For founders who have a startup idea — but few engineering skills to make it a reality — making the team’s first technical hire can be a daunting task.

Nontechnical founders will face greater challenges when it comes to sourcing and recruiting engineering talent, but another factor that raises the stakes: They must often act quickly to find someone who could very well end up with co-founder status.

We interviewed a handful of startup founders and technical leaders to get their thoughts about how nontechnical founders should approach the hiring process for engineer no. 1.

Their advice spanned how to handle technical interviews, sourcing technical talent, how to decide whether your first engineering hire should become CTO — and how to best kick the can down the road if you’re not ready to start worrying about bringing on an engineer quite yet. Everyone I spoke to was quick to caution that their tips weren’t one-size-fits-all and that overcoming limited knowledge often comes down to tapping the right people to help you out and lend a greater understanding of your options.

I’ve broken down these tips into a digestible guide that’s focused on four areas:

  • Sourcing technical candidates.
  • How to conduct interviews.
  • Making an offer.
  • Taking a nontraditional route.

Sourcing technical candidates

Knowing what you’re looking for obviously depends a good deal on what you need. Founders have more flexibility if they’re just aiming to get engineers on board so they can get an MVP out the door, but technical expertise is only part of the equation if you’re aiming to hire for someone that may end up being a co-founder or CTO.



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