How to Quickly Build a Software Development Team Without Spending a Fortune

The traditional hiring process often goes like this: Your CTO—or whoever is handling the hiring at the moment—needs a new addition to the software development team, like a designer with user experience (UX) and user interface (UI) skills.

So, you turn to a well-known professional social network and type in "UX UI designer," hoping to connect with your future team member. But what you get is a flood of resumes to sift through, and you might even have to pay just to see their contact information.

Then comes the task of reaching out to each candidate to see if they're even interested.

Another approach is to post a job advertisement with your requirements. After spending a substantial amount of money, you receive another pile of profiles, which requires time and effort to filter through. The upside is that these candidates have at least shown some interest in your offer.

If time is short but your budget is large, you might consider hiring a recruitment agency. You provide them with a list of desired skills, and they search for candidates on your behalf.

However, they often charge a high commission, especially if the candidate is a good fit. This creates a conflict of interest, as the agency may push you to hire the candidate and the candidate to accept the offer.

They might even promise the candidate a high salary, drag them through a lengthy selection process to secure their commitment, and then negotiate a lower offer at the last moment.

Let's explore the options available for projects with tight budgets and limited time that require talented professionals:

Browsing Profiles Yourself

Cons:

Wastes time and energy scanning through profiles with a low return on investment.
Requires payment for access to raw information, which then needs to be processed.

Pros:

It's the cheapest option, but as the saying goes, "cheap is expensive," and this is no exception.

Posting a Job Offer

Pros:

Filters out candidates who have no interest in your offer.
Slightly less time-consuming than manually browsing profiles.

Cons:

Submitting an application doesn't necessarily indicate genuine interest; some may just be exploring options.

Hiring a Recruitment Agency

Cons:

Hidden negotiations can occur as the agency looks out for its own interests.
You need a substantial budget to cover potentially high fees.

Pros:

Delegates a significant part of the effort to the agency.

At spertaro, We Propose a New Model

Here's how it works:

Define a list of skills needed for your project.
Set a minimum estimated duration for each skill.
Establish the maximum wage you’re willing to pay for each skill. This information is kept private.
Specify compatible time zones.
Write a concise test description for each role, limited to 280 characters, similar to a tweet.

You then use this information to create a job offer. spertaro searches its database for candidates matching your criteria. Only those candidates who possess the required skills will see your offer. If they’re interested, they’ll contact you. For those who reach out, you can respond, after which their contact information will be shared with you. Then, it's up to you to initiate a conversation and move forward.

Notably, wages are not disclosed; candidates don’t see them, and you don’t see their minimum acceptable wage. spertaro only shows your offer to candidates where there is a potential overlap between your wage offer and their wage expectation. This way, you only deal with options where supply and demand align, avoiding the need to sift through unsuitable candidates to find viable ones.

Cons:

You are entirely responsible for managing relationships with the people you hire. You can’t blame a recruitment agency if things go wrong. However, this is always the case, whether using an agency or an in-house HR team. Even after a lengthy filtering process involving rigorous skill tests and psychological assessments, hiring the wrong person can still happen.

Pros:

The pool of candidates is highly targeted to those with a genuine interest and a high likelihood of reaching an agreement.
Saves significant money on commissions.
No cost is incurred for acquiring unfiltered, raw data.

But, What If There Are No Candidates With These Skills?

If no one has the skills you need, then it’s a tough break. However, if no single candidate has all the skills combined, spertaro offers a unique solution: it presents a set of candidates who, collectively, meet all your requirements. It’s not perfect, but it’s a quick and effective way to navigate the current market conditions.

Imagine your project requires the following roles:

A project manager
A software developer with iOS development and UX/UI design skills
A blockchain developer
A Node.js developer

Instead of rigidly defining each role, you could specify a list of skills:

Project management
iOS development
UX/UI design
Blockchain technology
Node.js development

spertaro will then form combinations of available candidates to ensure all your requirements are met.

Conclusion

We understand that our model isn’t for every company or every individual. However, if you believe this new approach is better suited to your current needs and the fast-paced nature of today’s environment, why not give it a try? Sign up for our newsletter to stay updated on the latest news and special offers from spertaro.