How to Find Software Developers That Want to Work for You

How to Find Software Developers in Today’s Competitive Market

Let’s be honest: if your strategy for how to find software developers hasn’t evolved in the past five years, you’re already falling behind. The old approach—posting a job and waiting for top candidates to apply—is outdated. I’ve spoken with hiring managers deep in the trenches, and they all say the same thing: the game has changed.

Why? Because the market is more competitive than ever. The global developer pool is massive and still growing. By 2025, there will be an estimated 47.2 million software developers worldwide. While North America and Western Europe remain strongholds, regions like Latin America and Asia are producing talent at scale. That means you’re no longer just competing with companies in your city—you’re competing with global tech leaders for the same developers.

Why Your Old Hiring Funnel Is Broken

The “spray-and-pray” approach, where you blast a generic job description across every job board, now just brings in a flood of low-quality applications. It buries your team in resumes that aren’t a good fit, wasting time and energy. Experienced developers aren’t passively looking for jobs anymore; they’re being actively recruited. They’ve become incredibly selective, and a dull job post is an instant turn-off.

Picture it this way: a great developer’s LinkedIn inbox looks like a sold-out concert. If your message is just another generic “we’re hiring” flyer, it’s going straight into the digital trash can. Smart companies get this and are changing their game. They aren’t just posting jobs; they are marketing opportunities.

Understanding the Developer Mindset

So, what do developers really want? It’s not always just about the biggest paycheck. After talking with countless engineers, a clear pattern has emerged. They’re driven by:

• Interesting Problems: They want to tackle complex challenges, not just patch bugs in outdated code.
• Modern Tech Stacks: The chance to work with new tools and languages is a major pull. For example, a role using the latest Python libraries for machine learning is way more attractive than maintaining an old PHP website.
• Growth and Learning: A clear path for professional development and mentorship is a must-have for ambitious talent.
• Work-Life Balance: Flexibility isn’t a perk anymore; it’s a basic expectation. Remote and hybrid work are now the standard.

When you understand these motivations, you can reframe your whole hiring process. Instead of just listing requirements, your job description should tell a story about the impact a new hire can make. This shift from a simple transaction to building a relationship is critical. If you’re trying to hire for a specific stack, for instance, it helps to know what those developers value most. For a closer look, check out our guide on how to successfully hire Python developers.

Why Great Developers Are So Hard to Find (And Keep)

Many companies are stuck in a frustrating cycle. You get the green light for a new developer, spend weeks writing the perfect job description, and then… crickets. The weeks drag into months, your best candidates take other offers, and project deadlines slip yet again. If this scenario hits close to home, you’re definitely not alone. The real challenge isn’t just figuring out how to find software developers; it’s understanding the market forces that make the search so difficult in the first place.

The core issue is a widening gap between the supply of qualified engineers and the skyrocketing demand for their skills. The worldwide shortage of software developers is not just a talking point; it’s a major business obstacle. In 2021, the global talent deficit was already at 1.4 million. Projections show this number could balloon to a staggering 4.0 million by 2025. You can read more about the escalating developer shortage to see just how big this problem has become. This isn’t just a number on a page—it’s the reality directly impacting your ability to hire.

The Hidden Costs of a Slow Hiring Process

Most managers see the obvious cost of an empty seat: a delayed project. But the hidden costs of a slow hiring process can be far more destructive, acting like a quiet tax on your entire organization.

Consider this real-world example: A mid-sized fintech company needed two senior mobile developers to launch a new feature in Q3. Their search dragged on for five long months. By the time they finally onboarded the new hires, they had missed their launch date. A competitor rolled out a similar feature just one month later, capturing the market share they had been aiming for. The loss wasn’t just two salaries; it was lost revenue, a weakened market position, and a blow to team morale.

