Career Tips

How to Hire, Manage & Retain Software Engineers

We will discuss several strategies for employee retention in effective software development teams in light of this issue.

We are aware that management is primarily a people business. Both managers and employees are considering how to meet their personal and professional objectives. These objectives come together with the personalities of the participants to form relationships that, over time, can either be pleasant, fruitful, and gratifying or occasionally just plain stressful, demanding, and conflict-prone.

Of course, goal achievement becomes increasingly challenging as staff turnover rises and product quality declines. Therefore, it is crucial to discover a means to develop positive and inspiring interactions between managers and employees if both parties are to be effective, productive, and self-aware.

This article focuses on the management aspects of retaining high profile software engineers rather than on the technical aspect of the profession.

Having a productive and motivated software development staff that gives their all and stays with the company for a long time, in addition to generating results and adhering to company regulations, deadlines, and budgets is important to business’s growth.

What motivates software developers?

Let’s take a look at the several strategies companies can use to keep a productive software development team together.

Hiring the Right Software Developers

The talent you select will determine your level of success or failure in the software development process, and making frequent changes to a team is always expensive in terms of both time and money. Therefore, the success of your project depends on a thorough selection procedure. Ofcourse, Talentplat Resume Database search presents you with an opportunity to begin your selection process.

You can find success with a carefully targeted search for a software developer. Although there are many different types of software engineers, most fit into one of three categories:

  • Front-end developers: The front end is the component the user interacts with, whether it’s a website, an app or another type of interface (consider this website, what you see, and what you are able to interact with right now). Developing the front end usually requires knowledge of scripting languages like JavaScript and as sense for design.
  • Back-end software developers: The back end is the operating part that handles the logic, structure and connection to server and database. Back-end developers typically work in languages such as PHP, Python, Java, C#, etc, with a good understanding of database technologies, such as SQL.
  • Full-stack software developers: Full-stack means both front-end and back-end components of software development. Full-stack software engineers with team and leadership skills can help with application & product design, project coordination and management in an enterprise business model.

Job Description and Posting

Tech recruiters are aware that creating a job description and posting on job sites is the first step in acquiring software professionals. Too many or too specialized requirements can be discouraging. The job post must be inspiring for the ideal developers to apply for it.

Give prospective candidates a clear idea of your ideal software engineer when you roll out a job vacancy. When selecting software developers, keep the following in mind:

  • Important technical skills — This involves having a solid grasp of the primary programming languages that a software developer will require to do their duties effectively from day one. A great technique to attract engineers who would ignore a more generic post is to incorporate the name of a necessary programming language into the job description title. For instance, a job posting titled “Laravel PHP Developer” makes more sense than a broad term – “Software Engineer” if you know that your developer will be working primarily in PHP.
  • Nice-to-have skills — You might decide to add a few other talents to your list that are helpful but not absolutely necessary, such as working with Docker or Amazon Web Services (AWS). Making sure the nice-to-have abilities doesn’t come as necessities in the job description is important because no candidate is all-knowing.
  • Your team environment — These days, development is team-based, therefore you want applicants whose work styles will fit your company culture. Are you an agile team? Are you considering a shift to DevOps? Does everyone on the team put in extra hours to achieve project deadlines, or does everyone generally work during regular business hours?
  • Soft skills — These can be just as crucial as programming abilities, particularly in a team context. List the non-technical abilities required for this profession, paying particular attention to those that deal with communication, empathy, attention to details and teamwork. Your new hire should feel at ease working electronically or with coworkers who are working remotely.


At this stage, it’s a good idea to get guidance on selecting applicants and learn about potential problems throughout the interview process. Contacting prospective employees for references from their prior employers is frequently a smart addition to other methods of confirming their talents.

It’s typical to use two interviews to assess a wide range of talents because software developers need to be skilled programmers and well-rounded team players:

  • Technical interview: In a perfect world, the technical interview would be conducted in person or by video with a seasoned developer from your team or a hired expert.
  • Personal interview: The personal interview can be conducted by any hiring manager or human resources specialist. Asking the developer to communicate complex ideas to a non-technical person might be used to gauge their communication skills if the interviewer has no experience with coding. In this interview, you should also evaluate the possible hire’s personality, soft skills, interest in the job, and the company.

The Job Offer

The hiring process is completed when the company makes a formal job offer to the candidate. This offer includes information about the position’s requirements for establishing a work contract, starting date, time schedule, location, and benefits (such as health, pension, or education) if the candidate accepts the offer.

Although everything is essentially done at this point, the candidate might want to negotiate some terms, but it is up to the employer to accept or negotiate further.

Managing Software Development Teams for Success

Companies begin to know their employees better once they start work fully. And it is at this point that the managing task starts. This includes understanding who they are, how they operate, and—most importantly—their approach to work. Here, software engineer retention consequently becomes an obvious top concern.

The administration of software development projects revolves around patterns and exceptions.


Because software engineering is a technical profession, it involves an in-depth familiarity with the organization’s structure, objectives, processes, policies (including creeds and business practices), and standards (technical and non-technical). As a result, a developer will produce a better product faster and with less effort if they have a deeper understanding of the business.

Presentations, online courses, or publications can all be used to deliver this fundamental instruction. However, it is essential because it will clarify things for the new employee.


Some people believe that software developers look for the best technology and specifications the market has to offer in order to perform their jobs.

