How to Hire Your First Engineer
Your first engineering hire sets the technical foundation and culture for years. Here's how to get it right.
According to Bureau of Labor Statistics, software developer employment is projected to grow 25% through 2031—much faster than average. Competition for talent is fierce. This guide covers everything from writing effective job descriptions to conducting technical interviews and making competitive offers. For a deeper dive on ATS tools, see our ATS comparison guide.
$120-180K
Avg salary (US)
4-8 weeks
Time to hire
0.5-2%
Equity range
Step by Step
How do I define what I need?
Start with what you're building in the next 6-12 months. For early-stage startups, you usually need a senior generalist (5-8 years) who can work independently across the stack. Specialists make sense later when you have clear, separate workstreams.
Key Points
- Write down the 3 most important projects they'll tackle
- Generalist first, specialist later
- Senior enough to work without much guidance
How do I write the job description?
Lead with impact, not requirements. What will they build? Why does it matter? Keep requirements to 3-5 genuine must-haves. Include salary range—posts with compensation get 30% more applicants. Be specific about the work, not generic bullet points. See our detailed guide on writing job descriptions for templates and examples.
Key Points
- Salary range is required
- 3-5 must-haves maximum
- Describe specific projects, not vague responsibilities
Where do I find candidates?
Your network first—referrals have 4x higher hire rates. Then LinkedIn outreach with personalized messages. Developer communities (Twitter/X, Discord, GitHub). Job boards last (LinkedIn, AngelList, HN Who's Hiring). Agency if you're struggling, but expect 15-25% fees.
Key Points
- Start with investor and advisor networks
- Personalize every outreach message
- Active sourcing beats passive posting
How do I screen resumes quickly?
Look for relevant experience building similar things. Growth trajectory—taking on more responsibility over time. Side projects showing self-directed learning. Clear communication in their application. Skip candidates with generic cover letters or unexplained job hopping.
Key Points
- Respond within 24 hours to top candidates
- Use AI screening to save time
- Look for shipped work, not just job titles
What's the right interview process?
Keep it to 4 stages over 2 weeks max. Initial screen (30 min) for basic fit and interest. Technical assessment—take-home or live coding, focusing on practical skills. Technical deep dive (1 hr) on past projects and decision-making. Founder chat (1 hr) on culture and vision.
Key Points
- Total process under 2 weeks
- Avoid irrelevant algorithm puzzles
- Past projects reveal more than toy problems
How do I close the offer?
Call first, then follow up in writing. Be enthusiastic—they should feel wanted. Include base salary, equity (0.5-2% for first engineer), benefits, and start date. Give them time to decide but ask for a timeline. Know your limits but have room to negotiate on what matters to them.
Key Points
- Call, don't email the offer
- Equity range: 0.5-2% for first engineer
- Be ready to negotiate on what they value
Common Mistakes
Moving too slowly
Good engineers get snatched up fast. If your process takes more than 2-3 weeks, you'll lose candidates.
Hiring for current skills only
Technology changes. Hire for learning ability and problem-solving, not just today's framework knowledge.
Underselling the opportunity
Startups compete with big tech on impact and growth, not salary. Make sure candidates understand the upside.
Skipping reference checks
A 15-minute call reveals how candidates actually work. Don't skip it.
Resources & Further Reading
Related Guides
- How to Write Job Descriptions
Templates and best practices
- Software Engineer Interview Questions
50+ questions with scoring guides
- Behavioral Interview Questions
Assess culture fit and soft skills
- Best ATS for Startups
Tools to manage your hiring
External Resources
- Levels.fyi Salary Data
Compensation benchmarks by company
- Y Combinator Library
Startup hiring advice
- First Round Review
Interview best practices
- Bureau of Labor Statistics
Employment projections and data
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