Every week your hiring process drags on, you risk:

• Losing top candidates: The best developers are typically off the market in about 10 days. A slow process means you’re often left choosing from candidates who don’t have other offers.
• Burning out your existing team: Your current engineers have to carry the extra weight, which leads to overwork, stress, and a higher chance they’ll start looking for new opportunities themselves.
• Damaging your employer brand: A clunky, drawn-out interview process makes your company look disorganized. Word spreads quickly in developer circles, making it even harder to attract great people down the line.

Why Your Best Developers Are Quietly Leaving

Finding great people is one thing; keeping them is another challenge entirely. The normalization of remote work has completely changed the employment landscape. Your developers are no longer tied to local jobs—they can choose from a global menu of opportunities right from their home office. If another company offers a more interesting project, a better culture, or greater flexibility, making a switch is easier than ever.

Turnover is rarely just about money. The best developers leave when they feel like they’re stagnating. They need meaningful work, chances to learn new technologies, and a clear path for professional growth. If their job becomes a loop of routine maintenance or they feel their skills are getting rusty, they’ll start exploring their options. The smartest companies recognize this and are actively building teams where continuous learning and making an impact are part of the culture.

The AI Developer Hunt: Playing in the Big Leagues

If you thought the general developer market was competitive, you might want to take a deep breath. The search for artificial intelligence talent isn’t just a step up; it’s a completely different ballgame. Trying to figure out how to find software developers with AI skills using your old playbook won’t just fail—it could backfire spectacularly.

The talent gap in this field is huge. The broader software developer shortage seems small compared to the scarcity of qualified AI professionals. It’s estimated that by 2025, there will be 4.2 million unfilled AI-related jobs globally, but only about 320,000 qualified AI developers available to fill them. This massive imbalance creates an environment where even companies with deep pockets struggle to build their teams. You can discover more about the AI developer shortage solutions to understand the full scope of the challenge.

This scarcity completely changes the hiring game. You’re no longer just competing on salary; you’re competing for the attention of a tiny pool of experts who are constantly getting offers from the world’s biggest tech companies.

Rethinking Your Strategy for AI Talent

So, how can a growing company possibly compete? The key is to stop playing the same game as the tech giants. Instead of trying to outbid them, you need to offer something they can’t: a unique and compelling opportunity. Tech leaders who have successfully built AI teams without huge budgets all point to a shift in their approach.

Here are a few alternative strategies that actually work:

• Upskill from Within: Look for promising developers on your current team who have strong analytical skills and a real passion for learning. Investing in a focused upskilling program, maybe by pairing them with an external AI consultant for mentorship, can be a great way to grow the expertise you need in-house. This approach builds loyalty and keeps valuable knowledge within your company.
• Creative Consulting Arrangements: Instead of looking for a full-time hire right away, think about engaging a specialized AI consultant or a fractional AI lead from Latin America. This gives you immediate access to top-tier expertise for a fraction of the cost and commitment of a full-time Silicon Valley salary. It’s a smart way to get your AI projects off the ground and test your ideas.
• Target Emerging Hotspots: Talent isn’t spread out evenly. While the usual tech hubs are oversaturated, new centers of AI excellence are emerging in places like São Paulo, Brazil, and Guadalajara, Mexico. These cities have strong university programs and a growing community of AI professionals who are looking for challenging work outside the typical tech bubble. By focusing your search on these markets, you’ll face less competition and can find some amazing, untapped talent.

Building Your Developer Pipeline Before You Need It

The absolute worst time to start looking for a new developer is the moment you desperately need one. The pressure is on, project timelines are already slipping, and every day feels like a mad scramble. The most successful companies I’ve worked with approach this completely differently. They treat recruitment like a sales process—it’s about building a developer pipeline and nurturing relationships long before a job requisition ever gets approved. This proactive mindset is a game-changer when it comes to finding great software developers.

