A QUICK SUMMARY – FOR THE BUSY ONES
First step to make hiring easier is to look for the right people. Fact is, you don’t need a squad of highly skilled senior React.js developers with lots of experience. Seek those who learn fast and are great teammates. Underdeveloped talents, eager to engage and learn are your best investment.
A hiring funnel is basically a set of steps composed in a way that would allow you to select specific talents. The process should be tailored to your needs. We present a hiring funnel we use to find React engineers later in this article.
TABLE OF CONTENTS
After reading this article, you’ll know how to organize the whole process of hiring React developers to save time and find the talents tailored to your business needs.
You’ll acknowledge a set of battle-tested techniques and tools – we’ve established those while screening over 1285 candidates and hiring 17 amazing people.
Without further ado, let’s take you there.
Particularly if you are living in countries like the USA, UK, Netherlands, Norway or Denmark, you’ve most likely experienced how tough it is to hire a talented and reliable React developer.
Why? Let’s analyze why hiring React.js developers becomes so hard so you can prepare.
Look at the applications that use React:
<span class="colorbox1" fs-test-element="box1">Hiring React developers is difficult because of the vast popularity of the framework – almost 10 000 companies are using React.</span>
<span class="colorbox1" fs-test-element="box1"><p>Huge and still growing community of developers makes it hard to find the most promising talents in that crowd.</p></span>
According to GitHub’s statistics, React is used by 7.4m developers. React has a bigger GitHub community than Angular or Vue, and the community is well-known for being active.
StackOverflow Developer Survey shows that React.js is the most popular web framework among professional developers.
State of JS report shows, that there’s the number of React developers (meaning people who already used React and would use it again) is the biggest comparing to other frameworks.
According to Stackshare, currently 9601 companies actively use React to develop their web applications.
They all create a high demand for React developers. Especially the fact that among them are companies like Uber, Airbnb, Facebook, Netflix or Instagram makes it harder to hire a top React developer if your company is smaller or when you run your business in the USA or UK.
It doesn’t matter how experienced you are and how many people you have hired, it’s simply really hard to be right.
For instance, Lucjan Samulowski, one of the co-founders of docplanner.com and Goldenline (Polish LinkedIn), a recruiter for over 19 years now, said that in his career he’s hired 400 people just for sales and fired 100 of them because they weren’t a good fit for the company. With the 1st salesperson, he failed 6 times before hiring the right one – and he made this mistake in both companies.
So, even if you have a lot of experience, you should be really humble about hiring people.
<span class="colorbox1" fs-test-element="box1"><p>They need not only a good skill set but also they should fit in with your culture (which is super hard to define) and vision and be great team players.</p></span>
Jack Welch used to say that if you get the hiring right over 50% of the time, consider yourself talented at executive search consulting and recruitment services.
Over the last two years we’ve learned a LOT about hiring, especially React developers. We’d like to share that with you.
To the needs of this analysis, we will focus on the last 1.5 years – that’s the period when we were most actively looking for employees (mainly developers) and established an effective process.
During the last 1.5 years we screened around 1285 people, among them React developers.
Out of those 1285, we’ve hired 17 amazing people.
So, if you compare it to Toptal, who hires the ‘top 3% of the freelancers around the world’, then Brainhub is hiring 1.3% of the best people we can find.
And by the best, we mean: the best for us, not so-called A players.
We’d like to share with you what we’ve learned and the processes we have established for ourselves:
<span class="colorbox1" fs-test-element="box1"><p>We’ve figured out that the process of finding and hiring talented React.js developers is like making sales.</p></span>
Let’s find out why you should take a similar path if you want to build a top-notch, engaged and well-performing team.
You may know that already, but let’s emphasize it.
When it comes to hiring, the most important rule you should learn is:
<span class="colorbox1" fs-test-element="box1"><p>Hiring great people means hiring those who fit their roles and your company’s culture.</p></span>
Defining your company’s culture is crucial to gather like-minded people, keep them engaged, and build a pretty good team. It’s what attracts or repels people. On of the key factors that determine your growth.
If you don’t have it yet, start with determining the big ‘why’, the “mission” or the “purpose”. It gives people context.
While assessing if someone will be a good fit for our company, we just ask ourselves a question:
Does this guy/gal value what we believe in and what we practice?
