Have you have successfully started your business, and now you are looking to expand? But seem to have absolutely no idea about the intricacies of tech, and you are finding yourself in a bit of a pickle.
You, maybe along with your partner, try to figure everything out by yourself by looking up on the internet. You cannot get the jobs done because you lack expertise and don’t even know what you are looking for.
This has even caused the progress to slow down and is limiting the things that you are supposed to do in your field of expertise. Well, don’t worry because we have got you!
All of this is an indication that it is time for you to hire your first high-spirited tech team! This article will help you with some of the most important things you need to know to hire your company’s first fully functioning efficient tech team.
Understand and Evaluate Your Requirements
You should be able to identify the requirements of your company. Clearly define the roles of each person already existing in your company and ensure that there is minimal overlap.
Then, for the rest of the requirement, segment them into multiple professional roles where you would fill in with a candidate.
How Closely is Your Company Associated with Tech?
Almost every business is associated with technology today. From a restaurant to a salon, no one is exempt from the advantages of a digital presence or using digital tools for their progress.
You should be able to identify how tech-intensive your company is. If you are solely a tech company, you would need to hire experienced people and freshers to balance out the hierarchy and your costs.
If you are running a restaurant or other such services, then you could certainly make use of a small team of freshers that are good with tech to help you market your brand and create a larger digital footprint.
Whereas if you are a rather small company that is not looking to market itself extensively on the internet, you are better off hiring freelancers.
Does Your Company Provide SaaS?
Software as a Service (SaaS) is a niche that is rapidly expanding. If your company is a SaaS provider, then the most significant advantage is that you are on the right path to fast growth. However, hiring your tech staff is not very easy in this case because of the following reasons:
- You need a creative team that has some technical expertise.
- You need a highly refined technical team.
- You need a marketing team that can work well with technical marketing tools.
If you are unable to find candidates with overlapping skillsets, you would have to hire a more significant number of people to increase your company’s operational costs.
Some Common Titles in the Tech Team of Most Businesses
Although the requirement of who should be hired in your tech team varies depending upon the type of business, there are specific job titles that are very common across multiple companies. Here are five such roles:
Web Developer
The first thing you have to do to establish your company professionally is to develop a stunning website. For this, you need to hire a good web developer. The decision to hire a beginner, intermediate, or expert web developer pretty much depends on the purpose of your website.
For a small e-commerce store or a promotional website, you can hire a fresher or an intermediate web developer and get the entire website built using WordPress or other similar platforms. This will save time and money as opposed to a complex website coded from scratch by an expert developer.
App Developer
If your business deals with repetitive customers and users, it is highly recommended that you hire mobile developer and get a mobile application developed for it. Mobile apps are more convenient and user friendly, especially for repetitive customers.
If your business is something like a jewelry store where most customers do not make a purchase multiple times at frequent intervals, it is okay not to have an application. However, if you have money to spare and time to devote, a great app will not harm!
Frequently, you will encounter app developers who can even develop websites and vice versa. But it is recommended that you keep the two separate as they are two completely different worlds when you dig deeper.
Full-Stack Programmer
Programming can be divided into two parts:
- Front-end programming.
- Back-end programming.
Full-stack programmers are those people who are accomplished in both front-end as well as back-end development.
Hiring a full-stack programmer is recommended when they have an excellent track record, and you cannot afford to hire two separate people. Front-end programmers are popularly HTML, CSS or php developers.
For a back-end programmer, you are more likely to come across somebody who is well versed in the Python programming language due to the given trend. This is a good thing because Python as a programming language is quite simple and also very powerful.
Digital Marketer
An excellent digital marketer can quickly and substantially increase revenue and client base for your company. So, it is imperative that you put in a lot of time and thought before appointing a candidate as your digital marketer.
A digital marketer’s role, on a broad spectrum, is to regularly work on improving your brand’s reach on social media and create a larger digital footprint. This is achieved by using analytical tools like Google Analytics and understanding the algorithms of various social media platforms.
Designer
The designer is the person who provides eye-catchy content to programmers to be included in apps and websites and to digital marketers for promoting on social media platforms.
A designer should be well versed in using tools like Adobe Photoshop, Adobe Lightroom, and Adobe After Illustrator. Recently, a new player called DaVinci Resolve has entered the market, and many users seem to be preferring that over other Adobe applications.
Conclusion
Once you have boiled down all your requirements and have clarity on the skill sets you are looking for, all you have to do now is announce job openings and start shortlisting the candidates until you find the right person for the job.
