How I recruited a Rockstar Lead Developer in 3 weeks with Visage

It’s no secret, finding a good developer is a heck of a complicated and tedious task. When we raised our last round, I found myself in the situation of using our own platform to find a kickass lead developer with a very short timing. Although I built the platform from scratch, I only relied on metrics and users feedback to know if it was any good… Not only I found a great engineer but I nailed the hiring in 3 weeks.

Here is my use case on how our developer search went and what made it successful.

Numbers, numbers everywhere

First of all, I registered as an employer on our own platform. I posted a job in minutes like on any job board (but it is not). I did two important things though:

  • In the job description talked only about our values, the challenges we want to overcome and the perks of working with us IN THAT ORDER
  • I answered to very specific questions of what would be the ideal candidate. I needed a kickass lead developer used to work with the classic MEAN stack, a quick learner, a great team player etc. I am synthesising but it was way more specific than that, I know I could afford it because Visage was gonna look at hundreds of candidates for me.
  • I was provided with 10 developer profiles as a sample. Some were OK some were not, took me 10 minutes to approve the 4 I liked out of the sample to clarify my search.

Here is what I saw 48 hours after :

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  • 9 recruiters submitted candidates on my job opening
  • 248 profiles were submitted by our freelance recruiters
  • 63 profiles were approved by an actual developer for my job opening

All these 63 perfect fit were provided with a “call for interview” email that I previously prepared specifically for them. In the meantime, I was able to review their profile on the app. Here is how the email campaign went:

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After gathering their commitment, the app automatically provided me with the best 15 interested and suitable candidates, I interviewed 10 of them. The most difficult part was to know which one I was gonna make an offer to because I had 4 really good candidates. I hired 1 and kept in touch with 2 others that I will surely contact when we raise money again.

Conclusion

No one can say if I could have made a better hire. But what I know from experience is that it’s the first time that I had the feeling to “be lucky” 4 times in a row. Interviewing 4 people that share the same values as us, that are exactly doing what we need and have the right experience.

And seeing the process I can tell it has nothing to do with luck, it’s all about numbers and people skills.

  1. There were 9 recruiters250 profiles involved in the search on every possible medium over dozens of countries.
  2. All these profiles were reviewed by a developer that understood my requirements for this job and it allowed him to pick the most suitable candidates.
  3. I only talked to people that understood my challenges and requirements for this job. I was able to show them the true nature of the company and by being handpicked, they saw the interest I had in their profile.
  4. All of that in 3 weeks,  my cost per hire was ridiculously low, and I have 2 other good interested developers ready to join me next.

Of course, I could say that if it worked really well for me it doesn’t prove that it works all the time. But I really believe that this is nothing magic, just a smart process that can work for every case. It’s just about dispatching the right job to the right recruiters and expert. And this is something that our machine learning algorithm is already training for 😉 .

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