Starting a Social Platform? Here’s How To Find Developers

A new social platform can be an exciting place to work. Who doesn’t want to get in early at the next potential Facebook? Still, talented developers are in high demand. No matter how exciting you think your company is, the right developer won’t just fall in your lap, especially in the early stages of your company when you’re relatively unknown.

 

Here’s how to find the right developer for your social platform.

 

Start with your network

 

Your existing network is the best place to start. Up to 85% of jobs are filled via networking. Do you know people who work in tech? Even if they are already happily employed, chances are they know someone else in the field looking for a new opportunity. Don’t limit yourself just to colleagues and business connections. Family and friends (and friends of friends) are part of your network too.

What if your existing network is on the smaller side? Expand your network by going where the talent is. Find places where developers hang out. Check out local meetups, coding groups and hackathons. Attend a Startup Weekend. If you’re a nontechnical founder, it’s a good idea to brush up on common industry terms and trends before you dive in. You want to show your potential hires that you speak their language.



Leverage social media

Most tech-savvy talent will have some kind of online presence. Use social media as an extension of your in-person networking.

Starting with LinkedIn is your best bet. Use the search function to find developers that fit your specific hiring criteria. Search for job titles similar to the position you want to fill. You can narrow your results further by searching for specific skills and coding languages used to build popular social platforms. Facebook, for example, was built using PHP and now uses XHP.

Besides social media, you can find developers on relevant forums and online communities. Places like Stack Exchange is full of both novice and seasoned developers.



Think globally

If you can’t find the right developer locally, consider making the position remote. Not only will you open your search up to a much wider range of talent, you might be able to save money by hiring a developer from a country with a lower cost of living for a lower salary.

You need to realize that hiring someone for cheap may not always be the best option. People often will not work as hard if they are feeling underappreciated, either through lack of verbal acknowledgement or through low pay. To hire the best you need to pay them the best, even if you are recruiting a broader area. Angel investors, peer-to-peer lending, and bank loans are a few ways you can increase funding to allow your company the opportunity to hire best developers.

To reduce your risk, try hiring a temporary contractor first. About 34% of the workforce is already freelancing, and that number is expected to rise to 50% by 2020. Platforms like Upwork and People Per Hour have millions of freelancers looking for work.

With remote workers, reliable communication is key. Many providers focus on worldwide broadband internet access to allow for quick responses to the rest of your team. BCsatellite, and other satellite companies stress the importance of reliable communication technology. Communication is key, and anything that interrupts your company’s communication will interrupt your company’s success.

 

Hire the developer that’s right for your company

 

So, you have a pool of talented developers to choose from. Now what? Narrow the field to candidates who have the specific skills and attributes needed to build your social platform.

But don’t only consider technical skills. Knowing the right programming languages and frameworks are important. But if your developer doesn’t mesh with your company’s culture, no amount of technical skill will make up for it.

Here are a few questions to ask about your potential hire:

  • Popular programming languages come and go. Does the developer have general-problem solving and critical-thinking skills that can be applied regardless of the specific languages?

  • Can the developer learn new skills quickly as the need arises?

  • Do the developer’s values align with yours?

  • Does the developer believe in your company’s mission?

A developer with adequate technical skills but bad cultural fit will eventually have to be fired. But the right fit, if talented, can learn the necessary tech skills along the way.

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