Hey Y’all

I’m looking to build a competitor to Varos benchmarking software but need perspectives/advjce on bringing on/hiring ENG talent (my coding ability is very close to none)

I think you could probably charge less, advertise better, and make a killing or get acquired. This is software that doesn’t need VC funds in my opinion.

I owned a DTC business before my current job, but never had a full time developer on the teams

I’m considering going overseas for talent to build an MVP on the Shopify App Store. So…

Does anyone have general advice for finding undervalued eng talent? What sort of stills should I be looking for? What things should I be avoiding?

  • elekchen@alien.topBEnglish
    1·
    10 months ago

    Embarking on a venture to develop a competitor to Varos benchmarking software is an exciting and challenging endeavor, especially when you’re considering hiring engineering talent. Here are some insights to guide you through this process:

    1. Identifying the Right Skills:

      • Technical Proficiency: Depending on the specifics of your software, look for skills in relevant programming languages and technologies. For a Shopify app, familiarity with e-commerce platforms, web development (JavaScript, HTML, CSS), and back-end technologies (Node.js, Ruby on Rails) might be important.
      • Experience with Agile Development: This can be crucial for a startup environment where quick iterations are common.
      • Problem-Solving Skills: Look for candidates who demonstrate an ability to think critically and solve complex problems.

    2. Finding Undervalued Talent:

      • Global Talent Pool: Exploring overseas markets can be a good strategy. Countries with emerging tech industries often have skilled developers at lower costs.
      • Freelance Platforms: Websites like Upwork or Toptal can connect you with freelance developers who might be undervalued in their local markets.
      • Coding Bootcamps: Graduates from reputable coding bootcamps often possess solid foundational skills and are eager to prove themselves in real-world projects.

    3. What to Avoid:

      • Overlooking Soft Skills: Communication and teamwork are as important as technical skills, especially in remote or international teams.
      • Ignoring Cultural Fit: Ensure that the candidates align with your company’s culture and values.
      • Compromising Quality for Cost: While cost-effectiveness is important, compromising too much on quality can lead to more expenses down the line in terms of rework and maintenance.

    4. Additional Considerations:

      • Legal and Contractual Aspects: Understand the legal implications of hiring overseas, including contracts, intellectual property rights, and tax implications.
      • Communication and Time Zones: Be prepared to manage communication across different time zones.
      • Trial Projects: Consider starting with a small project to assess the quality of work and the working relationship.

    Since you have experience in owning a DTC business, you might already be familiar with some aspects of team management and remote collaboration. Leveraging that experience will be beneficial in this new venture.

    Would you like more specific information on any of these points, or perhaps guidance on how to approach the recruitment process for your MVP development? 🌐🛠️

    Here are some suggestions from GPTs: ‘HR Companion’ is an AI HR assistant. I hope these will be helpful to you. You can try it if you need more assistance.