Your Ultimate Guide to Technical Recruiting: Hiring Top Tech Talent Made Easy

tech hiring guide

The tech recruiting competition  has reached unprecedented levels, as revealed by the Harvey Nash / KPMG CIO Survey, surpassing previous expectations. The situation appears grim, with statistics from the US Bureau of Labor indicating a staggering 1.4 million unfilled Computer Science jobs at the end of 2020, and a projected 1.2 million-person deficit in engineering positions by 2026. Despite the rapid growth in demand for tech talent, the supply of skilled workers has stagnated at a mere 400,000 graduates annually.

In response, employers find themselves entangled in fierce competition, vying for the best candidates by offering attractive salary packages, enhanced benefits, and promising career advancement prospects. While some companies succeed in attracting top-tier talent, others struggle to do so.

If you feel overwhelmed by the quest to identify the perfect developers for your organization while managing multiple priorities, know that you are not alone in this challenge.

The encouraging news is that there are always innovative methods to discover the right individuals for your company. I developed this technical guide for you, which will provide insights into:

  • Global hiring challenges
  • What to consider when hiring tech employees
  • Top strategies to attract best developers
  • Best sourcing channels for hiring
  • Tech interview questions
  • TurnKey’s tech recruiting tips

We will start with a look at the current hiring challenge.

Look for a Proven Provider for Tech Recruiting. TurnKey is What You Need!

Table of Contents

Global Hiring Challenges and Talent Shortage

In this section, I delve into the pressing issues faced by organizations worldwide when it comes to hiring tech talent. From the ever-intensifying talent shortage to the complexities of global recruitment, I’ve analyzed the impact of these challenges on businesses. But first, let’s talk about tech talent.

What is Technical Talent?

Tech talent refers to individuals who possess skills, knowledge, and experience in various areas of technology, including software development, data analysis, cybersecurity, artificial intelligence, machine learning, cloud computing, network engineering, and more. These individuals can apply their tech skills to solve complex problems, innovate, and drive growth within an organization or industry.

The term “tech talent” often includes both technical skills (like coding or systems analysis) and certain soft skills like problem-solving, critical thinking, and communication. Tech talent is highly sought after in the business world due to the increased reliance on technology across industries and sectors. The demand for tech talent has grown with the continued digital transformation of businesses, leading to a competitive market for those with the right set of tech skills.

And now that we know exactly what tech talent is, let’s continue with the challenges of its hiring.

Talent Shortage

The most significant modern recruiting challenge companies face today is the persistent talent shortage across various industries. Recent statistics from the US Bureau of Labor and other reputable sources I searched indicate a growing gap between the demand for skilled workers and the available workforce. For instance, a study by the National Federation of Independent Business (NFIB) revealed that in 2023, nearly half of small businesses reported having job openings they couldn’t fill, primarily due to a lack of qualified candidates. This shortage has a cascading effect, forcing companies to compete fiercely for the limited pool of skilled individuals, resulting in prolonged recruitment cycles and potential impacts on productivity and growth.

Being able to hire high quality engineers quickly during talent shortages is a game changer for any early stage startup. TurnKey has made that possible for us and we are proud that it is one of our company’s strengths.
MackenzieCo-founder & CEO at MiResource

However, partnering with San Francisco’s recruiting companies like TurnKey offers a viable solution to overcome this scarcity. By collaborating with tech recruiting providers, companies can leverage the expertise of skilled developers from various parts of the world, effectively mitigating the impact of the labor shortage. This approach allows businesses to tap into a diverse pool of talented professionals, enabling them to reap the numerous benefits of a global workforce. With your recruiting partner, you can successfully navigate the following list of challenges posed by the software development shortage and propel your company towards growth and success. 

Leveraging Technology

Rapid advancements in technology have revolutionized the recruitment process. However, integrating and effectively leveraging new tools can be challenging. According to a survey by LinkedIn, 73% of talent professionals find keeping up with technology as their top hurdle. Companies need to navigate the vast array of applicant tracking systems, artificial intelligence-powered sourcing platforms, and other recruitment technologies to streamline their hiring process.

