How to Hire Developers: A Proven Guide for Non-Technical Founders

Did you know that 70% of founders hiring tech talent are doing it for the first time?

A non-technical founder's experience of hiring developers feels like walking through a minefield. Of course, the stakes are high—the right developer can make your product shine, while the wrong choice might get pricey with fixes down the road.

Many developers tend to oversell their abilities or underestimate project timelines to secure work with minimal effort. Teams using skills assessment tools report 36% higher satisfaction with their final selections than those who don't.

Our experience shows that hiring developers becomes a real challenge for startups without technical expertise. Many founders waste money by hiring developers too early, before they have a clear definition of their core use case and constraints. Some make the mistake of rushing to work with junior developers who lack problem-solving skills and need guidance from seasoned colleagues.

This piece walks you through everything you need to know about hiring developers, from preparing requirements to evaluating candidates. You'll find solutions whether you plan to build an in-house team (which can take months) or explore alternatives like no-code tools that don't require development expertise.

Prepare Before You Hire

Building a product without technical preparation is like constructing a house without blueprints. You will save time, money and avoid frustration by taking the right steps before hiring developers.

Define your product and tech needs

Crystal clear requirements are the foundations of a successful development project. Your product one-pager should outline:

• The product's user-facing functionality

• Core features needed for your MVP

• Technical assumptions affecting development

• Business constraints like budget and timeline

The market analysis of your competition helps you understand what kind of developer your startup needs. Study their functionality, development team size, and technology choices.

Tools like Figma or Whimsical help you visualize your product before writing code. One founder said it well: "If you can't describe your product clearly and visually, you're not ready to build it".

Decide between hiring, outsourcing, or no-code

You have three main options in 2025, each with its own trade-offs:

Building in-house: This gives you complete control but costs $150,000-$300,000 for a simple MVP in developer salaries alone. You'll need 3-6 months to hire and onboard before shipping meaningful code.

Buying/using no-code tools: These platforms can cut your time-to-market from 6 months to 6 weeks. A typical SaaS tool costs $50-$500 monthly compared to $50,000-$200,000 to build equivalent functionality in-house.

Outsourcing: External expertise comes without expanding your permanent team. You can choose onshore (same country), offshore (distant country), or nearshore (nearby country) development.

Get help from a consultant if needed

A technical consultant can help when you feel overwhelmed. They can:

• Define project requirements and tech stack

• Suggest technologies that match your needs

• Review potential hire's code to spot red flags

• Connect you with qualified developers

A consultant costs less than a full-time employee since you can work with them on specific parts of your project. Many experienced engineers offer part-time consulting—even a 30-minute review call can help you avoid weeks of bad hires.

What to Look for in a Developer

Image Source: Full Scale

The right developer brings more than just coding skills to the table. Your startup's success depends on knowing what to review during the hiring process.

Technical skills that matter for startups

Start by looking for developers who show proficiency in technologies that match your product needs. Look for:

• Experience with programming languages and frameworks appropriate for your project

• Familiarity with development methodologies like Agile and Scrum

• Version control proficiency (Git, GitHub)

• Database knowledge and security principles

Your startup should value adaptability over specialization. Great problem solvers in software development show key qualities like analytical thinking, creative approaches, persistence, and strategic vision. Developers who understand both front-end and back-end development give more flexibility than specialists in early-stage ventures.

Soft skills like communication and time management

Technical expertise alone won't cut it. Soft skills determine how well a developer fits into your team. The best candidates show:

Strong communication skills help them understand client requirements, work together with team members, and share ideas confidently. This becomes vital when explaining complex solutions to non-technical stakeholders like yourself.

Effective time management lets developers prioritize tasks, meet deadlines, and boost productivity. This skill directly shapes project timelines and budget.

Teamwork and adaptability matter because startups often change direction. Look for developers who know business needs should guide development, not the other way around.

How to assess problem-solving ability

Problem-solving sits at the heart of software development. To review this vital skill:

1. Check previous work samples and GitHub repositories to analyze their coding style and approach

2. Ask behavioral questions about how they handled past challenges

3. Think over implementing a paid test project with clear goals to see their process

Coding challenges help you gage a developer's ability to find the best solutions. Tools like HackerRank or Codility let you create custom assignments that match your tech stack.

Note that skilled problem solvers show thorough research abilities and make solid decisions with minimal supervision.

How to Evaluate and Test Developers

Image Source: Interview Query

Testing developers needs a structured way that goes beyond resumes and interviews. Here's how you can test potential hires:

Run a paid test project with clear goals

Paid test projects help you assess developers in a ground context. These projects show not just technical abilities but also their communication style and work ethic.

You can make this work by:

• Setting clear objectives and deliverables upfront

• Picking a reasonable timeframe (typically 2-8 hours)

• Paying fairly for their time

• Explaining your audience's needs and what success looks like

A scoring system (1-5) for quality, timeliness, communication, and problem-solving helps you compare candidates objectively.