Thinking this way means shifting from reactive job postings to a thoughtful, multi-channel sourcing strategy. It goes far beyond just sending cold messages on LinkedIn or waiting for applications to roll in from job boards. It’s about creating a sustainable system that consistently brings talented people into your orbit, so you’re always ready.

Beyond the Job Board: Proactive Sourcing Channels

Let’s get practical. A strong pipeline isn’t built on a single source; it’s a mix of different, complementary channels. For US companies looking to hire in Latin America, this approach is especially effective because it helps you stand out and build genuine connections.

Here are a few a real-world sourcing strategies that consistently deliver results:

• Employee Networks: Your current developers are your best recruiters. They have networks filled with talented peers who trust their judgment. Instead of a generic referral bonus, create a structured program that feels exclusive. For instance, one company I know hosts quarterly, invite-only virtual tech talks where their engineers present on a cool project. Each employee can invite two peers from their network. It’s a low-pressure way to showcase your company culture and technical challenges, turning your team into genuine brand ambassadors.
• University & Bootcamp Partnerships: Don’t just show up at a career fair once a year. Build real partnerships with top institutions. Consider sponsoring a hackathon at a leading Latin American university like the University of São Paulo or the Monterrey Institute of Technology. Better yet, offer to have one of your senior engineers guest lecture or mentor a student project. This gives you early access to emerging talent and builds your brand with the next generation of developers long before they hit the job market.
• Strategic External Partners: Balancing internal recruiting with external help is key. Instead of engaging a staffing agency when you’re in panic mode, build a relationship with a nearshore talent partner who understands the Latin American market deeply. They act as an extension of your team, providing market insights, salary benchmarks, and a pre-vetted pool of candidates. This partnership keeps your pipeline warm even during hiring freezes, so you’re ready to move the second a role opens up.

To help you decide where to focus your efforts, here’s a quick breakdown of how these different channels stack up based on what I’ve seen in the field.

This table shows there’s no single “best” channel. A company with a great culture can get amazing results from referrals, while a startup needing to scale fast might lean on a talent partner. The key is to find the right mix for your specific needs.

This infographic shows how a well-nurtured pipeline can improve key hiring metrics over time.

As the data suggests, investing in proactive sourcing doesn’t just fill roles faster; it dramatically increases the quality of candidates at every stage of the funnel.

The goal is to stop the frantic, last-minute search. By continuously nurturing these channels, you create a steady flow of qualified, engaged candidates who are already familiar with your company. When you finally do have an opening, you’re not starting from scratch—you’re choosing from a group of talented developers you already know.

Spotting Talent That Will Actually Stick Around

Sourcing candidates is one thing, but figuring out who can actually do the job and will want to stick around is the real puzzle. So many companies stumble here. They drag candidates through a grueling gauntlet of abstract algorithm tests that have little to do with the daily work, burning out great people and passing on excellent hires. The solution is to move beyond this outdated routine and build an evaluation process that respects everyone’s time while showing what truly matters: technical skill and cultural alignment.

Experienced engineering managers have learned—often the hard way—that the best way to understand how to find software developers who will succeed is to simulate the work environment as closely as possible.

Rethinking the Technical Assessment

Instead of a generic coding quiz, your technical evaluation should feel like a collaborative problem-solving session. This change not only gives you a much better signal on a candidate’s actual abilities but also gives them a positive preview of what it’s like to work with your team.

Here are a few methods that work wonders:

• Practical Portfolio Reviews: Don’t just glance at their GitHub profile. Ask a candidate to walk you through a project they’re proud of. Dig in with questions like, “What was the toughest technical challenge you faced here and how did you solve it?” or “If you could rebuild this today, what would you do differently?” This reveals their problem-solving process, how they communicate technical decisions, and their sense of ownership.
• Meaningful Pair Programming: Ditch the whiteboard. Set up a one-hour session where the candidate pairs with one of your current developers to tackle a small, real-world bug or feature from your actual codebase. This isn’t about getting the “right” answer; it’s about observing how they think, communicate, ask for help, and take feedback. It’s arguably the single best predictor of on-the-job performance.

