How To Find And Lure The Best Tech Talent


You’re a business, economics, literature or even a computer sciences graduate and you’ve got your heart set on the next big technology project; whether you’re just embarking on the startup journey or are looking to increase the headcount on your tech team, you’ll find yourself rowing against the tide when it comes to finding right tech talent for your company.

Having observed this concern many a times in my startup life, I posed this question on how to hire and retain tech talent, to the GSF family seeking valuable inputs from those who’s a part of the best technology accelerator that is around. Besides pointing me in the direction of some really good tech hiring platforms that are coming up for the Indian startup ecosystem, the conversation developed into a pool of ideas for luring and retaining tech talent for your company. Here’s what I learnt:

Screen Shot 2014-05-08 at 1.57.50 PM

Developers look for a lot more than money. Sure, money will get them into the door faster but they are less likely to stay in the long haul unless tech professionals find a ‘proper fit’, which includes opportunities to work with other smart people and constantly upgrading their skills through attending and presenting at conferences and free training courses. It therefore becomes essential to look past the money and carve out a budget for tech training.

Moreover, even the starters highly value company culture because it is a huge differentiator. Tech is about working with ambitious and brilliant people to build a better version of the future. It is essential to highlight the upswing of working with your company and its thriving culture besides just the nitty-gritties of the task, projects and compensation. In order to make the most of your interactions, employers need to organize their pitch succinctly, stressing how the company’s culture, product and vision can help fulfill the candidate’s career goal and possibly highlighting how others are utilizing the startup as a springboard. Organizing the interview process in a manner that it reflects a personalized outreach rather a generic one is important. Culture is, after all, all about the human touch.

Additionally, flexibility plays a very important role in successfully wooing developers and other tech professionals. That includes the flexibility to manage their own schedule as per their peak hours of output, work full time or part time, work from office or remotely, switch teams and tackle an array of projects.

To get you started, GSF-ers suggest that there are a number of great options to support you in your tech team-building journey. Mudit Seth, of SilverPush is of the opinion that talking to as many tech consultants as possible is what works out the best. Anand Mohan from TripTern has had a good experience working with websites such as (, and

Saptarshi Nath suggests that if you’re posting for jobs and don’t necessarily need assessment, then is a good one. Pratik Poddar, EiR Summer 2014 vouches for his friend’s startup, and Arunprasad Durairaj of suggests for a traditional startup friendly hiring option with a very low retainer fee.

Cheenu Madan of ClinchPad holds the opinion that generic job boards may not work for startup tech hiring and lists LinkedIn Jobs, Jobs, and Facebook startup groups as highly probable resources for hitting the tech-hiring jackpot. He categorically recommends attending and scouting in local meet-ups for hackers and startup enthusiasts. Piyush Goel of adds to the all-encompassing list.

Rajesh Sawhney is quick to remind us of the most promising platform dedicated to the purpose of making tech-hiring hassle free and merit based,, a GSF portfolio company.

So get started on building your tech team and do add your thoughts and reviews on these resources and others as you use them!



Leave a Reply

Your email address will not be published. Required fields are marked *