5 tips for hiring a developer even without technical expertise

The tech recruitment challenge for non-experts

Hiring developers is now one of the greatest challenges for French companies. Faced with a shortage of tech talent and fierce competition, many HR teams feel powerless on this highly specialized market.

Yet hiring a developer without being a technical expert yourself is not mission impossible. With the right methods and a structured approach, you can identify and attract the best profiles for your company.

Hiring Notes supports you in this process by offering 5 practical and proven tips to optimize your developer recruitment.

1. Understand the fundamentals of the role

Decipher the different developer roles

The first step toward a successful hire is to clearly understand the various developer profiles. Each position requires specific skills:

• Front-end developer: specializes in the user interface and web experience
• Back-end developer: expert in servers, databases and business logic
• Full-stack developer: versatile, masters both front-end and back-end
• Mobile developer: expert in iOS and Android apps
• DevOps: specialist in infrastructure and deployment

The essential programming languages

To better assess candidates, familiarize yourself with the main languages:

Identify the key technical skills

A good developer should master:

• The languages relevant to your project
• Modern frameworks and libraries
• Version-control tools (Git)
• Good development practices
• Testing and debugging methods

2. Define your needs precisely

Analyze your technical context

Before publishing your job ad, ask yourself the right questions:

• What is your current tech stack?
• What are your short- and mid-term projects?
• Do you need a junior, mid-level or senior profile?
• Will the candidate work alone or in a team?

Establish the ideal profile

Create a detailed checklist of the desired candidate:

Mandatory technical skills:

• Mastery of the required languages
• Experience on similar projects
• Knowledge of the team’s tools

Cross-functional skills:

• Ability to adapt
• Team spirit
• Autonomy
• Technical curiosity

Personality traits:

• Passion for tech
• Rigor and method
• Effective communication

Set remuneration and benefits

To attract the best candidates, your offer must be competitive:

• Study market salary grids
• Offer attractive perks (remote work, training, equipment)
• Highlight your employer brand
• Promote career development opportunities

3. Write an irresistible job ad

Structure your ad effectively

An attractive job offer for developers should include:

Catchy header:

• Clear and precise title
• Company name and industry
• Location and work arrangements

Job description:

• Detailed main missions
• Technologies used
• Work environment
• Team and management

Desired profile:

• Required technical skills
• Expected experience level
• Desired soft skills

Optimize for developers

Developers have specific expectations:

• Technical transparency: detail your stack and tools
• Tangible projects: showcase meaningful achievements
• Career growth: show career prospects
• Company culture: highlight your tech environment

Avoid common pitfalls

Beware of errors that turn candidates away:

• Demanding too many different languages
• Underestimating salary level
• Neglecting working conditions
• Using inappropriate HR jargon

4. Source and attract talent

Diversify your recruitment channels

To reach as many qualified developers as possible:

Specialized platforms:

• Tech job sites (Welcome to the Jungle, APEC)
• Professional social networks (LinkedIn)
• Developer communities (GitHub, Stack Overflow)

Direct approach:

• Specialized headhunting
• Internal referrals
• Tech events and meetups

External partnerships:

• IT schools
• Specialized tech recruitment firms
• Platforms like Hiring Notes for efficient matching

Build your tech employer brand

Become attractive to developers:

• Online presence: careers site, tech blog, social media
• Reputation: employee reviews, team testimonials
• Events: hackathons, conferences, meetups
• Transparency: clear and fast recruitment process

Optimize your application process

Make it easy for candidates:

• Simplified online application
• Quick response to applications
• Transparent communication about the steps
• Systematic constructive feedback

5. Conduct effective interviews

Prepare your interviews

Even without technical expertise, you can assess a developer:

Up-front preparation:

• Study the candidate’s CV and portfolio
• Prepare your behavioral questions
• Plan an appropriate technical test
• Define your evaluation criteria

Key questions to ask:

• \u0022Tell me about your most complex project\u0022
• \u0022How do you keep up with tech evolutions?\u0022
• \u0022Describe your working method\u0022
• \u0022How do you handle bugs and difficulties?\u0022

Assess skills without being an expert

Several methods allow objective evaluation:

Practical technical test:

• Simple coding exercise
• Review of existing code
• Presentation of a personal project

Behavioral assessment:

• Ability to explain technical topics
• Problem-solving approach
• Critical thinking and curiosity

Team validation:

• Interview with a senior developer
• Collaborative situational exercise
• Team integration test

Structure your evaluation grid

Create an objective checklist:

Technical skills (40%):

• Mastery of required languages
• Quality of produced code
• Understanding of the stakes

Cross-functional skills (35%):

• Communication and pedagogy