To better understand the specific dynamics of hiring in a key Latin American market, our guide on how to hire in Brazil provides some excellent localized advice.

To help you choose the right mix of evaluations, we’ve put together a breakdown of common methods. This table compares different techniques based on how well they predict job performance and what kind of experience they create for the candidate.

| Developer Assessment Methods That Actually Work |
| :— | :— | :— | :— | :— |
| Assessment Method | Skill Accuracy | Culture Fit Indicator | Candidate Experience | Setup Complexity |
| Portfolio Review | Moderate | Moderate | Positive | Low |
| Pair Programming | High | High | Very Positive | Medium |
| Take-Home Project | High | Low | Mixed | High |
| Whiteboard Algorithms | Low | Very Low | Negative | Low |
| Behavioral Interview | Low | High | Positive | Low |

A breakdown of evaluation techniques used by successful hiring teams, including their effectiveness at predicting job performance and candidate satisfaction

The table makes it clear: methods that simulate real work, like pair programming, offer the most accurate insights into both skill and fit while leaving candidates with a great impression. Conversely, abstract tests like whiteboard challenges are poor predictors and often create a negative experience.

Uncovering the Intangibles: Behavioral Interviews

Technical chops are only half the story. You also need to know if a candidate will thrive in your company’s specific environment. Well-designed behavioral questions can be incredibly predictive of long-term success.

Steer clear of generic questions like “What are your weaknesses?” Instead, ask for specific examples that reveal their work style, values, and how they handle real-world situations.

By combining these practical, collaborative evaluation methods, you move beyond just checking boxes. You start a real conversation, get a genuine feel for a candidate’s potential, and give them a compelling reason to be excited about joining your team. This thoughtful approach is the secret to finding developers who don’t just join, but stay and grow with you.

Winning Over Developers Who Have Options

Once you’ve found a few great candidates, the real challenge begins: convincing them to join your team. In today’s market, top software developers, especially in competitive nearshore hubs like Latin America, often have multiple offers on the table. If you think a big salary alone will seal the deal, you might be in for a surprise. To truly stand out, you need to frame your offer as a career-defining opportunity, not just another paycheck.

Companies that consistently win these talent battles, even against bigger competitors with deeper pockets, understand that the decision goes far beyond money. They focus on what really matters to ambitious, modern developers.

Crafting an Irresistible Offer

While salary is definitely important, it’s rarely the only thing a developer considers. When a developer is weighing multiple offers, they’re doing a complex calculation, balancing immediate compensation against long-term growth and personal satisfaction. Your job is to make your offer compelling on multiple fronts.

Imagine this scenario: one company offers a slightly higher salary, but the job involves maintaining a legacy system. Your company offers a competitive salary, but the role is about building a new product from scratch using a modern tech stack. For a developer driven by technical challenges, your offer suddenly becomes much more appealing. This is where you can win.

To build a truly compelling package, focus on these key areas:

• The Technical Challenge: Great developers are problem-solvers at heart. They are naturally drawn to complex, interesting work. Frame the role around the unique challenges they will get to solve and the direct impact their code will have on the business and its users.
• A Clear Path for Growth: Don’t just offer them a job; show them a future. Be specific about opportunities for advancement, mentorship from senior engineers, and a budget for conferences, courses, and certifications. A clear growth trajectory can be more persuasive than a slightly bigger paycheck.
• Flexibility and Autonomy: For many developers today, flexibility isn’t just a perk—it’s a must-have. Highlighting your commitment to a healthy work-life balance, flexible hours, and remote work is a core part of your value proposition. Trusting your developers to manage their own time sends a powerful message about your culture.

The Power of Company Culture in Negotiations

When a candidate is on the fence, your company culture can be the secret weapon that tips the scales in your favor. This isn’t about ping-pong tables or free snacks; it’s about the day-to-day experience of being part of your team.

