When you find a software engineer who passes your code test, you’ll want to bring them in for an in-office interview. In this part of our series on hiring software engineers as the CTO of a startup, we’ll talk about Blue Matador’s approach to the in-office interview and the insights I’ve gained in this part of the CTO experience.

Once you’ve got software engineers applying for your job opening, you’ll need to determine who is good enough to interview, and who is not. Additionally, you’ll want to make sure the time investment made by you and your team has a high return on investment. In this part of our series on hiring software engineers as the CTO of a startup, we’ll talk about Blue Matador’s approach to the screening process and the insights I’ve gained in this part of this CTO experience.

A great job listing is critical to attracting the sort of talent you’re looking for. Including the right information and setting good expectations about the type of position you’re offering not only turns away unqualified applicants, but can also excite the type of person you’re seeking.

At some point, your startup will scale to the point that you need additional help building your product, and as the CTO, it’s up to you to find, hire, and onboard new software engineers. This process is intimidating because engineering hires are critical to the success or failure of your startup. In this series, we’ll talk about Blue Matador’s approach to the hiring process as well as the insights I’ve gained as CTO. This first post will cover when and who to hire.