Key Takeaways
- Hiring a software engineer requires more than technical skills; soft skills, culture fit, and problem-solving matter.
- Define your must-have requirements, but stay flexible on “nice-to-haves” to broaden your talent pool.
- Use real-world coding tasks instead of cookie-cutter tests to evaluate candidates effectively.
- Remote and international hiring are now the norm. Using an Employer of Record (EOR) helps you stay compliant.
- Betternship connects you with pre-vetted African engineers while handling payroll, contracts, and compliance through trusted EOR partners.
Hire a Software Engineer
Finding the right software engineer can make or break your product roadmap.
The wrong hire means wasted time, high turnover costs, and slower growth. The right one helps you ship faster, scale confidently, and build products that last.
But hiring engineers in 2025 comes with new challenges.
The talent market is competitive, expectations are higher, and many of the best professionals are working remotely across borders. That means your hiring strategy has to combine clear processes, modern assessments, and global access to talent.
What Is a Software Developer?
A software developer is a professional who designs, codes, and maintains applications or systems. They take business or user needs and translate them into working programs.
Developers often focus on writing and testing code in specific languages, frameworks, or platforms.
For example:
- A front-end developer builds user interfaces with tools like React or Vue.
- A back-end developer manages data and server logic with frameworks like Django or Node.js.
- A mobile developer creates iOS or Android apps.
In simple terms, software developers are the builders; they write the instructions that bring software ideas to life.
What Is a Software Engineer?
A software engineer takes a broader approach. They apply engineering principles to the entire software development lifecycle, from planning and design to testing and maintenance.
While developers focus heavily on coding, engineers usually consider scalability, performance, and long-term architecture.
Key differences:
- Scope: Engineers often design systems, while developers implement features within those systems.
- Problem-solving: Engineers look at how all parts of the software fit together; developers zoom in on specific pieces of code.
- Collaboration: Engineers may coordinate across teams (e.g., DevOps, product, QA) to ensure the system works as a whole.
Think of it like this:
- A developer builds the house.
- A software engineer creates the blueprint, ensures the foundation is strong, and makes sure the house will last for decades.
Both roles overlap, and many professionals use the terms interchangeably. Still, understanding the distinction helps businesses hire the right person for the right task.
What Are the Benefits of Hiring a Software Engineer?
Hiring a skilled software engineer can transform how your business builds and scales digital products. Whether you’re developing a new app, upgrading an internal tool, or expanding a SaaS platform, engineers bring structure, efficiency, and long-term stability to your projects.
1. Stronger System Architecture
Software engineers don’t just write code. They design systems that are scalable, secure, and reliable. This means fewer bugs, fewer crashes, and products that can handle more users as your business grows.
2. Faster Problem-Solving
Engineers are trained to think about how different pieces of technology connect. When issues arise, they can quickly identify the root cause and create sustainable fixes instead of temporary patches.
3. Better Collaboration Across Teams
A software engineer often acts as the bridge between product managers, designers, developers, and operations teams. Their ability to see the bigger picture improves communication and ensures that everyone is aligned.
4. Long-Term Cost Savings
Poorly written software is expensive to maintain. Engineers build with future updates in mind, which reduces technical debt and keeps maintenance costs lower over time.
5. Access to Specialized Skills
Many engineers specialize in areas like cloud infrastructure, cybersecurity, or AI. Hiring one with the right expertise gives your business a competitive edge.
How to Hire a Software Engineer: 12 Proven Steps
Here are 12 practical steps to get it right in 2025.
1. Size the Job Appropriately
Not every project needs a full-time hire.
A three-month product sprint might be better handled by a contract engineer, while a long-term SaaS build requires permanent staff.
Decide upfront if you need full-time, contract, or project-based talent, this saves time and money.
2. Define Your Technical “Must-Haves”
Every role has non-negotiables. If you’re building an iOS app, Swift is essential. For cloud infrastructure, AWS or Azure experience might be critical.
Write down the 2–3 skills your project cannot do without. Everything else can be learned on the job.
3. Don’t Overlook Soft Skills
A brilliant coder who can’t work with others will slow the team down. Look for communication, teamwork, and adaptability. In remote and hybrid setups (now the global norm), these matter as much as technical skills.
4. Stay Flexible on Nice-to-Haves
A strong engineer can learn a new framework faster than you can restart a hiring process. If they know React but not Vue, or Django but not Flask, don’t dismiss them. Flexibility expands your candidate pool and increases your chances of finding a great fit.
5. Test with Real-World Tasks
Ditch cookie-cutter coding puzzles. Instead, give candidates a paid mini-project or a problem your team has actually faced. This shows how they think, how they code, and how they approach challenges under realistic conditions.