Remote Hiring and Onboarding

Remote hiring and onboarding have emerged as significant challenges in modern recruitment due to the shift towards remote work. Companies now face the task of sourcing, evaluating, and onboarding candidates without the benefits of face-to-face interactions. This process can be time-consuming and may lead to miscommunication or misunderstandings between the company and the new hire.

However, TurnKey offers a solution to tackle these challenges through its Yourshoring model. By partnering with TurnKey, companies can seamlessly hire and onboard remote teams as if they were part of their in-house workforce. TurnKey’s Yourshoring model ensures a smooth transition, making remote teams fully integrated and cohesive without any hassles.

Here’s how TurnKey’s Yourshoring model helps overcome remote hiring and onboarding challenges:

  • Streamlined Recruitment: TurnKey assists in identifying top-notch talent from around the globe, ensuring companies have access to a diverse pool of skilled professionals. This streamlines the hiring process, saving time and effort for the hiring team.
  • Effective Communication: With TurnKey’s expertise in remote team management, companies can establish efficient communication channels that foster transparency and collaboration. This ensures smooth onboarding and minimizes misunderstandings.
  • Cultural Integration: TurnKey understands the importance of cultural fit within remote teams. By offering guidance on cultural integration, the model ensures that the newly onboarded team members align seamlessly with the company’s values and work culture.
  • Onboarding Support: TurnKey provides comprehensive onboarding support to new hires, making sure they have all the necessary resources and information to integrate into the team smoothly.
  • Dedicated Team Management: TurnKey takes care of managing the remote team, ensuring they stay motivated and engaged. This allows the company to focus on its core business objectives.
  • Scalability: As the company’s needs evolve, TurnKey’s Yourshoring model allows for easy scalability, ensuring that the remote team can grow or downsize as required.
TurnKey’s YourShore model allows us to easily integrate developers directly into our organization so that they are truly my team. I honestly forget most of the time that they aren’t working in the same building as me.
Anna AlisovaGeneral Manager at R1

Employer Branding

When hiring software developers, establishing a compelling employer brand is crucial for attracting top talent and standing out in a competitive job market. However, companies often face several challenges in building and maintaining an effective employer brand during the hiring process. Some of the key challenges include:

  • Consistency: Maintaining consistency in employer branding across all channels and touchpoints can be challenging. From job advertisements to social media presence and candidate interactions, the messaging must align with the company’s values and culture. Inconsistency can lead to confusion among candidates and undermine the credibility of the brand.
  • Reputation Management: Companies may face the challenge of managing their online reputation, especially in the age of social media and employer review sites. Negative feedback from past employees or dissatisfied candidates can significantly impact the employer brand. Addressing negative feedback professionally and transparently is essential to mitigating its effects on potential candidates.
  • Employee Perception: Employer brand challenges can arise when there is a disconnect between the company’s intended brand identity and how employees perceive the workplace. If current employees do not feel aligned with the stated brand values, it can create skepticism among potential candidates and hinder the hiring process.
  • Market Competition: In highly competitive industries, companies often face stiff competition for talent. Attracting top candidates can be challenging if other companies with strong employer brands are vying for the same talent pool. Standing out and showcasing the unique aspects of the company’s culture and opportunities become critical in such scenarios.
  • Resource Constraints: Building and maintaining an effective employer brand requires dedicated time, effort, and resources. Smaller companies or startups with limited HR and marketing resources may find it challenging to invest in employer branding initiatives.
  • Evolving Workforce Expectations: The expectations and preferences of job seekers are continuously evolving. Companies must stay abreast of the latest trends and tailor their employer branding strategies to resonate with the preferences of the current workforce.
  • Internal Buy-In: Employer branding initiatives require buy-in from leadership and employees alike. Ensuring that all stakeholders understand the significance of employer branding and actively support it can be a challenge.

