Custom Software Developers

Before you start the process of hiring, you need to clarify what you need in terms of business goals and technical requirements. This will help you communicate better with developers and be on the same page from the very beginning.

a) Define Your Business Goals
Every software should solve a specific problem or improve a business process. Answer these questions:

• What problem is the software going to solve?
• How will the software make things more efficient, productive or customer happy?
• What are the long term goals for the software (scalability, maintenance, future updates)?

b) Software Features and Scope
Breaking down your project into smaller chunks makes it easier to communicate with developers. Consider:

• Core Features: What are the must-haves for the first version of the software (MVP).
• Nice-to-Have Features: What are the secondary features that will make the software better but not required for the initial launch.
• User Experience: How will the end-user interact with the software? Will it be web based, mobile friendly or desktop application?

c) Tech Stack
The technology choice is crucial for your project. If you’re not sure what to use, consider:

• Frontend: How will the user interface be developed (HTML, CSS, React.js, Angular).
• Backend: What backend framework will handle server side operations (Node.js, Python, Ruby on Rails).
• Database: Will the software need SQL or NoSQL databases to store data?
• Cloud or On-premise: Will the software be hosted on the cloud (AWS, Azure) or on local servers.

Once you have a clear idea of your project requirements, it’s time to explore the different places where you can find good developers. Each has its pros and cons so weigh them based on your project size and budget.

a) Freelance Platforms

Freelance platforms offer flexibility and cost effective solutions especially for small to medium sized projects. Some top options:

• Upwork: Good for finding developers with various skill sets.
• Freelancer: Large pool of developers with transparent bidding system.
• Toptal: Premium platform for hiring pre-vetted top talent.

Freelancers are best suited for short term projects but communication and time zone differences can be a challenge.

b) Developer Communities
If you want to find developers who are passionate and active in the industry, try:

• GitHub: Look for developers with strong open-source contributions.
• Stack Overflow: Check out highly rated answers or browse job postings for developers who are actively solving problems.
• Dev.to: A community of developers who frequently share their knowledge through blogs and code samples.

Engaging with developers in these spaces gives you a better sense of their problem-solving abilities and enthusiasm for coding

c) Professional Networks
Looking for experienced pros or to expand your development team? Try:

• • LinkedIn: Search for profiles with specific tech skills and check out recommendations from their connections.
  • AngelList: Great for hiring developers for a startup.

We Work Remotely: Good for remote developers with custom software development experience.

d) Development Agencies
If you need a full-service solution:

• Full-Service Agencies: They often have developers, project managers, UI/UX designers and QA testers to cover everything end-to-end.
• Boutique Agencies: Smaller, specialist agencies focusing on specific types of software, like mobile apps or web apps.

Agencies offer the team approach, but are more expensive.

When you hire a developer you’re not just looking for someone with the right technical skills—you also need someone who can communicate, work with your team and deliver on time. Here’s what to look for.

a) Technical Skills
Technical skills are key to finding the right match. Here’s how to evaluate:

• Portfolio: Review their previous work and make sure it’s similar in complexity and scale to your project.
• Technical Tests: Ask for coding challenges or solutions to real-world problems.
• Specialization: Make sure they specialize in the tech stack for your project (e.g. React.js for frontend or Node.js for backend).

b) Problem Solving Skills
A developer’s ability to solve complex problems quickly is key to their success. You can evaluate this through:

• Past Projects: Ask for specific examples where they overcame technical hurdles.
• Coding Exercises: Pose scenario-based questions to see how they approach problem solving.
• Open-source Contributions: Developers who contribute to open-source projects have honed their problem solving skills.

c) Communication Skills
Good communication means smooth collaboration and no miscommunication. Look for:

• Clarity: Can they explain technical stuff in simple language?
• Responsiveness: Do they provide updates on their progress in a timely manner?
• Proactivity: Are they comfortable asking questions and clarifying requirements?

d) Project Management Experience
Developers who know project management processes can keep your project on track. Look for:

• Experience with Tools: Are they familiar with Jira, Trello or Asana for task management?
• Time Management: Can they prioritize tasks and meet deadlines?
• Agile Development: Have they worked in Agile or Scrum environments?

e) Cultural Fit
Choosing a developer who shares your company’s values is as important as their technical skills. Look for:

• Your Working Style: Whether you prefer solo work or collaboration, the developer should fit into your company’s way of working.
• Your Vision: The right developer will be genuinely interested in your project’s success, not just its technical completion.

To make sure you hire the right developer, you need to interview and test them. The process should balance both technical and behavioral assessments.

a) Technical Interviews
These interviews allow you to get into the developer’s head about specific programming languages, frameworks and problem solving approaches. Key points to include:

• Specific Coding Questions: Test their understanding of algorithms, data structures and the tech stack you’re using.
• Project Walkthrough: Ask them to walk you through how they built past projects, focusing on architecture, logic and problem solving.
• Code Reviews: Review their code from past projects to see their coding style and practices.

b) Coding Tests
A coding test is one of the best ways to test a developer’s skills. Make sure to:

• Design Custom Problems: Tailor challenges to real world problems they’ll face in your project.
• Use Test Platforms: Consider Leetcode, HackerRank or Codility for structured tests.
• Assess Efficiency and Cleanliness: Review how well structured and readable their code is, and correctness.

c) Behavioral Interviews
Technical skills are important but so are soft skills like teamwork, adaptability and criticism. Here’s how to test for these:

• Team Collaboration: Ask about past experience working in teams.
• Handling Feedback: Have they ever received criticism in their work and how did they handle it?
• Time and Pressure Management: How do they prioritize work and stay calm under tight deadlines?

Once you’ve chosen the right developer, you need to formalize the working relationship with a clear contract and onboarding process. So both sides have the same expectations.

a) Define
A detailed contract prevents misunderstandings and scope creep. Make sure it includes:

• Project Scope: Clearly define the deliverables and features.
• Payment Terms: Will payments be hourly, per milestone or fixed price.
• Deadlines: Set timelines for each phase of development.
• Code Ownership: Who owns the code and intellectual property rights.
• Confidentiality Clauses: Protect sensitive information with a non-disclosure agreement (NDA).

b) Onboard the Developer
Make sure the developer has all the tools and information they need to get started.

• Access to Tools: Provide logins for project management system, version control (GitHub), and communication platforms (Slack, Zoom).
• Documentation: Share project documents, requirements and past notes that will help the developer get up to speed.
• Introduction to the Team: Host a kickoff meeting to introduce the developer to your team and explain roles and expectations.

c) Project Management System
To simplify communication and task management consider using a project management system. This will keep everything organized and on track. Here’s why:

• Tasks: Jira, Trello, Asana
• Milestones: Deadlines for each phase.
• Transparency: You and the developer can track the project’s progress, see potential roadblocks and fix issues in real time.

d) Regular Check-ins
Regular communication is key to keeping the project on track and issues addressed. To keep the communication flowing consider:

• Weekly Meetings: Schedule regular check-ins to review completed tasks and upcoming tasks.
• Daily Updates (if needed): For fast tracked projects, a daily update on key points can keep the momentum going.
• Feedback Loops: Open communication where both parties can give feedback on the development process to improve the project and collaboration.

e) Testing and Deployment
As the project nears completion, testing and deployment is key to a smooth launch. Include these in your final steps:

• Beta Testing: Internal testing or release a beta to find and fix any bugs before the final launch.
• QA and Security Testing: Test the software for security vulnerabilities, usability issues and performance under load.
• Launch and Post-Launch Support: Define the deployment of the software and any support required after the launch. Will the developer fix bugs post launch or will you need to hire additional help for ongoing maintenance?