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  • Lorraine Buckley

Recruiting Tech Roles for Startups

Updated: Jul 20


The Fastest Growing Labour Market


The tech industry is the fasted growing labour market today. Alongside the speed of tech growth comes a notable labour gap.


With the prediction to grow to $5 trillion (4% growth) in 2021, startup companies will inevitably face recruitment difficulties due to the heavy demand for skilled tech workers.


If startups face challenges in employing people with sufficient technical skills, it will be challenging for businesses to grow.


Close to 60% of recruiters state that developer skills have been the most difficult to attract, with nearly 30% struggling to find the right salespeople. Following this, 71% of recruiters for tech startups struggled to find the right employees over the past year.


The Struggle is Real


You've been devoting much of your time trying to recruit great tech candidates for your startup without much progress.


In addition, you have created an engaging job advert to see very few qualified applications flow through.


You've reached out to multiple LinkedIn prospects.


The problem is that every other company is scouting for THE. SAME. PERSON.


If you're not a tech person yourself, it can be a bit stressful trying to find candidates to fill your role. To a non-tech person, all of the terms can be a bit overwhelming - UX, UI, DevOps, Java, Python. For the world outside of tech, it all seems like another language - because it basically is.


To summarize, all of the people required to fill these roles are in short supply. So, how do we employ them?


What is your Unique Selling Point (USP), from a recruitment perspective?


Because of the short supply of developers and other skilled tech people, startups will be up against big corporations that offer more attractive employee benefits and salaries.


The great side of this is that you can promote the exciting opportunity to join a new startup tech company with endless possibilities.


Share your unique idea and advertise why it inspires you. Why do you think it can have a positive impact on the world? Make this a part of the recruitment strategy!


Hiring Tech Talent for your Startup


Due to the endless employment opportunities, tech professionals want to grab the best job that they can. It helps if your company is a highly established brand. However, not every individual is the same. There are many great perks of working for a startup or a smaller company - fast promotion, great learning opportunity, diverse work, strong teams, flexibility, to name just a few benefits.


Below are some tips to help you attract tech talent to your startup.


Promote your Idea


While you may not offer standard corporate perks, every company has benefits they can offer. It is important to showcase your strengths to prospects.


You began your startup journey because you believe in your idea and the positive impact it will make. Share the enthusiasm of your product and the excitement of working on something new and growing.


Hiring people who show interest in your mission will go a long way towards work ethic and productivity.


For startups, word of mouth matters for building a good reputation. Happy employees mean everything and will stand as excellent brand ambassadors.


Create a Great Work Culture


Every job role requires long working hours. That is why you should never underestimate:

  • Nice office spaces with pleasant surroundings and natural light.

  • Strong and encouraging teams who recognize and acknowledge effort (something which may go unnoticed in larger corporate teams).

  • Being granted the opportunity to express new ideas for the company.

  • Training and learning opportunities.


[Try to] Match Competitor Salary


While candidates for other roles will accept lower salaries in exchange for the other great perks that startups offer, tech candidates will expect an attractive paycheck to keep up with the growing demand for their skills.


Do your research on the salaries that tech giants offer, and make sure that you don't lower your offer too much. While you may need to give less, it should be within reason, bearing in mind the demand for these professionals.


Many early-stage startups offer stocks or other incentives to attract highly qualified candidates.


Make Flexibility a Priority


Startups are generally less formal than corps.


Perhaps you offer more annual leave and flexibility regarding time off and have little or no management hierarchy. Mention this.


43% of tech professionals state that the ability to work remotely is a huge deciding factor for accepting a role. While this may be becoming the new norm post-pandemic, many big corps still have strict sign-on times and working hours. Maybe you can allow your employees to work from abroad throughout the year, or trust them to manage their own time.


Work flexibility is becoming a hugely important factor in attracting new employees.


Know your Roles [Within Reason]


While it is impossible to learn how to code overnight, you should have a basic knowledge and understanding of the role that you are hiring for.


Prepare a brief description of the role so that you're able to have a basic conversation about what it might entail. It doesn't hurt to do some reading. Knowledge is power.


Consider Hiring Recruiters [Save the Hassle]


As it is time-consuming to find candidates to fill these very niche roles, it might be worth considering hiring recruiters to do all the groundwork for you. Good recruiters will be well accustomed to finding the best fit for your company.


Recruitment for Tech Roles
Tech Recruitment


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