How to Vet a Software Developer for Your Project 

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Hiring a software developer for your project can be a daunting task. You want only the best and most talented developers to handle the job.

But what makes a good software developer, and how do you decide who to hire? 

We’ve got the answers to all your questions and then some. Keep in mind the following considerations as you vet software developers for your next project.

Determine your project’s requirements 

Different projects have different needs, thereby requiring different software developers. For example, some projects might require a developer that’s proficient in a specific programming language, whereas others might require machine learning capabilities. 

The platform can be a factor as well. Will the project need a particular type of hardware or operating system, or will it run in a web browser? Will it use local storage or cloud storage? The questions are endless.

This is why “universally ideal software developers” don’t exist, and you’ll have to adjust your hiring processes to attract the types of developers needed for your project.

Identify the skills needed 

The majority of software developers out there are skilled in DevOps, algorithm coding, software design, debugging and testing, database management, information analysis, and programming.

But these aren’t the only skills you’ll want to seek out. Like any other position you’re hiring for, you’ll want someone with:

  • Collaborative skills,
  • Flexibility,
  • Good time management,
  • Communication skills, and
  • The ability to problem solve and think critically.

Education levels

Some software developers may have college degrees or online certifications, others may be self-taught. With that in mind, it can be hard to pick a candidate based on their education level or listed skillsets. In this realm, where and how someone developed their skills does not necessarily determine how good they are at their job.

Evaluate work history

When looking at a software developer’s previous work experience, you’ll want to go pretty in-depth. Check out how long they’ve been in the field, their past projects and accolades, and who they’ve worked for in the past.

Typically, the more experience someone has, the more they’ll cost. Make sure to ask the right questions though, because 10 years in the game means nothing if they’re using outdated techniques.

Attract the right candidates

In order to attract good candidates, here’s what you’ll need to do:

  • Seek out fresh talent. While recent graduates might not have years of experience, their knowledge is fresh and they’ve been educated on recent trends. These are great resources to tap.

  • Work on your networking skills. Get on LinkedIn and start sending connection requests. You can go through your current connections as well, reaching out to people you already have ties with that may be able to recommend someone.

  • Widen your talent pool. The best way to broaden your talent search is by recruiting and advertising using a variety of channels, including social media, print or digital ads, and job boards.

Vetting a software developer will take time, but it’s necessary if you want your project to be successful. Take time to rank and analyze your priorities, then begin your search based on what you value most.

At Bizzuka, our software developers focus on creating tailor-made solutions that solve your unique problems and yield an ROI within 6 – 18 months. 

Our software is flexible, scalable, and carefully crafted to adapt to your ever-changing business. 

We also offer various levels of customer support and carry with us 20 years’ worth of experience. Not only that, but we’re happy to provide references and explain the development process to you in terms that are easy to understand. 

Don’t know where to start? We do. Schedule your free workflow consultation with Bizzuka today!