Overcoming these challenges requires a strategic and proactive approach to employer branding. Companies must conduct thorough research to understand their target audience, engage employees in the process, and invest in ongoing employer branding efforts to stay competitive in the talent market. A strong and authentic employer brand can make a significant difference in attracting the right talent and building a thriving workforce.

recruiting stats

Skills Gap

The rapid advancement of technology and the continuously evolving nature of the software development industry contribute to this gap. As a result, there is a disparity between the skills employers seek in software developers and the skills available in the talent pool. Several factors contribute to the skills gap challenge:

  • Emerging Technologies: The tech industry constantly introduces new technologies and programming languages. Companies seek developers with expertise in these emerging technologies, but the supply of candidates with these specialized skills may be limited.
  • Rapid Technological Changes: The fast pace of technological advancements means that skills that were in high demand a few years ago may become outdated today. As a result, companies struggle to find developers who possess the most current and relevant skills.
  • Lack of Specialization: Software development is a broad field, encompassing various roles such as front-end development, backend development, mobile app development, and data science, among others. Companies may find it challenging to find developers with specific and specialized skills for their unique projects.
  • Educational Gaps: Traditional educational institutions may not always keep up with the latest industry trends and technologies. This can lead to a lack of practical skills among graduates, leaving employers with a skills gap to fill.
  • Competition for Top Talent: The demand for skilled software developers far exceeds the available supply, leading to fierce competition among companies to attract top talent. High-demand developers may receive multiple job offers, making it challenging for companies to secure their services.
  • Expanding Job Roles: The role of software developers is evolving, and employers now seek developers who possess a combination of technical and soft skills. Developers are expected to communicate effectively, collaborate in teams, and understand the business aspects of their work, in addition to their technical expertise.

Compliance and Regulation

Compliance and regulation challenges are significant concerns for companies, especially when hiring remote teams or offshoring their operations. Adhering to various legal requirements and data protection laws is crucial to protect the company’s reputation, avoid potential legal consequences, and maintain the trust of clients and employees.

TurnKey recognizes the importance of compliance and has established robust mechanisms to overcome these challenges. Here’s how TurnKey supports its clients legally:

  • Data Privacy and Security: TurnKey prioritizes data privacy and security as a top concern. They implement rigorous security measures to safeguard sensitive information, ensuring compliance with data protection laws like GDPR, CCPA, and HIPAA, depending on the client’s industry and location.
  • Legal Expertise: TurnKey has an experienced legal team that stays updated on relevant regulations and compliance requirements. This expertise enables them to navigate complex legal landscapes, ensuring that all operations and contracts comply with the necessary laws.
  • Contracts and Agreements: TurnKey establishes clear and comprehensive contracts and agreements with clients and employees, outlining the responsibilities and expectations of all parties involved. These contracts are designed to protect the interests of all stakeholders and ensure compliance with relevant laws.
  • International Labor Laws: TurnKey operates in various countries, each with its own labor laws and regulations. To ensure compliance, they maintain a deep understanding of the labor laws in the countries where they operate, allowing them to support clients in making informed decisions about their workforce.
  • Risk Management: TurnKey has a proactive approach to risk management. They identify potential compliance risks early and implement strategies to mitigate them effectively, reducing the likelihood of legal issues arising.
  • Training and Awareness: TurnKey emphasizes the importance of compliance to all its employees and partners. Regular training sessions and awareness programs ensure that everyone involved is well-informed about compliance obligations and best practices.

By addressing compliance and regulation challenges head-on, TurnKey empowers clients to focus on their core business objectives without worrying about legal complexities. TurnKey’s commitment to maintaining high standards of compliance instills confidence in clients, assuring them that their offshoring initiatives are in safe and capable hands.

Diversity and Inclusion

Building a diverse workforce has become an essential goal for modern companies. While diversity brings fresh perspectives and enriches workplace culture, achieving it poses challenges. The Society for Human Resource Management (SHRM) reported that 41% of organizations struggle to attract diverse candidates. Companies need to implement inclusive hiring practices, address unconscious bias, and actively source from underrepresented communities to foster a more diverse and inclusive workplace. 

