We’ve all heard the horror stories. The lack of regulation in hiring developers makes it a minefield for founders trying to evaluate talent.
Does any of this sound familiar?
1. “I paid a developer over $10,000 and ended up with an unusable product.”
2. “The developer abandoned the project before completing the work, and now I’m stuck.”
3. “The end product doesn’t align with my vision.”
…and the list goes on.
Here’s how to protect yourself and reduce the chances of your project going horribly wrong:
1. Get Clear on What You Want
Write up a detailed specifications (spec) document that includes every single thing you need in the final product. No detail is too small—the vision is in the details. If you already have design files and brand guidelines, include them. Additionally, outline details about your business: your 6-12 month goals, metrics you hope to hit, and who your competitors are. Miscommunications often occur because you know the product and vision intimately. Get all of that on paper. Lastly, be realistic with your budget. You don’t need to include this in the spec sheet, but have a number in mind.
2. Consult with a Technical Advisor
Now that you have a clear idea of what you want to build, consult with a technical advisor. Get immediate feedback on what’s essential and nonessential. Discuss potential technical architecture, technologies, or tools you should use. Your goal is to gather as much preliminary information as possible before hiring a developer. Work with your technical advisor to determine both the technical and soft requirements for the developer.
3. Create a Job Description and Request for Proposal (RFP)
With the help of your technical advisor or another trusted advisor, create a detailed qualifications list for potential developers. Include an overview of the company, the responsibilities of the developer, and the necessary technical qualifications and skills. Be as detailed as possible and share high-level details about the project (but don’t share the spec document yet).
4. Release the RFP
Share your RFP on platforms like LinkedIn, Upwork, and within your network. Aim to get as many proposals as possible, along with references.
5. Vet Potential Developers
Create an Excel sheet to list all potential developers, with columns for desired qualifications. Look for candidates who check all the boxes, such as:
• Experience developing MVPs from scratch
• Team collaboration skills
• 5+ years of experience in the relevant technologies
Your goal is to narrow it down to your top 3-5 candidates. Reach out to references to validate their track record.
6. Get the Legalese Out of the Way
Send NDAs to your top developers to protect yourself and your company. Once the NDAs are signed, share the spec document and ask for updated proposals based on the specific requirements.
7. Conduct Final Interviews
Review the received proposals. Be absolutely clear on the scope! Based on what’s been shared, are there any hesitations, confusion, around the scope? This is their opportunity to ask you questions, too.
8. Choose the Best Fit and Start Small
Select the best candidate and start with a small project or a trial period. This allows you to assess their performance and working style before committing to a larger engagement. Kick off the engagement by establishing clear communication expectations. Set up regular check-ins and progress updates. Determine who will own the project management board. Lastly, get it in writing! You absolute must have a contract in place. It should include the scope, payment/milestone agreements, termination clause, etc. Consult with a lawyer here if you do not have a contract on hand.
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By following these steps, you’ll significantly increase your chances of a successful collaboration with developers and ensure a smoother development process. Take the time to prepare thoroughly before engaging a developer—it will pay off in the long run.
Happy building!
