As a startup founder attracting talented developers is really hard, especially in the early stages when it is the most critical to hire good talent. This can be due to a variety of reasons that @eichos pointed out very well:
- Firstly, finding individuals who are interested in startups and joining one, and understand the challenges (and rewards) that come with working at a startup
- Thereafter, there is the cultural check. This one tends to filter out a huge amount of candidates. Finding some who fits your culture, but also introduces diversity is challenging. Additionally, it's critical not to hire toxic people, as they can destroy a startup in the early days. A quick note on this: this is also a timely process for us. It requires a full day of getting to know the person.
- The technical/skills interview (which is typically actually before the cultural interview) then further reduces the pool of candidates significantly.
- Finally, it's the challenges of competing with the budget and resources of bigger companies and being able to pay new hires a good/decent salary
As someone who's massively inexperienced in this area, I wanted to know How do you make sure your startup is genuinely a good choice for the developer?