Hiring Strategies for Tech Leaders
The tech world is experiencing what feels like an eternal tug-of-war between demand and supply when it comes to talent. With the rise of remote work, global competition, and specialized skill requirements, finding and retaining great engineers has become a complex challenge. But, like tuning up a high performance car, success often lies in the details, and the way you recruit, onboard, and empower your team can make all the difference.
Here’s a closer look at some strategies that have worked for me, blending lessons from my time as a VP of Engineering at Hello Alice with broader industry insights.
The Mission Magnet: Attracting Talent Beyond Paychecks
Let’s face it: financial compensation is critical. People have bills, and the competition for top talent can feel like a never ending auction. But salary alone won’t keep an engineer engaged during late night debugging sessions or motivated when the next shiny offer comes along. That’s where your mission and culture step in.
At Hello Alice, our mission is clear: to help small business owners succeed. This isn’t just a line we toss around, it’s baked into the DNA of the company. When hiring, I’ve found that engineers who are driven by purpose, not just a paycheck, are the ones who thrive in a fast-paced, ever evolving environment.
For example, during one hiring push, we explicitly highlighted our impact on small businesses. Candidates weren’t just writing code; they were building tools that could help a single mom in Texas launch her dream bakery or a veteran in California grow their online store. By aligning the work with the “why,” we attracted developers who were genuinely excited to make a difference. That sense of mission became a gravitational force, pulling in people who were not only skilled but also deeply invested.
Small Teams, Big Wins
There’s something magical about small engineering teams. When done right, they can be like pit crews at a Formula 1 race: lean, agile, and capable of delivering incredible results. Large teams may sound impressive on paper, but they often come with layers of bureaucracy and slower decision making.
With smaller teams, every member has a seat at the table and often wears multiple hats. At Hello Alice, I’ve seen new hires thrive in this environment. A front end developer might get a chance to dip their toes into DevOps, while a back-end engineer might learn a thing or two about UI/UX design. It’s not about overloading people, it’s about creating opportunities for growth and breadth of experience.
One developer told me they felt like they’d gained five years’ worth of career growth in one year simply because they weren’t boxed into a narrow role. That’s the kind of experience smaller teams can offer, plus, it builds camaraderie. When a small team successfully launches a feature or resolves a major issue, the shared victory feels more personal and satisfying.
Autonomy: The Underrated Perk
Some engineers love autonomy, others thrive on close supervision. But in my experience, most developers appreciate being trusted to do their jobs without someone constantly peeking over their shoulder.
My leadership philosophy has always been simple: the more you show me, the less I’ll be involved. If you’re delivering high quality work on time, I’ll be your biggest cheerleader and stay out of your way. But if you need guidance or hit a roadblock, I’m here to help.
This approach not only builds trust but also sets the stage for engineers to grow. When people feel empowered to make decisions, experiment, and learn from mistakes, they often exceed expectations. Plus, it cuts through the “corporate politics” vibe that some larger organizations can’t seem to shake. Engineers can focus on solving problems instead of navigating endless layers of approval.
Balancing Long Term Growth with Immediate Needs
The temptation to prioritize “plug and- lay” hires, those who can hit the ground running, is understandable, especially when project deadlines loom. But focusing only on short term needs can lead to long term issues. I’ve found success in blending experienced hires with early career engineers who are eager to learn and grow.
Junior developers bring fresh perspectives and enthusiasm, and when paired with the right mentorship, they can evolve into some of your most valuable team members. This approach requires patience, but the payoff is immense: a team that grows organically and remains invested in the company’s success.
Tools of the Trade: Hiring in a Remote World
In a fully remote environment, recruiting comes with unique challenges and opportunities. You’re no longer constrained by geography, but you also lose the casual “let’s grab coffee” connections that can seal the deal during the hiring process.
To bridge this gap, focus on building rapport in other ways. At Hello Alice, we emphasize open communication during interviews. Candidates often meet multiple team members, giving them a feel for the company culture. Transparency about expectations, day to day workflows, and career growth opportunities also helps candidates visualize themselves in the role.
The Bottom Line
Hiring in tech isn’t just about finding the right skills, it’s about finding the right people. Engineers who are aligned with your mission, excited to grow within small teams, and empowered with autonomy are more likely to stick around and contribute meaningfully to your organization.
By prioritizing culture, creating opportunities for growth, and fostering trust, you can navigate the talent crunch with confidence and build a team that’s not only capable but also deeply connected to the work they do. And remember, while the road ahead may have its share of speed bumps, the journey is always worth it when you’re driving with the right crew.