A Guide to Hiring a Software Engineer

Are you wondering how to hire software developers? You’re not alone. Estimates from the U.S. Bureau of Labor Statistics show that there are over 1.6 million professional developers across North America. This field is also expected to grow by 17% or more by 2033, so the time for hiring the right software engineer is now. 

Hiring a software engineer is a complex operation that should be tailored to your organization’s specific needs. The success of the process hinges on identifying those needs through analytical internal processes and developing hiring protocols that will allow your organization to bring on top talent at the right time. Making a hire can be especially challenging in a market that favors job candidates. Constant development in the tech world accounts for the high number of software engineer jobs available, as organizations seek to bring forth innovative software and update existing code.

The software engineering market is expected to have a global compounded annual growth rate of 8.75% by 2028, according to Yahoo! Finance. So, how can your organization capitalize on this trend? What software engineer skills should you look out for when hiring? And how can you make sure you attract and retain the right professionals? In this guide, we’ll break it all down.

Why Should You Hire a Software Engineer?

Is your organization looking to drive innovation? Do you need help with a technology project? Companies hire a software engineer for various reasons, one being their ability to help you gain a competitive advantage.

Software engineers possess the technical expertise to design, develop, and implement software solutions that can address your unique business challenges and opportunities. Whether it’s building scalable applications, optimizing system performance, or integrating new AI technologies, software engineers are indispensable for transforming your ideas into tangible products and services that meet market demands.

So, while you may have an idea of which software engineer skills you’re looking to hire, how can you do it efficiently?

Hiring a Software Engineer in Five Steps

Having a clear process when hiring a team of software engineers and developers can make all the difference. Here are the steps to take when preparing to make a hire:

1. Develop the job requirements.

When hiring a software engineer, the job requirements will depend on your organization’s unique needs and goals. However, it’s recommended that you research job descriptions of related positions to ensure your requirements align with industry standards and current trends.

Start by identifying any skill gaps your team may have. Do you need a specialized developer or a general one? What soft skills would potential candidates need to meet? Would it be better to add team members who fit into an existing level of collaboration, or should you bring on someone who leans toward creativity above all else? These are just a few of the questions to ask yourself when hiring a software engineer.

Finally, you’ll want to clearly define your organization’s values. The right candidate will be someone who fits seamlessly into your team.

2. Balance your potential hire against risk.

When hiring a software engineer, you’ll probably be caught between bringing someone on full-time or “trying before you buy” with a short-term contractor. Consider your ultimate needs with any budget constraints. Contractors may be preferable if you need approval from leadership quickly.

It’s also important to consider factors such as your business environment, managerial oversight, and entry-level vs. seasoned candidates. This can help you align on the right fit for your team. In the long term, this can help you reduce turnover and ensure a productive work environment.

3. Develop your interview process.

This is the most important stage of hiring a software engineer, as it can either make or break your efforts. Over half of job applicants will give up if they don’t schedule an interview within a week. Another 46% have said their interviewer’s attitude directly impacts how they decide on job offers.

Having a plan in place for the questions you’ll ask your software engineer candidates is crucial. This helps you assess soft skills, communication, and cultural fit. You’ll also need to decide on internal representatives for initial and final interviews, as well as the final decision when it comes to bringing on a new hire.

You can also decide at this point whether to lessen the internal workload when it comes to interviewing. Staffing partners, such as SOLTECH, can usually handle initial human resources interviews, behavioral evaluations, and technical assessments for you.

4. Formulate a plan for the best applicants.

While all candidates may have their pros and cons, you’ll want to know what to do with the few who inevitably stand out from the rest. Remember, in a candidate’s market, organizations looking to hire may need to do a little extra legwork, and timing is especially important. Being ready to make a hire for a full-time or contract role when you have the ideal candidate in front of you can mean the difference between onboarding a new team member and losing a promising engineer to another firm.

Make sure the proper management figures have approved your hiring budget. Also, determine who within your organization will make the offer and how quickly your human resources team can draft it.

5. Consider a hiring partner.

In a competitive market where multiple organizations might be courting a relatively small pool of candidates for careers in software engineering, a strategic hiring partner can provide invaluable support.

Be aware that there’s a significant difference between a staffing firm and a partner organization attuned to your specific requirements. Traditionally, staffing firms don’t spend time with clients to build job descriptions, create staffing strategies, or offer hiring best practices. Their typical role is to send companies lightly vetted candidates.

If you’re looking to hire a software engineer or developer, SOLTECH will help you find the best candidates. Our collaborative approach includes support for contract, contract-to-hire, and full-time positions. For more information, contact us today.

FAQs

What is the best way to hire a software engineer?

Define your project needs, write a clear job description, and use vetted networks or agencies. Prioritize technical ability, communication skills, and cultural fit through structured interviews and assessments.

What skills should I look for when hiring a software engineer?

Look for your desired level of programming knowledge, problem-solving skills, experience with relevant technologies, and communication ability. 

How much does it cost to hire a software engineer?

Costs will vary on several factors, including location and a candidate’s skill level. In the U.S., the average salary for a software engineer ranges from $75,000 to  $150,000 per year.

How do I evaluate the technical skills of a software engineer?

Use coding challenges, technical interviews, and portfolio reviews. By pairing programming sessions with real-world problem-solving tasks, you can identify candidates that are capable of completing your organization’s projects.