Best ideas on how to hire developers in Dublin

By George Fironov ·Subscribe

If you’re looking to hire talented people, Dublin is one of the best places to do so. But local economy has evolved so much that the best people are hired in the blink of an eye, so more businesses are looking beyond the Irish border to find the right developers.

Finding the right developer is a big challenge for tech companies anywhere.

Dublin is one of the biggest technology centers in Europe, where major tech companies have long ago established their bases of operation, paving the way for countless start-ups to grow and flourish in this region.

But has that growth impacted how easy it is to hire talented people? How, and where should managers look for developers? I’ll try to answer these questions in this article.


Dublin = the European Silicon Valley


Dublin has been in the spotlight of the global tech industry for decades.

One of the first global companies to set up shop here was IBM back in 1956, then came Ericsson, HP, Microsoft, Oracle and more.

Modern technological giants like Google, Facebook, Apple, Airbnb and other major players have established their European bases in this city almost 10 years ago.

The technological infrastructure that comes with a strong tech company presence has enabled businesses from other industries to come here and contribute to the region’s growth as well.

Though Brexit has influenced Ireland in some aspects, this country remains part of the Euro currency zone, which enables easy and inexpensive trade, and workforce exchange, with most European countries.

From the outside it might seem that the main thing attracting technology companies to Dublin are comparatively low taxes and highly supportive regulatory environment.

But that’s just scraping the surface.

Ireland has a strong education which makes for a talented local workforce.

Moreover, changes in economy coupled with strong education have resulted in creating a flourishing hub for tech business which boasts low costs of living.

Which means that Dublin attracts thousands of talented young people working in various specialties.

All of this makes for a friendly environment and a supportive business community.

And the numbers prove it quite evidently – from 2011 to 2016, VC investment in Ireland has grown from around €274 million to almost €1 billion.

But as local talent gains experience and Dublin becomes ever the richer, hiring in Ireland becomes increasingly expensive, which leads business founders to look for remote hiring alternatives elsewhere.


Sourcing candidates – where to find the best people?


To find the right people for the job you need to know where to look for them.

There are three alternatives you might want to choose:

  1. Looking by yourself
  2. Hiring a headhunter
  3. Outstaffing

Searching for candidates yourself, or having someone on your team do it, is a good option when you already have experience hiring people, you’re not in a hurry to fill the position, and you have resources to spare.

It will take up the most time in comparison to other options, because you’ll have to manage everything – preparing the job description, posting ads on job boards, browsing social media, interviewing, verifying skills, running tests and ultimately choosing the right person.

To boost your chances, in Dublin there are countless events like conferences and hackathons where you can go to find talented people to join your team.

The second option you have is to hire a headhunter.

Headhunters are specialists working at recruitment agencies who find candidates for you based on your requirements.

Agencies charge a fee that’s a percentage of your new hire’s first year salary (typically around 15% – 25%), but save a lot of time for you.

However, to ensure effective cooperation with headhunters, you must first make sure that you know exactly what type of person you need for your team.

You’ll waste your budget if you keep changing job requirements and redefining the ideal candidate while cooperating with a recruitment agency.

Headhunters will search for candidates for you, and connect you with the ones that they find most fitting for your open position.

The third option is outstaffing, which gives you unrivaled flexibility and speed in hiring.

Outstaffing is a service run by companies that are in cooperation with a vast network of software developers and other IT specialists that are on the lookout for jobs.

Talmatic, the outstaffing company I co-founded, offers this service.

By connecting experienced talent from the Ukraine with start-ups and businesses around the world, we provide them the benefit of cost savings that typically only Ukrainian companies could take advantage of.

Outstaffing allows you to find candidates the quickest, because outstaffing companies are already connected to thousands of experienced professionals, which means we can provide fitting candidates within hours.

It is a unique model of hiring that combines the most important benefits of full-time and freelance work.


Hiring process – how to hire the right developer?


Regardless of where you source candidates from, you need to make sure to write a great job description.

This requires a bit of technical knowledge to understand exactly what skills the new person on your team should have.

In software development this mostly boils down to technologies.

You have to define the right combination of technological expertise that will add value to your project, and look for people that have those skills.

Next, if you pick one of the first two candidate sourcing options – looking for yourself or hiring headhunters – you need to prepare a process to screen potential candidate’s skills.

Which isn’t necessary in outstaffing, where this process is done for you.

Going through CVs and cover letters, as well as extended interviewing with potential candidates is somewhat a misstep when hiring software developers.

To truly validate a developer’s skills requires seeing how they work.

So instead of validating the degrees, work experience, and soft skills of your candidates, why not give them a practical test first, and only validate the candidates that pass it?

Tools like Hundred5 allow you to do that easily, or you can create your own bespoke tests for software developers.

Then there’s the salary.

Determining the right salary is one of the toughest aspects of hiring software developers.

It’s always a balance between providing enough money to keep a developer on your team for longer, and not too much so that your business can stay afloat until the developer is fully onboarded and starts generating positive value for the business.

There are a few things that might help you find the right salary. You can try using tools like the StackOverflow salary calculator

You can also search for similar job posts from other companies and see what kind of salary they offer to get a ballpark figure of what you should offer.




There are plenty of ways to find the right developers to join your team.

Dublin in itself is a great starting point, but managers shouldn’t be afraid to consider remote workers and non-traditional hiring models like outstaffing.

This can make for easier management of business expenses, while retaining the quality of development that your product requires.

And in the ever-changing IT ecosystem, flexibility and ease of hiring remotely might be exactly what companies need more of, as opposed to the traditional notion of building in-house teams.