Hire a Developer Who Delivers: Tips for Founders and Tech Leaders

Introduction:

Why Hiring the Right Developer is a Founders Superpower

For any founder or tech leader, the decision to hire a developer isnt just tacticalits existential. Your product lives and dies by the quality of the code that powers it. The right developer can push features fast, fix bugs before users see them, and architect scalable systems that save you thousands down the line. The wrong one? Theyll bleed you dry in time, money, and sanity.

In early-stage startups, where every sprint counts and every dollar is borrowed time, hiring a developer who delivers isnt optional. Its your secret weapon. Youre not just looking for someone to punch keysyoure looking for someone who thinks like a product owner, works like a partner, and hustles like the company depends on them. Because it does.

In this guide, well explore how to spot, hire, and empower developers who deliverdevelopers who turn wireframes into MVPs, problems into shipped solutions, and visions into reality. Lets dig in.

Understand What "Delivers" Really Means

Everyone wants a developer who "delivers," but few define what that means. Spoiler alert: its not just about writing code that compiles.

Beyond Just Code: Ownership, Speed, and Impact

A developer who delivers:

• Owns outcomes, not just tasks. They dont wait to be toldthey anticipate issues, spot bottlenecks, and bring solutions.
• Moves fast without breaking everything. They strike a balance between speed and qualityshipping frequently but responsibly.
• Understands business context. They dont just ask What should I build? but Why does this matter to the user?

Delivery is a mindset. Its the difference between someone who builds features and someone who builds the product.

Aligning Developer Goals with Business Outcomes

Heres the secret: developers care when they understand the why.

If your devs dont know your KPIs, product vision, or user pain points, dont be surprised when their work misses the mark. A developer who delivers isnt just codingtheyre contributing.

As a founder, its your job to:

• Share customer feedback with the dev team
• Celebrate impact, not just velocity
• Align features with outcomes (e.g., This login redesign will reduce churn by 20%)

The more you connect their work to real results, the more theyll careand the more theyll deliver.

Know What Stage Your Startup Is In

Not all developers are built for all stages. What works for an MVP sprint may fail during a Series A scale-up.

Early-Stage MVP vs. Scaling Phase

If youre pre-launch, you need:

• Generalists who can do a bit of everything
• Quick thinkers who can pivot fast
• Builders who are okay with a little chaos

If youre scaling, you need:

• Specialists (DevOps, QA, security, etc.)
• Process lovers who bring structure
• Engineers who optimize for stability and performance

Trying to hire a big-tech engineer for a scrappy MVP? Youll likely end up frustrated. Match your hire to the moment.

How Hiring Priorities Shift Over Time

In the early days, you optimize for speed and flexibility. Later, you optimize for scale and sustainability. The profile changes:

StagePrioritized Traits

MVP / Pre-Seed Generalist, fast learner, minimal process

Seed / Product-Market Fit Product thinker, good communicator, builder

Series A / Growth Specialist, systems thinker, team player

Hire for what you need now, not what you think youll need in 18 months. You can always grow the team.

Define the Role of Surgical Precision

Vague roles attract vague candidates. Want a developer who delivers? Be hyper-specific about what the job involves, what success looks like, and what tech theyll touch.

What Do You Need Right Now?

Before posting that job, ask yourself:

• What are we trying to ship in the next 90 days?
• What skills are non-negotiable for that?
• What constraints (budget, time zone, team size) affect this hire?

If your biggest need is launching a mobile app in 3 months, you need a senior React Native devnot a full-stack dev who dabbles in mobile.

Must-Haves vs. Nice-to-Haves in Job Requirements

This is where most job descriptions go wrongthey become wishlists.

Must-Haves:

• Core tech stack proficiency
• Relevant project experience
• Ability to work in your workflow (e.g., agile, async)

Nice-to-Haves:

• Interest in your product domain
• DevOps or UX familiarity
• Open-source contributions

Dont overdo it. Keep it tight, focused, and reflective of the real day-to-day responsibilities. Youre not looking for a unicornyoure looking for a match.

Look for Builders, Not Just Coders

Theres a difference between a coder and a builder. A coder takes tickets and executes them. A builder asks questions, challenges assumptions, and shapes the roadmap.

Product-Oriented Thinking

A builder thinks:

• Whats the user goal here?
• Can we simplify this feature?
• Why are we even building this?

They work closely with designers, PMs, and even marketing to ensure the product makes sensenot just that the code works.

They dont chase perfectionthey chase progress. They know that done is better than perfect, and that feedback beats theory.

Startup DNA: Agility, Initiative, and Resilience

Founders should seek devs who:

• Are comfortable with ambiguity
• Take ownership (they say Ill fix it instead of Thats not my job)
• Handle setbacks without drama

These traits dont show up on resumes. You have to test for them (more on that later), but when you find them? Theyre gold.

Builders help you move fast, build smart, and stay lean. Coders follow. Builders lead.

Craft a Magnetic Job Post That Attracts Doers

Your job post is your first pitch to a potential developer. If it reads like a dull corporate checklist, you're going to scare away the very talent you want to attract. Remember, high-performing developers get bombarded with offers every weekthey wont bite unless you stand out.