Giving developers all the tools they need to execute their jobs and being receptive to their proposals for additional tools is what’s really crucial. Every new tool that the developer recommends should, logically, be approved (maybe even tested beforehand) and licensed by the business. Though it will cost money, having enough resources is important for developer motivation and productivity. (If you put software developers up for failure, you can’t expect to keep them!)


Despite being guided by design, standards, and IT regulations, software developers prefer to work in environments that value and support their creativity and personal growth. This is because their job involves creating something from nothing. So, as long as they follow the company’s standards and are consistent with its tenets, developers need to feel pretty secure that they are a part of a unit where all the restrictions are at a minimum.

This does not imply that software developers should be given any preferential treatment over other employees, but rather the management should assist them in navigating or resolving bureaucracy as necessary.


Keeping software engineers informed is crucial if you want to keep them on board. A team’s objectives, corporate conditions that affect them, plans, organizational changes, and, last but not least, team accomplishments should all be communicated to all team members on a regular basis.

It will be beneficial to promote the team’s cohesion and teamwork to have several team members share certain highlights. These team meetings, which should last no longer than one hour, should typically be arranged on a regular basis (perhaps once per week), as well as for exceptional events like the conclusion of a project, a crucial issue, etc.

Along with team communication, the manager must develop a system for monitoring each team member’s position, whether it be work-related, technical, or personal.

Job-related refers to all facets of an employee’s interaction with the business.

Technical issues arise when a developer encounters a challenge and decides against seeking assistance for any reason.

Personal issues can have an impact on the developer’s work and relationships with their coworkers if they are shared.

Typically, a manager may spot these issues at a weekly 30-minute meeting with each team member and offer assistance, averting potential personnel crises and boosting the team member’s mood at work.

Setting Objectives and Monitoring Progress

Setting yearly targets or other types of evaluation standards is useless.

When working with software engineers, it is evident that: There is no use in assigning yearly general objectives or similar appraisal criteria because the objectives are to be communicated to them with the greatest possible clarity, regardless of their position (architecture, design, programming, testing, etc.). Since developers are expected to work on projects, which have a clear scope and deadline, the optimum time to set objectives is at the beginning of the project. Included in these objectives should be how advancements will be assessed and, if appropriate, recognised.

Today, thankfully, there are approaches like Agile and Scrum that make project management and follow-up easier by aiming to produce outcomes as quickly as feasible.

Conflict Management

As with any team, a software engineering manager must resolve disputes quickly or it will derail morale, teamwork, and productivity.

Assuming the developers in disagreement are professional and well-intended, the manager should meet with them to start a clear dialogue and resolve the issue quickly to allow the team to move on. It may be necessary to tell them that personal conflict will not be tolerated.


Even though we have covered a lot of the elements that affect a developer’s motivation, there is still one more significant one. This one is neither technical nor emotional. We are discussing how much they get paid for the work they do.

The majority of software developers are not opposed to perks and rewards, such as courses and technology events where they can pick up new skills to improve their profession.

Regardless of the company’s specific objective, it’s critical to encourage software engineers’ progression inside the organization if you want to keep them on board. Software engineers value progressing in the technical field more than they seem to care about expanding into management or leadership roles, which may require  advanced credentials or academic degrees like master’s degrees.

However, it is advised to conduct a thorough examination of the employee’s personality and work experience in the organization when they aim to advance to leadership roles. Since successful management necessitates a completely different set of abilities beyond technical proficiency, this can be done with the assistance of the human resources department or other business units.

How to Retain Software Engineer Talents

Even if you have the best intentions and follow all the above advice, you might not always be able to keep software developers on board since other considerations including external factors can sometimes have their ways.

However, we believe that employee churn can be advantageous and healthy if:  If it is, this would indicate a problem at the organizational level.

Only the most priceless resources can produce it. In this situation, it can imply that they are merely utilizing you as a stepping stone to other organizations, or that they are using your business as a trampoline.

Retention measures for employees should be a part of corporate strategy rather than just a response when a valuable employee announces their intention to leave. Reactionary retention is ineffective and extremely expensive: The individual might decide to stay but say to themself, “I’ve worked here for X years just to be offered double the salary when leaving—they just admitted that they weren’t paying me enough!”

Such an employee can search for a different position, but this time with a minimum salary of twice as much. Attempting to retain software engineers at this point would probably not be worthwhile. Negotiating a notice period and finding a replacement right away can be preferable unless the employee is truly essential (and irreplaceable) to the business.

Final Thought

As with every position in the computer sector, attracting and keeping software developers is a difficult, non-deterministic endeavor. Fortunately, the objective here is to draw talented employees so that we can stay in our company rather than competing with other companies who are actively seeking out valuable software developers.

Selection procedures can be time- and labor-intensive. If you rush into this, there’s a good possibility you’ll hire the wrong individuals, and no one wants to keep working with nasty software developers. Invest some effort in doing it correctly.

Be fair to an extent and only reward extraordinary work. periodically review the industry’s average pay rates and make adjustments as necessary. Unless absolutely necessary, don’t strive to keep someone who wants to quit; instead, promote retention as a corporate policy.

Oladoyin Falana

Oladoyin Falana, a graduate of OAU, is an SEO Specialist, and IT business developer. He is the owner and content editor of, a platform that focuses on providing information on career, recruitment updates, exams, and admission updates, including general (How-to) information.
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