At Turnkey Labs, our corporate featured commitment to delivering exceptional offshoring solutions hinges on fostering a diverse and inclusive workforce that spans the globe. We take pride in recruiting top-notch development talent from various regions worldwide and ensuring seamless cultural integration for our clients. By creating inclusive work environments, we cultivate high-performing teams that not only drive innovation but also facilitate growth. Our commitment to diversity and inclusivity sets the foundation for delivering unique and effective offshoring solutions that cater to the dynamic needs of our clients.

In conclusion, while your companies face an array of recruiting challenges, the talent shortage remains the most significant obstacle. The demand for skilled workers continues to outpace supply, making it crucial for organizations to adopt innovative strategies and leverage technology to attract and retain top talent in today’s competitive job market. Simultaneously, fostering diversity and inclusion, adapting to remote hiring practices, enhancing employer branding, and ensuring compliance with regulations are equally vital components of a successful recruiting strategy in the 21st century.

Now, that you know what challenges may appear when hiring software engineers, let’s consider where to focus your attention when selecting your future employees.

TurnKey Offers a Compelling Solution That Delivers Top-Tier Offshore Talent Without Sacrificing Quality or Breaking the Bank.

5 Crucial Points to Consider When Hiring Tech Employees

After conducting deep research on hiring tech talent and speaking to our recruitment specialists, I’ve boiled it  down to the crucial factors that are truly important in making the right hiring decisions:

points to consider
  1. Technical Proficiency: Evaluating a candidate’s technical skills is vital in ensuring they can handle the demands of the role effectively. For instance, if you are hiring a software engineer, you may want to assess their proficiency in programming languages such as Python or Java, as well as their ability to design scalable applications.
  2. Problem-Solving Abilities: Tech roles often involve troubleshooting and addressing complex issues. Look for candidates who can demonstrate problem-solving abilities. For example, a data scientist should be able to showcase their experience in analyzing and interpreting large datasets to derive meaningful insights.
  3. Cultural Fit: Assessing a candidate’s cultural fit is crucial for fostering a harmonious work environment. Suppose your company places a strong emphasis on collaboration and innovation. In that case, you may look for candidates who can adapt well to a team-oriented culture and are eager to contribute ideas.
  4. Adaptability to Emerging Technologies: Tech talent needs to be adaptable to evolving technologies. A cybersecurity specialist should demonstrate an understanding of the latest cyber threats and security solutions, showing their capacity to adapt and stay current in their field.
  5. Passion for Technology: A candidate’s passion for technology can be a strong indicator of their dedication and enthusiasm. For instance, a UI/UX designer who actively engages in personal projects or contributes to open-source communities may demonstrate a genuine passion for their craft.

By considering these important factors and looking for relevant examples in a candidate’s past experiences, you can make informed hiring decisions that lead to the acquisition of exceptional tech talent for your organization.

Having discussed the key points to look out for when hiring tech professionals, it’s only logical that we now progress to the next level: attracting premium tech talents.

Top Strategies to Attract High-Quality Tech Talents

It took some time, but our team of hiring gurus and I collaborated to develop this list of proven strategies for attracting high-quality tech talents to your organization. These strategies encompass a mix of employer branding, competitive compensation, and a focus on fostering a stimulating work environment that appeals to tech professionals seeking challenging and innovative opportunities. Let’s delve in and discover how they can help elevate your tech talent acquisition efforts to new heights.

Promote a Strong Employer Brand

Cultivating a positive and appealing employer brand is crucial for attracting tech talent. Showcase your company’s culture, values, and commitment to employee growth and development through social media, career websites, and employee testimonials. 

From experience, we know that a tech startup who actively promotes its inclusive and innovative work culture through engaging content on LinkedIn can get up to a 20% increase in applications from skilled developers within three months.

Prioritize Employee Development

Tech professionals highly value continuous learning and professional development opportunities. Offer training programs, workshops, and certifications to demonstrate your commitment to enhancing employees’ skills. For example, at TurnKey, fostering employee development is a cornerstone of our company culture, and we believe that investing in our team’s growth is essential to maintaining high retention levels that surpass industry averages. We have implemented a range of strategies and initiatives that empower employees we hire to thrive both personally and professionally, ensuring they feel valued and motivated to stay with us for the long term, drastically decreasing our churn rate.

churn rate

Flexible Work Arrangements

Embrace flexible work arrangements, such as remote work options and flexible hours, as they are increasingly important to tech professionals. A study by Buffer found that 97% of tech professionals want to work remotely at least part-time.