Focus on Mission, Ownership, and Impact

Instead of just listing the required skills, paint a compelling picture. Show them why this project matters and how theyll make a difference.

Your job post should answer:

• Whats the mission behind your product?
• Why is this role crucial to that mission?
• What will the developer own from day one?

Example:

Were on a mission to reinvent how small businesses access working capital. Youll be the first engineer to help us build our customer dashboard from scratch. You wont just write codeyoull shape how thousands of users interact with our product daily.

Thats magnetic. It speaks to purpose and ownershiptwo things top developers crave.

Avoid Generic Tech Jargon

Dont use vague phrases like:

• Were looking for a rockstar ninja developer
• Must be proficient in 10 different programming languages
• Fast-paced environment with synergy and synergy and synergy

Speak, be human, and talk about real thingslike the stack, the challenges, and the people.

Use your tone to reflect your culture. Are you scrappy and casual? Serious and structured? Let the language show it.

Where to Find Developers Who Deliver

Now that you know who youre looking for and how to pitch the opportunity, its time to go fishingbut not just anywhere. Not every platform is built the same, and not all talent lives on LinkedIn.

Top Platforms for High-Performance Devs

• Toptal Only the top 3% of developers, vetted and ready to go. Ideal for critical builds.
• Arc.dev Great for remote full-time devs with a product mindset.
• Lemon.io Eastern European talent, highly vetted, fast to onboard.
• Gun.io Focuses on U.S.-based engineers with startup experience.

These platforms are curated, meaning you spend less time filtering and more time interviewing the right people.

Tapping into Referrals and Communities

Still, some of the best hires wont come through job boardstheyll come through your network.

• Ask your investors or advisors for referrals
• Tap into developer communities on Discord, GitHub, or Slack
• Leverage Twittermany devs openly share what theyre working on and when theyre open to work

Pro tip: If you see someone building a cool side project, reach out. Builders love it when someone recognizes their work.

Youre not just hiring a skillyoure hiring a mindset. And often, mindset lives outside the job board echo chamber.

Interview for Problem Solving, Not Just Syntax

You can teach someone a new language. You cant teach curiosity or problem-solving in a single onboarding session. So when youre interviewing, dont obsess over whether they can bubble sort an array in a whiteboard session. Focus instead on how they think.

Real-World Scenarios Over LeetCode

Skip the trick questions. Instead, ask:

• How would you design a user onboarding flow for a mobile app?
• You have to build a chat featurewhat would your architecture look like?
• How do you debug a performance bottleneck in a React app?

Let them walk through their approach, assumptions, and trade-offs. The goal isnt a perfect answerits to understand their thought process.

Spotting Curiosity, Communication, and Critical Thinking

Look for signs that they:

• Ask clarifying questions
• Think about edge cases and users
• Communicate their thought process clearly

Great developers dont work in a vacuum. They communicate early, clarify expectations, and anticipate problems. Thats what youre testing for in interviews.

Tip: Bring in a co-founder or designer for a cross-functional chat. See how the developer interacts with people outside of engineering. That tells you a lot about delivery potential.

Give Them a ChallengeMake It Real

Once a candidate passes your first interviews, dont guesstest. But not with irrelevant puzzles. Use a real challenge that simulates the kind of work theyd be doing if hired.

Paid Test Projects That Simulate Real Work

Ask them to:

• Build a small feature (e.g., login form with error handling)
• Fix a bug in a mini codebase
• Review and improve an existing piece of code

Make sure it reflects your actual stack and style. Keep it manageableideally 3 to 5 hoursand pay for their time. Youll not only get higher-quality submissions but also show that you value their effort.

How to Review Results Beyond the Code

Look for:

• Clarity and readability: Is the code clean and documented?
• Decision-making: Why did they choose this solution?
• Edge cases and validation: Did they anticipate issues?
• Communication: Did they explain what they built and why?

Bonus: Review the test together in a follow-up call. It gives you deeper insights and lets the candidate show off their thinking in real-time.

Evaluate Their Past Work with a Critical Eye

A portfolio is more than a pretty website or a GitHub profile. Its a storyone that reveals how someone works, what theyve built, and how much ownership theyve taken.

GitHub, Live Projects, and Case Studies

Dont just look for green squares. Look for:

• Consistent contributions over time
• README files that explain the project
• Clear structure and thoughtful commits

If theyve worked on commercial apps, ask for:

• Screenshots
• Feature lists they contributed to
• Descriptions of the team and their role

A developer who delivers will speak passionately about their past work. If their answers feel vague or overly polished, dig deeper.

Asking the Right Questions About Portfolio Work

Try:

• What part of this project was your responsibility?
• What was the biggest technical challenge, and how did you solve it?
• If you could do it again, what would you change?

Youre not just checking for skillyoure checking for pride, awareness, and the ability to reflect.

Trust but Verify: Reference Checks That Matter

Youre almost there. The candidate passed the interviews, nailed the test, and impressed you with their portfolio. But before signing that offer letter, theres one more step: reference checks.

