How to Hire Your First Engineer (Without Burning Time or Budget)

Hiring your first engineer is a pivotal moment for any startup.

It’s not just about writing code - it’s about finding someone who gets your vision, builds fast without breaking trust, and stays when things get messy.

But let’s be honest:👉 If you’ve never hired before - and don’t write code - it’s hard to even know where to start.

That’s exactly why we put together this guide.

---

Understand Your Needs

Before you start the hiring process, clarify what you need:

• Define the Role: Are you looking for someone to build the MVP, or to lead the engineering team long-term? Read more

• Technical Requirements: Identify the tech stack and skills necessary for your product.

• Cultural Fit: Consider the values and work style that align with your company.

As noted by Y Combinator, making a list of the best engineers you know, whether you think they're available or not, can be a good starting point.

Explore Different Hiring Options

Depending on your resources and needs, consider various hiring models:

• Freelancers or Contractors: Ideal for short-term projects or MVP development.

• Part-Time or Contract-to-Hire: Allows you to assess fit before committing full-time.

• Full-Time Employees: Best when you need someone deeply invested in the company's long-term success.

Platforms like Upwork can be useful for finding contractors, as discussed in startup communities.

Craft a Compelling Job Description

Your job description should clearly communicate: Read more.

• Company Mission: What problem are you solving?

• Role Expectations: What will the engineer be responsible for?

• Growth Opportunities: How can the candidate grow with the company?

Highlighting your company's culture and values can attract candidates who align with your vision.

Leverage Your Network

Personal connections can lead to trusted hires. Read more.

• Referrals: Ask advisors, mentors, and peers for recommendations.

• Community Engagement: Participate in industry events and online forums.

Building relationships over time can lead to meaningful hires. 

Evaluate Candidates Effectively

Assess both technical skills and cultural fit. Read more.

• Technical Assessments: Use coding tests or project-based.

• Behavioral Interviews: Understand how candidates approach problem-solving and teamwork.

Look for qualities like communication, flexibility, and a willingness to learn.

Consider Hackathons and Events

Participating in or hosting hackathons can be a way to identify passionate and skilled engineers. These events allow you to see candidates in action and assess their problem-solving abilities.

Offer Competitive and Transparent Compensation

While you may not match big tech salaries, you can offer:

• Equity: Provide a stake in the company's success.

• Flexible Work Arrangements: Offer remote work or flexible hours.

• Growth Opportunities: Emphasize the potential for career advancement.

Transparency about compensation and expectations builds trust with candidates.

Onboard Thoughtfully

Once you've made a hire:

• Set Clear Goals: Define short-term and long-term objectives.

• Provide Resources: Ensure they have the tools and support needed.

• Foster Inclusion: Integrate them into the team and company culture.

A structured onboarding process sets the foundation for success.

Final Thoughts

Hiring your first engineer is a significant step. By understanding your needs, exploring various hiring options, and focusing on both technical skills and cultural fit, you can make a hire that propels your startup forward.

But if this still feels overwhelming — you’re not alone.

We’ve helped 40+ early-stage founders hire their first engineer without burning cash or losing months. If you want real help, not just another “advice article” here’s how we can support you: