As a startup company, you need to first define what you need from a software developer. Do you need someone to develop a custom software solution from scratch? Or do you need someone to maintain and improve an existing software solution? Once you have a clear understanding of what you need. You can start by asking yourself these questions: 

• Why do I need a new software developer? 
• What will be that person's responsibilities? 
• What skills does the developer need to have? 
• Is it to be permanent work or just for one project?

If you need someone to develop a custom software solution, you should look for a software developer with experience in the specific domain or industry you are working in. For example, if you are working in the healthcare industry, you should look for a software developer with experience in healthcare software development. By defining what you need at the very beginning, you greatly increase the chance that the entire recruitment will go smoothly and be successful. 

Now that you know what to look for in a software developer, it's time to start thinking about how you want to recruit them.There are a few different ways to go about this, and the best method will ultimately depend on your specific needs and preferences.

One option is to post a job listing on a site like Indeed or Monster. This can be a good way to reach a large pool of potential candidates.

Another option is to use a recruiting agency. This can be a good option if you're looking for a developer with very specific skills. But in this case you have to expect to incur more recruitment costs. 

Finally, you can also reach out to developers directly. This can be done through online platforms like GitHub or LinkedIn. 

To hire the best software developers, you need to start by creating a great job ad. Your ad should be clear and concise, and it should explain what the position entails and what your company is looking for in a candidate. Make sure to include key skills and experience that you're looking for, as well as your company's culture and values.

Even if you have decided to recruit by hiring an agency or contacting people directly, you should still well define not only the position and the duties that come with the position you are recruiting for, but also the benefits the potential employee will get from working with you.

But how to choose...?

First, you want to ensure that the candidate has the right skill set for the job. This means that they should have experience with the specific programming language or platform that you need.

Second, confirm that the candidate is a good fit for your company culture. This means that they should be able to work well with other team members and be able to adapt to your company's way of doing things.

Third, you want to make sure that the candidate is willing to learn new things. This is important because as your company grows, you will need to keep up with the latest technologies.

Finally, you have to find out if the candidate is reliable. This means that they should be able to meet deadlines and deliver on their promises.

There are many ways of testing coding abilities of candidates. To get the first overview of their skillset, you can ask them to send you a sample of previously made code via email. Some of them should already have a portfolio to present, which would be a plus. It’s easy to eliminate applicants after this step if you’re looking for specific credentials. On the other hand, there’s no need to disqualify someone based on one mistake. It all comes down to what fits best with your project and vision. 

You can also ask the chosen group of candidates to deliver a solution to your problem. If you can meet in person, save the task for the meeting. Online communication is acceptable in case of hiring a remote developer from another city or country. Completing a recruitment task shows not only one’s skills but also how one manages to work under pressure, can also combat stress, etc. So when a particular candidate hands you a finished and correct assignment, you know they are the one!

Once you establish which of the candidates meet your expectations, you can make your decision. But it may not be as easy as it seems. What happens when you’re left with not one but two, three or even more great candidates?

In our software house, we feel it’s very important to see if people get along before they start working together. We value our culture so we are looking for not only a great employee but also a fun and friendly addition to our team. And you should too.

Find out if this person is familiar with your work environment, has experience with the tools and the methodology you use. In the case of our software house, we feel it’s important for a new team member to have a general idea about agile methodology or scrum. That way it’ll be easier to get him or her ready to work. A career in IT as a software developer pretty much equals “agile”. It’s the most popular methodology for not only IT companies since 2001.