So start with establishing what your company cherishes, and then it will be easier for you to pick the right people.
<span class="colorbox1" fs-test-element="box1"><p>Your ultimate hiring goal? Find passionate individuals and create a place where they can turn their passion into innovation.</p></span>
Jonathan Siegel is a highly successful entrepreneur (he has bought 29 (mostly tech) companies and has sold many of them).
Jonathan doesn’t hire so-called ‘A players’, ‘Rockstars’, ‘Ninjas’ etc., (they are placed in the upper-left square of the picture above). Those people are usually great consultants for a short time period. They get inside the project, solve the problems and get out. Often they can be toxic for your culture (if you build a strong teamwork/synergy culture), so don’t bring them on for the long-term.
Bottom-left square is straight-forward – you don’t want to hire unskilled workers who can’t work in teams. It’s too hard to fix both at once.
Upper-right square consists of high-performance individuals who you want to develop inside your company, but it’s extremely hard to hire them because a reasonable employer doesn’t want to let them go. You want to develop your people skills to bring them to this magical square.
Bottom-right square are those guys you need to look for on the market. We call them ‘Pure Talents’. They have really similar skills and at some point you feel/see a potential talent who learns damn fast, is engaged and is becoming a high performing individual. They will learn at least twice as fast as regular employees.
So, how to recognize those talents and snatch them up from the market?
When you know who you want to find, it’s time to build a process.
We’ve figured out a framework that helps us to hire React developers based on our earlier mentioned experience with screening 1285 potential hires.
We’ve divided our recruiting process into a few parts, so in the end, it looks really similar to a sales funnel. We call it a hiring funnel.
It’s a stage where we fill the pipeline of potential candidates. We verify here if the candidate has:
We verify if the candidate really wants to work at our company and is able to spend 1-2 hours to prove it by delivering a solved task in a framework that they may not even be familiar with. It helps us to see if the candidate can find solutions even though he hasn’t worked with the framework/library before.
After checking the candidate’s knowledge we give specific feedback on both the test task and technical test. We also send resources they can use to improve the weakest points.
We have a call to discuss why somebody won’t be hired by us (giving feedback) or give the good news that the candidate is hired and discuss the terms in more detail.
There are no ‘silver bullets’ behind our curtain. The tools are here to help us, but the process and constant hard work are the most crucial parts of the hiring process.
Or a quick summary, if you will.
As Jonathan Siegel’s matrix shows – no. Firstly, those developers are often hard to hire, because their current employers won’t let them go. Secondly, there are a lot of underdeveloped talents on the market. You need a React developer who wants to grow. An engineer who may even not be aware of his/her abilities because they didn’t have the opportunity to spread their wings.
Look for the ones who fit your company culturally. You need the ones who want to learn, engage, and work well in a team. Your job is to spot those hidden gems. How? Start with creating a hiring funnel.
Start with establishing the qualities you need from your future React developers. Prepare the profile of your perfect candidate. Then, name the steps you’ll need to pick these gems from the crowd. On that basis, build your hiring funnel. After that, prepare for each step carefully – establish how you’ll check your candidate’s knowledge and cultural fit (for example, prepare questions for interviews).
With the best people, you get less stress. You don’t have to stress about:
The work thus becomes a pleasure for both sides – employee and employer.
The process described above allowed us to build a team of engaged, talented people, willing to grow. Paying attention to the cultural fit from the beginning results in flawless cooperation between teammates.
We’re pretty sure that a well-established process and 1-2 dedicated recruiters will help you to build a successful in-house team of React.js developers, but remember that you always have an alternative to this approach – outsourcing.
Alternatively, if you’re working on tight deadlines, or want to speed up the process for a limited time and don’t have enough time to hire new developers, you might consider opting for the services of one of the top React development companies – feel free to use our cheat list, created to help you make an informed decision.
Every year, Brainhub helps 750,000+ founders, leaders and software engineers make smart tech decisions. We earn that trust by openly sharing our insights based on practical software engineering experience.
A serial entrepreneur, passionate R&D engineer, with 15 years of experience in the tech industry.
Top reads this month
Get smarter in engineering and leadership in less than 60 seconds.
Join 300+ founders and engineering leaders, and get a weekly newsletter that takes our CEO 5-6 hours to prepare.
No previous chapters
No next chapters