Where to Source the Best Developers

By Adam Robinson,
March 20, 2014

Before you begin sourcing developers, you must first determine whether you are willing to hire a remote employee. If so, you’re going to have greater options when it comes to sourcing. It’s also important to consider how flexible you will be in terms of salary negotiations. This has both the potential to expand and limit the best candidate sourcing networks for your company’s specific needs.

After these points are taken into consideration, then it’s time to start sourcing candidates.


You have two options when it comes to seeking out developers on LinkedIn. You can 1. Pay to post your job description for 30 days or 2. Take a more manual approach. By paying to post your job, you are able to target specific locations and industries. This can help save a significant amount time in terms of seeking out candidates, but it is going to cost you. If you opt to go the second route, expect to spend quite a bit of time seeking out the most active groups and taking a look at numerous developer’s profiles. 

Niche Job Boards

Another time-saving route you can take is posting your job description to niche job boards. Unlike traditional job aggregators, these sites target a very specific audience – in this case developers. The job seekers on these sites usually know exactly what they are looking for in a position, so while your number of applicants may be lower than with other recruiting methods, the quality of candidates is likely to be higher.

The cost to post your job to these sites will vary, but in our experience, it pays off. Take a look at sites like Dice, 37Signals, WeWorkRemote, and GitHub. 

Employee Referrals

Given all the conferences and online communities devoted to connecting developers, chances are your current team of engineers know at least a handful of people qualified for your open job. So rather than wait around and hope they eventually refer someone, give them an incentive. Our sister company UrbanBound recently launched a referral program offering $10,000 to the person who refers their new hire. While many companies don’t have that kind of budget to work with, even offering an incentive of $1,000 or free lunch for a week is enough to get people excited!

In the meantime, download “How to Hire a Developer.”

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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