How to Hire Developers When You're Not Technical
Non-technical founders struggle to evaluate developer candidates. Here's a practical framework that doesn't require you to read code.
The Non-Technical Founder's Dilemma
You know you need a developer, but you can't evaluate their technical skills. You're relying on their self-assessment, references from people you don't know, and a portfolio you can't meaningfully critique. It feels like hiring a translator for a language you don't speak.
The good news: you don't need to evaluate code quality directly. The best hiring signals for developers are the same ones that matter for any role — communication quality, problem-solving approach, and cultural alignment.
What to Actually Look For
Communication clarity. Ask candidates to explain a technical decision they made recently. Good developers explain complex concepts simply. If a candidate can't explain their work to a non-technical person, they'll struggle to collaborate with your team, understand your business requirements, and translate your vision into software.
Problem-solving process. Give them a business scenario, not a coding test. "Our customers complain that checkout is too slow. How would you approach diagnosing and fixing this?" The best candidates ask clarifying questions, consider multiple causes, and think about trade-offs. The red flag is jumping straight to a solution without understanding the problem.
Portfolio depth over breadth. One well-documented project tells you more than ten links to GitHub repositories. Ask them to walk you through a project they're proud of — what decisions they made, what they'd do differently, and how they handled setbacks.
