6 Tips for Hiring Software Developers for a Startup in 2025

Written by Ola Skowrońska and Klaudia Ostrowska

Reshaping IT Employment: A Four-Year Retrospective (2020–2024)

The past four years (2020–2024) have significantly impacted employment policies in major technology companies. Notable changes have been particularly evident in American tech corporations, which implemented massive workforce reductions affecting tens of thousands of employees.

The COVID-19 pandemic, which began in 2020, initially caused a substantial slowdown in IT recruitment. Companies, wary of the uncertainties stemming from the global crisis, limited hiring processes, leading to a sharp decline in job postings.

By March, job advertisements had dropped by 30% compared to January, and in April, the number of postings fell by a staggering 65%. However, the market began to stabilize toward the end of the year — in October and November, the number of job offers exceeded levels seen during the same months of the previous year.

In 2021, the IT job market continued to recover, with job postings surpassing 2020 levels and exceeding 2019 figures by 30%. This growth persisted into 2022, demonstrating the sector’s ability to quickly adapt to changing market conditions.

The peak occurred in March 2022, though the second quarter brought new challenges, including concerns over the war in Ukraine and rising inflation. Despite these difficulties, 2022 ended with results comparable to the record-breaking 2021.

In 2023, a further decrease in the number of job postings was observed, though the total remained higher than in 2019 and 2020. The most significant recruitment activity was recorded in September 2021 and March 2022, while 2023 saw stabilization but with a reduced number of published offers.

Changes in the IT sector in 2023 were also influenced by ongoing globalization and the dynamic development of remote and hybrid work models. These trends opened up new career opportunities while simultaneously increasing competition among candidates. The current decline in job postings primarily affects positions with relatively low entry requirements, posing challenges for entry-level candidates and juniors entering the job market.

The changes that have occurred in the job market have transformed the world of IT recruitment. The challenges that once prevailed are no longer relevant; this brings both advantages and disadvantages.

Below, we would like to share a few tips on navigating the new realities of IT recruitment in a startup setting.

Define Your Expectations

Before you start actively searching for candidates, you need to define who you want to hire. This process usually involves not only the HR team but also managers, tech leads, and the technical team. Identifying the required technologies and tools is one part, but it’s equally important to determine the level of experience needed. Should the candidate have expertise in additional areas? Will they be responsible for client communication or managing a team? Addressing these questions early on helps save time and ensures a smoother recruitment process.

Be transparent

Once you’re ready, you can move on to reaching out to candidates. Since the market currently has many people actively looking for jobs, it’s a good idea to leverage job boards and social media posts.

Transparency is now a cornerstone of recruitment and employment. To make things easier for both yourself and the candidates, prioritize honesty. Don’t hide any details that job seekers consider essential, such as salary, remote work options, or contract type. This not only saves time but also helps avoid disappointment and builds a positive employer brand.

Nowadays, the tech stack is just as important as organizational culture when it comes to building a successful company.

Tech stack or stuck?

The tools and technologies a company uses are just as important as its values and team dynamics, shaping not only how you work but also your growth and career development. Individuals who share the company’s values and demonstrate specific behaviors are more likely to integrate seamlessly into the team and align their work with the organization’s best practices.

How to find the best candidate?

The IT job market has changed, and the pool of passive candidates is no longer as dominant as it once was. With more developers actively looking for new opportunities, direct search is no longer as essential. This shift allows for a more streamlined recruitment process using tools designed to connect with active candidates through social media platforms like LinkedIn. But it’s still worth using the recruitment tools that were used before to gather valuable CVs and connections in the IT community.

From “hello” to “welcome on board”

Contact with a candidate starts from the very first phone call or LinkedIn conversation. The impression we leave on a new person depends on how well-prepared we are. It’s crucial not only to have a solid understanding of the job offer (details about the project, team, client, working hours, type of employment, salary, etc.) but also to know as much as possible about the candidate. Taking a moment to review their CV or profile allows us to address the candidate’s qualifications right from the initial conversation.

Maintaining consistent communication and promptly responding to questions and messages as much as possible helps resolve doubts immediately. This enables a smooth transition to the next stage, which, in the case of recruitment at Profil Software, is screening. This meeting is an opportunity to get to know each other better and clarify all details regarding what the company and the candidate can offer. However, the Profil Software HR team’s favorite stage is the in-office meeting, which provides a chance for face-to-face interaction, introducing the team, and showcasing the office. From our experience, this is always a surprising element for candidates, as they get a behind-the-scenes look at how our company operates — a critical aspect in the decision-making process.

We always strive to make the recruitment process as simple and fast as possible, ensuring feedback is provided at every stage.

Feedback — Why is it so important?

Feedback, discussed countless times in books, podcasts, and training sessions — why do HR departments emphasize its professionalism? Imagine taking your car to a mechanic with an issue. We value shops that keep us informed with diagnoses, prognosis, and costs, allowing us to monitor the situation in real-time. The same applies to the recruitment process. Providing updates at every stage reduces the uncertainty and anxiety that many candidates experience. It also optimizes the recruitment process, as consistent contact allows HR to gather valuable insights and feedback from the candidate’s side.

Providing feedback isn’t always easy, and it might seem time-consuming in complex processes with numerous candidates. However, the benefits it brings to the HR department and the entire company are invaluable.

Summary

In conclusion, building a strong IT team in a startup setting hinges on a well-thought-out recruitment strategy that prioritizes clarity, transparency, and engagement at every stage of the process. By clearly defining expectations, leveraging the right tools, and fostering open communication, companies can attract and retain top talent while creating a positive experience for candidates.

From the initial conversation to the final handshake, every interaction contributes to the employer brand and sets the tone for a candidate’s future within the organization. Maintaining transparency, emphasizing company values, and providing timely feedback not only streamlines the recruitment process but also leaves a lasting impression.

By focusing on these principles, startups can lay a solid foundation for long-term success, ensuring their teams are not only technically proficient but also aligned with the company’s culture and vision. After all, hiring the right people isn’t just about filling roles — it’s about shaping the future of the organization.