Overcoming the Top 3 Pains of Finding New Developers

For the leaders of companies that build their own software, finding new developers to join the team can be a daunting task. It is a time-consuming and resource-intensive process that involves multiple stages, from identifying potential candidates to onboarding them. 

In this article, we’ll explore the top 3 pains that you may encounter while finding new developers, and discuss how to overcome them.

1. Consumes a lot of resources

Finding new developers can be an expensive process. You not only have to pay for the recruitment process but also for the time spent searching for and interviewing potential candidates. Additionally, you may need to pay for background checks and other pre-employment tests, which can quickly add up. Furthermore, you may need to invest in onboarding resources, such as training materials, to ensure that your new hire is up to speed as quickly as possible.

How to overcome this? 

Consider using online job boards, such as Indeed or Glassdoor, to find candidates. These platforms allow you to post job openings and filter through resumes based on your requirements. You can also conduct initial screening interviews via video conferencing, which saves time and resources. 

Another option is to partner with recruitment agencies that specialize in finding developers. These agencies have an extensive network of candidates and can help streamline the recruitment process.


Gera-IT is not a recruitment agency, but we’ve built a robust process for hiring engineers. As a side effect, we constantly come across great engineers that don’t fit our current list of open positions. We decided to share these CVs for free. Click here to subscribe.

2. The cost of mistake is huge

Hiring the wrong developer can be a costly and time-consuming mistake. Not only do you have to repeat the entire recruitment process, but you also have to pay for the time and resources wasted on the wrong hire. Moreover, the wrong hire may bring down the morale of the team and cause disruption in the workflow.

Candidate does not meet the expectation

To minimize the risk of making a bad hire, take the time to create a detailed job description that outlines the specific skills and experience required for the role. Use a structured interview process that includes behavioral questions and technical assessments to evaluate candidates objectively. Additionally, conduct reference checks to verify the candidate’s experience and work ethic. Finally, run a trial period to assess the candidate’s performance on the job before making a final decision.

3. Takes a lot of time:

Finding new developers can be a time-consuming process. Not only do you have to spend time searching for and interviewing potential candidates, but you also have to spend time onboarding them and ensuring they are up to speed as quickly as possible. Moreover, you may have to introduce them to the team and acclimate them to the working environment.

Finding new developers can be a time-consuming process

To save time, consider streamlining the recruitment process by leveraging technology. For example, you can use applicant tracking systems (ATS) to manage resumes and automate the screening process. 

Additionally, you can use online platforms to conduct video interviews and assessments. Furthermore, you can create a detailed onboarding plan that includes training materials, job shadowing, and regular check-ins to ensure that the new hire is integrated into the team as quickly as possible.


Finding new developers can be a challenging and resource-intensive process. However, understanding the top three pains and implementing strategies to overcome them can save time and resources while finding the perfect fit for your project. 

By subscribing to our free CV newsletter, using technology, and creating a detailed hiring process, you can streamline recruitment and find the best candidates for your team.  

☝🏻Remember, the effort you put into finding the right candidate is an investment in the long-term success of your project.