Use live coding or async tasks

Live coding sessions reveal how developers handle challenges. These interactions show their problem-solving approaches, critical thinking, and adaptability.

Take-home assignments let candidates work in their comfort zone, which often leads to better solutions. CoderPad's State of Tech Hiring shows take-home challenges scored 3.75 out of 5, making them the preferred choice among hiring tests.

Pair programming with your technical consultant and the candidate shows how well they work with others under pressure.

Check for red flags in delivery and behavior

Key warning signs throughout the evaluation process include:

• Agreement with everything without questioning requirements

• No clarifying questions about the assignment

• Unrealistic promises about delivery timelines

• Missed deadlines without communication

• Unable to explain their code or decision-making process

• Defensive reactions to feedback or criticism

These signs often predict future problems with code quality and project management.

Where and How to Find Developers

Image Source: Ontik Technology

You now know what to look for. Let's explore the best places to find developers who can bring your vision to life.

Freelance platforms vs dev agencies

Choosing between freelance developers and agencies requires you to think about both cost and project complexity. Platforms like Toptal connect startups with the top 3% of global talent, while Upwork lets you post jobs and receive competitive bids. Gun.io takes a different approach by testing candidates through code exercises and previous employer endorsements.

Dev agencies give you complete teams with designers and QA engineers under one roof. Their efficient process often turns out to be budget-friendly for complex projects, despite higher upfront rates. They also provide ongoing maintenance and support, unlike freelancers who typically complete a project and move on.

Startup events and tech communities

The startup ecosystem needs your full participation. Tech conferences, Startup Weekend, Meetup events, and hackathons naturally bring entrepreneurs and developers together. These face-to-face gatherings are a great way to get connected with potential technical partners.

Using LinkedIn and referrals effectively

LinkedIn's Recruiter platform helps you narrow your search with advanced filters and recommended candidates. You'll get better results if you participate in tech communities, join relevant groups, and make use of second-degree connections. Note that referrals still produce the highest quality candidates with the lowest recruitment costs.

Understanding the cost to hire developers

Location substantially affects developer costs. Software developers in San Francisco earn 40% more than their counterparts in Austin. You can reduce hourly rates from $80-150 to $25-50 by outsourcing to countries like India.

Do you need help finding the right developer within your budget? Contact us for expert guidance.

Conclusion

A non-technical founder faces unique challenges when hiring developers, but the right approach can help build a development team that brings your vision to life. This piece outlines the vital steps you need to find and assess technical talent effectively.

Your search should start with proper preparation. A solid foundation emerges when you define clear product requirements, create visual mockups, and choose between in-house, outsourcing, or no-code solutions. This groundwork saves countless hours and helps you communicate better with potential developers.

Great developers offer more than coding expertise to your startup. Their problem-solving abilities, communication skills, and time management shape their project contributions. Your assessment process should test both technical proficiency and these significant soft skills through paid test projects or live coding sessions.

Developer hunting works best through multiple channels. Freelance platforms give you flexibility, while agencies deliver complete support. Tech communities and referrals produce the highest quality candidates. Location and experience level substantially affect costs.

The hiring process might look overwhelming at first, but each step moves you closer to finding your ideal technical partner. Do you need specific guidance for your situation? Contact us to get expert help in the developer hiring world.

Note that your founder's role doesn't require becoming a technical expert overnight. Your focus should be on communicating your vision and business needs clearly. Use the strategies in this guide to find developers who can turn those needs into working code. Your startup deserves the best technical team, and patience combined with diligence will help you build it.

FAQs

Q1. How much does it typically cost to hire a developer for a startup?
The cost of hiring a developer can vary widely depending on factors like experience level, location, and project complexity. Freelance developers may charge $25-$150 per hour, while agencies typically charge $50-$250 per hour. For in-house developers, salaries can range from $60,000 to over $150,000 annually.

Q2. What are the key skills to look for when hiring a developer as a non-technical founder?
Look for developers with strong technical skills relevant to your project, problem-solving abilities, effective communication, time management, and adaptability. Evaluate their past projects, ability to explain complex concepts, and how they approach breaking down problems.

Q3. How can I evaluate a developer's skills if I'm not technical myself?
Consider using paid test projects with clear goals, live coding sessions or asynchronous coding tasks, and code review exercises. You can also bring in a technical consultant to help assess candidates. Look for their ability to communicate clearly, meet deadlines, and deliver quality work.

Q4. Where are the best places to find qualified developers for a startup?
Good sources include freelance platforms, tech-focused job boards, startup events, developer communities, and professional networks like LinkedIn. Employee referrals and alumni networks can also be valuable. Consider working with specialized recruiters for senior or hard-to-fill positions.

Q5. Should I hire an in-house developer or outsource development as a non-technical founder?
The choice depends on your startup's stage, budget, and long-term goals. In-house developers offer more control and dedication but are costlier. Outsourcing can be more flexible and cost-effective initially. Consider starting with freelancers or agencies, then transitioning to in-house as your startup grows and needs become more complex.