In the startup world, recruiting, screening, hiring, and retaining quality developers is a top priority for any business looking to take the next step towards a successful product offering. Many leadership teams are finding it difficult to attract talent when competing against the unicorns of the industry. There are many factors to explore when assessing why so many jobs are left unfilled when there are an estimated 4.5 million software developers in the US alone. Is it company culture? Is it the rising salary expectation for developers? Is it remote/hybrid work changing how job seekers approach their evaluation? Is it that the current generation of rising developers simply doesn’t want to work? It all depends on who you ask, but we’ll explore a few of these explanations below since you asked us.

Company culture and work environment

Before 2020, how many times did we see companies boast about the (not-so) unique perks they offer in their cool, millennial-friendly office spaces? Too many! The pandemic taught us that most people would take the ability to work from wherever they would like over the expectation to be in an office every morning, regardless of how “cool” that office may seem. For developers especially, many of them enjoy the opportunity to create a work environment that frees them from distractions and unwanted influence over the work. As an organization, you must form your business model to fit the current climate of developers who just want to get their job done at a high level without the feeling of being watched or micro-managed.

Salaries are climbing in the US.

Talented developers are no longer unaware of the impact and overall value they bring to their employers. With the information age in full swing, finding out just how much your peers get paid is only a few clicks away. For employers, the ousting of salaries is a genuine shift in the pendulum of the employer-employee dynamic. Job interviews are no longer hopeful job-seekers looking for the opportunity to prove themselves worthy of the position. Today’s job seeker is interviewing in a way to qualify a potential employer as a fit for their lifestyle, mental health, financial goals, and personal interest outside of work. Like it or not, the rise of salaries for developers of all skill sets and experience levels is as natural as the demand for their services. For major companies, the increase in developer salaries is another cost of doing business. For startups, however, the need for development work at a manageable price is often the difference between survival and failure.

Is remote work a good or bad thing?

Is remote and hybrid work a good or bad thing for technology companies? The answer is, It’s a matter of perspective. The pandemic forced many leaders who were comfortable taking a pragmatic approach to business to become visionaries or risk failure. For many organizations, real estate costs, in-person meeting schedules, travel expenses, and kombucha on tap were considered necessary costs of doing business before March 2020. Today, we know that most tech companies can flourish without these things. Most developers, however, would prefer to work remotely. As we mentioned earlier, millennials and now Gen Z is all about the quality of life and putting work in its proper context. Part of adequately prioritizing work is completing daily tasks in a comfortable environment. Comfort, although subjective, is most easily achieved when the individual has control of the environment they’re in. Companies now have to reimagine what it means to have control of their workforce; they must find ways to recruit and hire developers they trust to get the job done, even when they can’t see them.

Did the Millennials and Gen Z decide that traditional work isn’t necessary?

If you’ve had anything to do with hiring in the tech space (and most other industries) over the past few years, you’ve undoubtedly heard the term “The Great Resignation.” The Great Resignation refers to the wave of people leaving their jobs and the difficulty of finding replacements. We are not economists so, we will spare you the in-depth analysis, but what we can tell you without a doubt, the issue is real, and companies are scrambling to combat it. Factors such as health risks related to the pandemic, the rising cost of childcare, mental health awareness, and the emergence of gig culture, aka the side hustle, contribute to the waves of young workers leaving their roles quickly and without fear. For US-based startups, competing with the unlimited resources of major Saas players and the autonomy-driven culture of today’s young developers, it can be a steep hill to climb successfully.

What options do startups have when hiring developers?

Outside of traditional hiring efforts such as in-house recruiting and online recruiting services like indeed and Linkedin, Startups have very few good options when hiring developers in today’s climate. That’s where Remote Talent Pipeline comes into play. We partner with clients to build effective teams of remote developers that seamlessly fit their organization. Our Operations Managers help identify, screen, and hire developers that demonstrate the perfect mix of skills needed to reach your development goals. We take the time to set up the correct management systems for work and communication to continue your business operations at a high level. In addition to sourcing talent and helping with operations, we also save your business money while not compromising the quality of work. We like to say we don’t find the cheapest but the best value development talent in the world for your teams and projects. Because we have teams in multiple world regions, you can still expect to save 50% to 75% compared to US rates depending on the profiles you are looking to hire.

Omari Hunt, Advisor at Remote Talent Pipeline