During the final stages, bring your culture to life. For instance, you could say, “One thing our developers really value is our ‘no-blame’ culture. When something breaks, our first instinct is to figure out how to improve the system, not point fingers. It creates an environment where everyone feels safe to innovate and take calculated risks.”

This kind of statement gives a candidate a window into the psychological safety and collaborative spirit of your team—something a salary number can never communicate. By showcasing a culture of respect, learning, and collaboration, you’re not just offering a job; you’re offering a better place to work. Often, that’s what convinces a talented developer to say “yes” to you over everyone else.

Making Your New Hires Want to Stay Forever

After pouring so much time and effort into finding great software developers, losing them within the first year is a huge setback. It’s a common story, but it doesn’t have to be yours. The key to keeping the amazing talent you just worked so hard to hire lies in what happens after they sign the offer. A thoughtful onboarding process is what separates a new hire who feels lost from one who feels like they belong.

The best companies know that onboarding is more than just a checklist of paperwork and account setups. They treat it as a strategic, 90-day journey to integrate new developers into the team, the codebase, and the company culture. It’s all about making them feel productive, supported, and genuinely welcomed from day one.

Structuring the Critical First 90 Days

The initial three months are incredibly important for setting the right tone. A well-planned approach can dramatically improve a new developer’s experience and shorten their ramp-up time. Forget about the old method of throwing them into a complex project on their first day. The goal should be to build confidence and familiarity.

Here’s a practical approach that high-retention companies often use:

• Week 1: Connection Over Code. The first week should focus on orientation and building relationships. Arrange one-on-one meetings with key team members—and not just other developers. Help your new hire understand who does what and how their role fits into the bigger picture. Assign them a dedicated onboarding buddy, a friendly peer who can answer all the “silly” questions they might hesitate to ask a manager.
• First 30 Days: Small Wins and Learning. A great first coding task is a small, low-risk bug fix or a minor improvement. The point isn’t to launch a massive feature; it’s to help them get their development environment set up, learn the codebase, and successfully push their first piece of code to production. This early victory is a massive confidence booster.
• First 90 Days: Building Momentum. By now, your new developer should be contributing to larger tasks and taking part in team sprints. This is also the perfect time for a formal check-in to discuss their progress, get their feedback on the onboarding experience, and start talking about their long-term goals at the company.

Beyond Onboarding: Cultivating Long-Term Engagement

Keeping great developers isn’t just about a good first impression; it’s an ongoing commitment. Ambitious developers—the kind you want to keep—thrive on growth and doing meaningful work. If they feel like they’re stagnating, they’ll start looking for their next challenge somewhere else.

One of the most powerful retention tools is a clear career progression path. Developers need to see a future for themselves at your company. This doesn’t need to be a rigid corporate ladder, but it should clearly outline what it takes to move from a mid-level to a senior role, or from an individual contributor to a tech lead. It shows you’re invested in their professional journey.

Equally important is meaningful recognition. This goes beyond end-of-year bonuses. It’s about regularly acknowledging great work. A simple “great job solving that tough bug” in a team chat or a shout-out during a weekly meeting goes a long way. It reinforces that their contributions are seen and valued.

Finally, keep an eye out for early warning signs of disengagement. Is a developer quieter in meetings? Are they contributing less to discussions? These subtle shifts can be a signal that it’s time to have a proactive conversation. Ask them about the challenges they’re facing and what would make their work more fulfilling. Addressing these issues early can prevent a resignation letter from ever landing on your desk.

After all the work it takes to find and hire the right talent, don’t let retention be an afterthought. By creating a world-class onboarding experience and a culture of continuous growth, you’ll build a team that wants to stay and make an impact for years to come.

Ready to build your A-team with dedicated talent from Latin America? Nearshore Business Solutions connects you with pre-vetted, expert developers who are ready to help you scale.