A company can’t be successful when it doesn’t hire the right people; that’s a fact. Employees are the ones delivering the work and coming up with amazing ideas. These things are essential for the overall improvement processes and the ways in which the company’s cultures and values are being embraced. Talented tech leads are in great demand today because everyone seems to need them, not to mention it’s not unusual for company CEOs to ask themselves, “Where are they hiding?”. Go through the next tips that can help you find the best tech leads out there.

Finding Great Tech Leads

It would be ideal for the best tech leads to be looking for you, but this doesn’t happen too often. If you are looking to hire great web developers, you need to talk more about your company, what it promotes, the benefits it offers employees, etc. You should also describe the technical challenges that it faces and where it’s heading, mention the active community that got built around it, and the connections that contribute to its success. After, you need to go on with the steps presented in the following paragraphs.

Prepare an attractive job description

When creating a great job description, it’s essential to visualize the right person for the job. Think about responsibilities, everyday tasks, parts of the project that need more work, how communication will take place, etc. Finally, consider what would make your tech lead more productive and happy at the job.

Post your job description

Take the job description you have created and post it everywhere, including your website and social media. Your job description needs to be seen by as many people as possible because this increases your chances of finding someone. You can also post it on job boards, but this usually costs money.

Work with a recruitment agency

Working with expert recruiters could save you a lot of time. Recruitment agencies have very large candidates’ databases and the most efficient tools to filter them according to the experience and skills you are looking for. Moreover, they’re experienced in searching, recruiting, and contacting the candidates on different hiring platforms where tech leads usually hang out.

Screen the candidates

As soon as candidates have sent their CVs in, the first thing for you to do is to check which ones are fit for the position you’re offering. While listed technologies are important, they’re not the only ones that matter. Ignore the ratings given to libraries and frameworks because it’s very likely these are relative. Have a look at the companies they have worked for in the past and the projects they were a part of. See if these fit your requirements.

Ask candidates to take a Test Web Project

Before inviting the candidates you have decided upon to the interview, ask them to perform a test project. This test should be a clear and self-sufficient task that, in some ways, mimics what you are doing every day on a real project. Also, it shouldn’t take more than 2-3 hours to complete. Analyzing the code quality, attention to detail, and design decisions of tested candidates, you can tell a lot about them. Besides, you can check if the work they have labeled as “done” is the same as what you’re considering “done” or if going the extra mile is something they would do. Beware of cheating because some candidates may ask someone else to take the test for them.

Interviewing Tech Leads

During the interview, you will find out more about who the candidates are, their knowledge, expertise, and skills. There are two types of tech lead interview questions; some fall in the soft skills evaluation, whereas others in the hard skills evaluation. Read further to see how each evaluation should go.

Soft Skills Interview

This type of evaluation is about watching the candidate’s behavior and looking for the red flags there. While the hard skills interview seems a piece of cake for an expert in the field, it’s the soft skills that get rather tricky for interviewers. Tell the candidate you’re interviewing everything about the job being offered and notice their reaction. See what resonates with them and how they’re aligning with what your company promotes. You could ask questions about previous jobs, and why they have decided to leave companies they work for before. Ask about contributions and try to find out how they have dealt with failure. See what drives the candidate and what seems to annoy them.

It’s also a good idea to ask about how they think they perform when working in teams and how they manage conflicts. Don’t hesitate to give hypothetical situations when they don’t have examples from experience to offer. All this time, candidates need to feel as if they can ask you any question. The more engaged and active they are while talking to you, the better. However, don’t forget that junior developers can be very nervous during job interviews because they very likely didn’t go through many of them.

Hard Skills Interview

For this part of the evaluation, you need to ask basic questions about the candidate’s knowledge. Gradually dig deeper with the questions and see if they follow. Don’t be too academic because you want to remain focused on the practices and technologies you need for the vacancy. It would be a good idea to have a custom plan prepared for each of your opened jobs.

How to make the hiring decision

As soon as you are done with the interview, fill out the candidate’s profile. It’s important to do this while you still have a fresh memory of how the interview went. Keep the profiles you have created because you may need them for other vacancies at some point. Pointless to say, the tech lead you should decide on must be knowledgeable and know how to write great code. Pick someone who has experience with similar projects as the one you’re working on. Ideally, hire a person with strong spoken and written English, as this is of the utmost importance when working with a remote team, which you’re most likely doing.