements, solidifying our overall project management strategy.

Now, we’re pretty good with deadlines. We’re not perfect, but we’re getting better.

9. Develop processes from day one

This is the last challenge we faced and we’re still trying to wrap our heads around it. We’ve gotten better but there’s a long way to go.

In the beginning, we just gave ourselves tasks and did it to the best of our abilities.

The issue was that if anyone came in behind us, it would take a lot of work to get up and running. This kept happening when hiring a development team.

I’ve started experimenting with creating processes for the marketing side of things and I’ve also tasked our super developer to do the same on the programming side.

It’s slow going and requires a lot of testing but it’s worth it.

Our content production, as well as our development process, has gotten faster. Within the next few months, we’ll have our major processes documented and ready for new hires.

Conclusion

Hiring software developers is easier said than done. As a non-technical founder, it can be downright daunting.

Over the course of a year, I experienced a lot of the bad that comes with it. Some people took advantage of my inexperience and part of it was me not doing the preliminary work.

I eventually learned my lesson and hooked up with great teammates. They’ve seen me through dozens of ups and downs and we’re just getting started.

Common sense will see you through a lot but when you’re in the trenches; you don’t always make your best decisions. Hiring software developers right can save you a lot of time, money, and energy.

Let me know the lessons you’ve learned from hiring software developers or any of my lessons you can relate to.