Most founders skip this. Dont. Its your chance to confirm what youve learnedand uncover anything they didnt mention.

What to Ask Past Employers or Clients

Reach out to two or three people the candidate has worked withideally former managers, team leads, or clients. Heres what to ask:

• How would you rate their reliability and accountability?
• Did they meet deadlines and communicate well?
• What kind of projects did they lead or contribute to?
• Were they proactive or did they need close direction?
• Would you hire them again? (This one reveals everything.)

Listen for hesitation. If someone says Well they were good at [X], but sometimes, ask more.

Spotting Red Flags and Green Lights

Red Flags:

• They struggled with communication.
• Deadlines were sometimes missed.
• They were good technically but hard to work with.

Green Lights:

• One of the best team members we had.
• They went above and beyond constantly.
• We wanted to keep them, but they got a better offer.

References wont always reveal dramatic stories, but they will validate consistencyand in hiring, consistency is everything.

Structure the Offer for Mutual Commitment

Did you find a developer who checks all the boxes? Great. Now you need to make them say yesand stay for the long run.

Balancing Cash, Equity, and Flexibility

In 2025, skilled developers arent just looking for the highest paycheck. Theyre looking for:

• Work-life balance
• Interesting problems
• A sense of ownership

Design your offer around this trifecta:

• Competitive salary (dont lowballyoull lose good people fast)
• Equity (if youre a startup, offer a meaningful stake)
• Flexible work (remote options, async communication, etc.)

Also, offer clarity. Define what success looks like in their first 30, 60, and 90 days.

Clear KPIs and Milestones in the First 90 Days

Every new hire should walk in knowing:

• What theyre responsible for
• What projects do they tackle
• How success will be measured

Examples:

• Complete migration to AWS Lambda by Week 6
• Deliver initial version of onboarding flow by Week 8
• Fix high-priority bugs from backlog by Week 12

This builds trust and momentum from day one.

Set Up for Success: Onboarding That Builds Momentum

A strong hire can still flop with a weak start. Onboarding isnt paperworkits how you set the tone, build confidence, and enable delivery.

Fast Integration into Product, Team, and Culture

Within their first week, your new developer should:

• Meet all core team members (not just engineers)
• Understand your product, roadmap, and user journey
• Know where to find documentation, assets, and tasks

Assign a buddy to help with small questions, and create a written onboarding checklist in Notion, Trello, or your favorite tool.

Tools and Routines That Support Delivery

Make sure they have:

• GitHub access and repo guidelines
• CI/CD pipelines running smoothly
• Slack/Discord/Teams properly configured
• Sprint rituals are clearly defined (standups, retros, planning)

Dont dump everything on Day 1space it out, and check in frequently during the first month.

Youre not just onboarding a developer. Youre onboarding a future leader.

Measure What Matters: How to Track Developer Success

Once your new hire is in place, how do you know theyre delivering? Spoiler: Its not about lines of code or hours clocked in.

Metrics, Feedback Loops, and Product Impact

Measure:

• Velocity: Are they completing sprint tasks consistently?
• Quality: Is the code maintainable, scalable, and tested?
• Ownership: Do they raise concerns or wait for direction?
• Impact: Is their work moving the product forward?

Set up bi-weekly 1:1s to review:

• Whats going well
• Whats blocked
• What can be improved

Dont just give feedbackask for it. Thats how you keep communication two-way and honest.

Creating a Culture of Shipping Fast and Well

Encourage:

• Fast iteration over perfect code
• Regular demos and feedback loops
• Open pull requests and peer reviews

When delivery becomes a culturenot just a requirementdevelopers will hold themselves to high standards. Youll never have to micromanage.

Conclusion:

Hiring a developer who delivers isnt about luck. Its about clarity, consistency, and commitment. Founders and tech leaders who succeed in hiring do these things well:

• They know exactly what they need
• They attract doers, not just applicants
• They interview for mindset and execution
• The board with the intention
• They measure impact, not activity

In 2025, competition for skilled devs is tougher than ever. But if you build the right process, ask the right questions, and empower the right people, youll attract developers who dont just codethey create momentum.

So go find them. And when you do, dont just hire themset them up to win.

FAQs

1. How can I tell if a developer is a builder and not just a coder?

Look for proactive thinking, questions about product strategy, and past ownership of projectsnot just execution of tasks.

2. Is it worth paying for a test project before hiring?

Absolutely. Its the best way to simulate real work and assess both technical and communication skills. Always pay for the timeit shows respect.

3. Should early-stage startups prioritize generalists or specialists?

Start with generalists who can wear multiple hats. Specialists become essential once youve achieved product-market fit and are scaling.

4. Whats the biggest red flag in a developer interview?

Lack of curiosity. If they dont ask questions, challenge assumptions, or dig into the why, theyre unlikely to deliver long-term.

5. How do I keep great developers once Ive hired them?

Give them ownership, flexibility, and growth. Set clear expectations, celebrate wins, and check in oftennot just on performance, but on their experience.