Some tech companies that have implemented a flexible work-from-home policy have experienced a 25% reduction in employee turnover and attracted remote tech talent from different regions.

Competitive Compensation Packages

Offering competitive salaries and benefits is a powerful strategy to attract high-quality tech talent. According to a survey by Dice, 61% of tech professionals consider salary as the most important factor when considering a new job opportunity. Additionally, providing bonuses, stock options, and other incentives can further entice top candidates. 

A tech company that offers above-average market salaries, performance-based bonuses, and stock options to its software engineers can attract up to 30% more applications from highly qualified candidates within six months.

Networking and Talent Pipelining

Building relationships with tech communities, attending industry events, and maintaining an active presence on tech-specific platforms can help you establish a talent pipeline. Engaging with potential candidates early on and maintaining connections can prove beneficial when seeking high-quality tech talent in the future.

TurnKey’s boots-on-the-ground presence along with decades of experience building and scaling teams, mitigates against most of the cons people typically associate with offshore development (lack of transparency and high churn), while offering most of the pros (similar if not better quality of talent than in the US at a lower cost). That’s made a huge difference for us.
RyanFounder & CEO ResNet

Emphasizing Career Growth Opportunities

High-quality tech talent often seeks opportunities for career growth and skill development. Demonstrate your commitment to employee growth by offering mentorship programs, access to training resources, and clear paths for advancement within the organization. Tech professionals are more likely to be attracted to companies that invest in their personal and professional growth.

And now that you know what to consider in your candidates, let’s look at the places where you should look for them.

Want to Build an Amazing Software Development Team That is Built Entirely Around You?

What are the Best Sourcing Channels for Software Development Candidates?

While product owners might prefer a personalized approach when hiring technical personnel, it’s typically more advantageous for a business to leverage the expertise of professionals in this domain, such as agencies like TurnKey. However, for gauging the market trends, the following platforms can be used for recruitment:

sourcing channels

Online Job Platforms:

  • LinkedIn: A top professional networking platform where you can find skilled software developers actively seeking job opportunities.
  • Indeed: A popular job search engine with a vast pool of tech talent, making it a valuable platform for reaching software development candidates.

Tech-Specific Job Boards:

  • Stack Overflow Jobs: A renowned platform for developers, where you can find highly skilled candidates with a strong technical background.
  • GitHub Jobs: Leverage the extensive developer community on GitHub to discover talented software developers with a track record of contributing to open-source projects.

Referrals and Employee Networks:

  • Employee Referrals: Encourage your current employees to refer qualified candidates from their network, as they are likely to recommend candidates who align with your company’s culture and values.
  • Alumni Networks: Engage with tech-specific alumni networks from universities and coding boot camps to tap into a pool of freshly skilled graduates.

Coding Communities and Forums:

  • Reddit: Participate in tech-focused subreddits to interact with developers, ask for recommendations, and share job openings within the community.
  • A vibrant community for developers where you can engage with potential candidates and showcase your company’s tech culture.

Tech Conferences and Meetups:

  • Attend tech conferences and meetups focused on software development to connect with developers actively seeking career opportunities and to stay updated on industry trends.

Tech-Specific Recruiting Agencies:

  • Partner with specialized tech recruiting agencies that have a deep understanding of the industry and can help you identify and attract top software development talent.

Online Tech Communities:

  • Slack Channels: Join tech-specific Slack communities and engage in discussions to interact with developers and promote your job openings.
  • Online Forums: Participate in forums like Quora or Stack Exchange where developers seek help and advice, and subtly introduce your job opportunities.

By utilizing these best sourcing channels, categorized according to their reach and relevance, you can significantly enhance your software development candidate pool and identify the best fit for your team and projects.

Of course, identifying potential talent is just the tip of the iceberg – the next step, arguably just as important, is evaluating these tech candidates appropriately.

TurnKey Knows the ‘Where’ and ‘How’ to Hire Top Tech Talent for Your Business Needs.

How to Evaluate Tech Candidates Properly?

To ensure a successful evaluation process and avoid hiring the wrong person for your company, it’s crucial to have access to all the necessary information. To help you optimize your time and process, I’m sharing the steps of TurnKey’s robust screening protocols, you’re welcome.

  • Define Clear Job Requirements: Start by collaborating with the hiring team to create a comprehensive job description that outlines the specific technical skills, programming languages, and experience required for the software development role.
  • Screen Resumes and Portfolios: Review resumes and portfolios to shortlist candidates who meet the initial job requirements. Look for relevant experience, projects, and contributions to open-source repositories that demonstrate their skills and expertise.
  • Conduct Technical Assessments: Administer technical assessments tailored to the role, such as coding challenges or problem-solving scenarios. These assessments will help evaluate a candidate’s ability to apply their technical knowledge to real-world situations.
  • Perform Behavioral Interviews: Conduct in-depth behavioral interviews to assess a candidate’s soft skills, communication abilities, and cultural fit within your team. Ask situational questions to gauge how they handle challenges and collaborate with colleagues.
  • Evaluate Problem-Solving Abilities: Present candidates with practical problem-solving scenarios to observe their approach and analytical skills. This can provide valuable insights into their problem-solving capabilities, essential in software development.
  • Assess Teamwork and Collaboration: Software development often involves team collaboration. During interviews, inquire about the candidate’s experience working in teams and their ability to communicate and cooperate effectively.
  • Check References: Contact the candidate’s references to validate their experience and performance. Ask about their work ethic, technical proficiency, and team dynamics to gain a well-rounded understanding of the candidate.
  • Consider Technical and Cultural Fit: Evaluate both technical proficiency and cultural fit when making the final decision. A candidate who excels technically but doesn’t align with your company’s values and culture may not thrive in the long term.

By following these eight steps, recruiters can identify high-quality software development candidates who will contribute positively to the team and drive the company’s success.  Now let’s talk about the actual interview process in more detail.

Interview Questions to Ask Tech Professionals

When interviewing tech professionals, it’s essential to ask a mix of technical and behavioral questions to assess their skills, problem-solving abilities, and cultural fit. To make sure you had the best of the best questions, I asked our hiring specialist,  who has worked in this industry for more than 10 years, to share her observations and most popular questionsThis  list of suggested interview questions and ideas will help you gauge a candidate’s suitability for the role:

Technical Questions:

  • Can you explain the difference between object-oriented programming and functional programming?
  • Describe the SOLID principles and how they relate to software design.
  • What are the main differences between REST and SOAP APIs?
  • How do you handle security vulnerabilities in software development?
  • Can you explain the concept of database normalization and its importance?
  • Describe the difference between synchronous and asynchronous programming.
  • How do you optimize code for performance and efficiency?
  • Walk me through the software development lifecycle and your role in it.
  • Can you explain the concept of version control, and how do you use it in your projects?
  • How do you approach debugging and troubleshooting in software development?

Problem-Solving Questions:

  • Walk me through how you would approach solving a complex technical problem from scratch.
  • How do you handle disagreements or conflicts during a team project?
  • Can you describe a particularly challenging coding problem you encountered and how you resolved it?
  • What steps do you take to ensure code quality and minimize bugs?
  • How do you stay updated on the latest trends and advancements in the tech industry?
  • Can you give an example of a project where you had to meet tight deadlines? How did you manage the timeline and deliverables?

Behavioral Questions:

  • Describe a situation where you had to work under pressure and meet strict deadlines. How did you handle it?
  • How do you approach collaborating with team members from different technical backgrounds?
  • Can you tell me about a project where you had to adapt to changes in requirements midway through development?
  • What do you do when you encounter a technical challenge that you don’t know how to solve?
  • How do you prioritize tasks and manage your time effectively in a fast-paced work environment?
  • Tell me about a time when you had to take the initiative to improve a process or implement a new technology.

Cultural Fit Questions:

  • What kind of work environment do you thrive in? How do you prefer to receive feedback?
  • How do you handle constructive criticism and use it to improve your work?
  • Can you describe a situation where you successfully collaborated with colleagues to achieve a common goal?
  • What do you look for in a company’s culture and values when considering a job opportunity?
  • How do you maintain a work-life balance while handling multiple projects and deadlines?

By incorporating these interview questions into your tech professional hiring process, you can gain a comprehensive understanding of a candidate’s technical expertise, problem-solving skills, work approach, and cultural alignment, helping you make well-informed hiring decisions.

At TurnKey, we love to over-deliver, so I’m pulling out all the stops in this guide and jam-packed this last bonus section with TurnKey recruiting tips.

11 Technical Recruiting Tips and Process From TurnKey Experts

At TurnKey, we know that effective recruiting goes beyond simply finding the right candidate; it also involves ensuring a smooth and successful hiring process for both companies and candidates. By aligning companies and tech professionals, valuable time and resources are saved.

Our services eliminate the challenges commonly faced by traditional candidate sourcing channels, such as time-consuming processes and a lack of qualified candidates. We offer pre-screened and vetted remote tech professionals, streamlining the recruitment journey. The best part is that our company is based in the heart of the San Francisco Bay Area, so you can call during your regular office hours or just stop by in person for coffee.

We've hired full-time software engineers through TurnKey. To date, not a single engineer has left our contract/arrangement...We've worked with several USA-based firms, and none has matched the speed and quality of candidates from TurnKey.
Kyle DodsonHead of Engineering at Salad Technologies

Here is a glimpse at how our perfect hiring path fits together:


#1 Kickoff meeting

During the kickoff meeting, both parties come together to outline their vision of a successful hire. The client can express their expectations, specifying the necessary skills for the position. By understanding each other’s needs, the process of matching candidates with suitable roles begins. The ultimate objective is to identify a perfect fit that fulfills the distinct requirements of both the employer and the candidate, leading to a successful and satisfying partnership.

#2 Description Approval

Description Approval is an emerging and increasingly popular method in the recruitment process. With this approach, employers are required to provide a comprehensive job description before initiating the candidate search. By doing so, any discrepancies are eliminated, ensuring everyone involved is on the same page during the interviewing process. This not only saves valuable time but also prevents potential awkward conversations later on. Thanks to Description Approval, we can now identify the ideal candidate more efficiently than ever before, streamlining the hiring process for a successful match.

#3 Search

While having a large talent pool is advantageous, sifting through numerous resumes and applications can be overwhelming. Enter the search phase of developer recruitment! It’s all about strategic searching, using relevant keywords to yield precise results. Understanding the significance of aligning a candidate’s experience with the specific job role is key to finding the perfect match amidst the sea of applications. Through this process, we ensure we identify the right individuals for success, making the recruitment journey more efficient and effective.

#4 Initial Screening

Screening serves as the initial step to filter and identify resumes that align with the recruitment process. Without it, companies would have to evaluate every applicant, regardless of their suitability for the job, which can significantly slow down the hiring process. During the screening phase, we carefully assess resumes and compile a shortlist of candidates who show potential for being an excellent fit for the specific role. This allows us to streamline the selection process, focusing on the most promising candidates and expediting the journey towards finding the right match.

#5 Resume Review

The resume review phase in the recruitment process provides recruiters with a concise overview of developers and their professional backgrounds. It resembles a speed-dating session, where candidates’ qualifications meet the employer’s requirements, giving recruiters a quick glimpse of potential matches.

#6 Pre-Sell Interview

In this phase, we assess a candidate’s communication skills and align them with relevant job openings to determine if they warrant further interviews. By adopting a pre-sell approach to interviewing, recruiters efficiently filter applicants, identifying viable candidates while granting applicants the opportunity to showcase their skills and assess if the position aligns with their career goals.

#7 Tech Interview

The technical interview for developers holds immense significance as it verifies the candidate’s claimed skillset. Our interviews encompass essential topics such as scalability, storage solutions, SQL queries, and databases, evaluating candidates’ hard skills thoroughly. Recognizing the paramount importance of technical interviews in the hiring process, we select only top specialists with substantial experience in the specific field to conduct these assessments. By doing so, we ensure the utmost accuracy and reliability in validating candidates’ technical proficiency.

#8 Culture Interview

A culture interview plays a pivotal role in a successful hiring and onboarding process, going beyond a simple Q&A. It provides candidates with an excellent opportunity to showcase their alignment with the organizational culture and team dynamics.

Through meaningful conversations about the company’s values and their influence on daily job duties, candidates gain valuable insights to ensure they genuinely resonate with the organization. Simultaneously, this approach allows recruitment specialists to identify individuals with the right skills, abilities, and attitude, ensuring a perfect fit both culturally and in terms of performance.

By conducting thorough culture interviews, we guarantee that the selected candidates not only integrate seamlessly into the company’s culture but also excel in their roles, ultimately contributing to the organization’s success.

Our goal at TurnKey is to ensure that we find the perfect-match developers for our clients. That's why our hiring process is robust and comprehensive, designed to evaluate technical and soft skills, cultural fit, and long-term potential. We leave no stone unturned in identifying the best talent for our clients, and it shows in the quality of developers we hire.
Yuliia AndrieievaHead of Recruitment at TurnKey

#9 Candidate Feedback

Candidate feedback is a vital process in the hiring of new staff members, offering a 360-degree understanding to make informed decisions. It uncovers valuable insights like enthusiasm, attitude towards colleagues, and eagerness to learn, which might not be apparent during interviews or applications.

#10 Job Offer

The job offer stage is the coveted prize at the end of the journey. After successfully navigating the initial application, rigorous interviews, and assessments to ensure a perfect fit, a job offer eagerly awaits in the candidate’s inbox.

#11 Onboarding

Embarking on a new development job can be daunting, even for experienced developers. The abundance of knowledge to absorb can be overwhelming. At TurnKey, we understand this challenge, and that’s where our training comes in. We offer comprehensive, step-by-step onboarding to help developers quickly and confidently acclimate to their new roles, ensuring a smooth transition and a strong foundation for success.

Summing up

In conclusion, mastering the art of technical recruiting is a crucial endeavor for any organization seeking to build a high-performing tech team. This comprehensive guide has provided valuable insights and proven strategies to attract, evaluate, and hire top tech talent. By prioritizing employer branding, leveraging diverse sourcing channels, and conducting thorough evaluations, companies can identify candidates who possess the right technical skills, problem-solving abilities, and cultural fit.

Additionally, embracing innovative approaches such as offshoring with partners like TurnKey can streamline the recruitment process and overcome challenges like skills gaps and compliance requirements. Furthermore, recognizing the significance of employee development and offering growth opportunities can foster high retention levels that surpass industry averages, ultimately nurturing a thriving tech workforce. Additionally, subscribe to our LinkedIn where my colleagues and I write a lot of useful content about tech recruiting.

TurnKey is the Most Trusted Name in Offshore Software Development in the Bay Area. We’ll Bend Over Backwards to Make You Successful!

How can I attract top tech talent to my organization?

To attract top tech talent, focus on building a strong employer brand that showcases your company's culture, values, and commitment to employee growth. Offer competitive compensation packages, provide challenging and innovative projects, and emphasize professional development opportunities.

What are some effective sourcing channels for software development candidates?

Some effective sourcing channels for software development candidates include online job platforms like LinkedIn and Indeed, tech-specific job boards like Stack Overflow Jobs and GitHub Jobs, employee referrals and networks, tech conferences and meetups, and tech-specific recruiting agencies.

How can I ensure a successful technical interview for software developers?

Conduct a thorough technical interview by evaluating candidates' hard skills in areas like scalability, storage solutions, SQL queries, and databases. Select experienced specialists to conduct these assessments to validate candidates' claimed skillsets accurately.

August 3, 2023

TurnKey Staffing provides information for general guidance only and does not offer legal, tax, or accounting advice. We encourage you to consult with professional advisors before making any decision or taking any action that may affect your business or legal rights.

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