6. Refine the Interview Process
Mix technical and behavioral questions. Alongside coding tests, ask:
- “Tell me about a time you had to debug a critical issue under pressure.”
- “How do you balance speed and quality in a release cycle?”
These questions reveal problem-solving, collaboration, and resilience: qualities that technical tests alone won’t uncover.
7. Hire with Speed
Top engineers often juggle multiple offers. A slow process is a lost hire. Once you’ve identified the right candidate, streamline approvals and move fast. Aim to make an offer within 7–10 days of the first interview.
8. Consider Global and Remote Talent
The best engineer for your role may not live in your city. Remote hiring is now the default for many teams. Expanding your search internationally gives you access to wider skill sets and often better cost efficiency.
Betternship connects you to pre-vetted African engineers: skilled, remote-ready, and cost-effective, without the visa or relocation headaches of other regions.
9. Offer Competitive Packages (Think Beyond Salary)
In 2025, engineers expect flexibility and growth, not just money. Consider:
- Stock options or equity (common in startups)
- Flexible schedules or fully remote setups
- Learning and development budgets
- Health and wellness perks
A strong benefits mix makes your offer stand out.
10. Use Trial or Project Periods Wisely
A short probation or trial project can help confirm fit before making a long-term commitment. Just keep it fair: offer payment, set clear expectations, and remember that the best candidates won’t settle for endless “trial work.”
11. Highlight Non-Compensation Benefits
Perks like extended parental leave, remote work stipends, extra vacation days, or even relocation assistance can make your offer more attractive. In competitive markets, these often tip the balance when candidates choose between two offers.
12. Invest in Onboarding and Retention
Hiring doesn’t end when the contract is signed. A structured onboarding plan, documentation, mentorship, and regular check-ins help new engineers ramp up faster and stick around longer. Retention is cheaper than rehiring.
Quick Recap
- Size the job right — contract vs permanent.
- Define your must-haves but stay flexible on nice-to-haves.
- Assess real-world skills through practical tests.
- Move fast once you find the right candidate.
- Look globally — Africa offers vetted, remote-ready talent through Betternship.
How to Hire a Software Engineer with an EOR
One of the biggest hurdles in hiring software engineers internationally is compliance. Every country has its own rules for payroll, taxes, contracts, and benefits.
Setting up a local entity in each market takes months and costs thousands of dollars; not ideal if you need to scale quickly.
That’s where an Employer of Record (EOR) comes in.
An EOR is a company that legally employs talent on your behalf. You still manage the engineer’s day-to-day work, but the EOR handles all the paperwork. This includes:
- Drafting compliant contracts
- Running payroll in local currency
- Withholding and paying taxes
- Managing benefits and social contributions
- Staying updated with labor laws in each country
In short, you get the engineer, the EOR takes care of compliance.
Why Use an EOR for Hiring Engineers?
- Speed: Start hiring in weeks instead of months.
- Flexibility: Test new markets without committing to a legal entity.
- Lower costs: Bundle HR, payroll, and compliance into one service.
- Less risk: Avoid misclassification penalties or legal disputes.
Hire a Software Engineer through Betternship’s EOR Model
At Betternship, we make this even simpler by combining EOR support with talent access.
- Access to vetted African engineers: Pre-screened for skills, experience, and remote-readiness.
- Fast onboarding: Engineers can start in as little as 2–4 weeks.
- Full compliance handled: Payroll, contracts, taxes, and benefits are managed through trusted EOR partners.
- Scalable model: Hire one engineer or a full team without setting up entities in multiple countries.
This means you can focus on building products, while Betternship ensures your hires are legally and financially covered.
Ready to hire top engineers without the hassle?
Book a free call with Betternship today and start building your team with vetted African professionals, faster and more cost-effectively.
Frequently Asked Questions
1. What is the best way to hire a software engineer?
The best way is to define your role clearly, use multiple sourcing channels, and assess candidates with real-world projects. Many companies also hire internationally through an Employer of Record (EOR) to save time and reduce compliance risks.
2. How much does it cost to hire a software engineer?
Costs vary by region and skill level. In the US or Europe, salaries can reach $80,000–$120,000 annually. In Africa, companies can hire vetted engineers at 25–40% lower costs, with no compromise on quality.
3. What skills should I look for in a software engineer?
Technical must-haves depend on the project (e.g., Python, React, AWS). Soft skills like communication, teamwork, and adaptability are equally important, especially in remote teams.
4. Can I hire software engineers remotely?
Yes. Remote hiring is now standard. You can manage global engineers directly or through an EOR that handles payroll, taxes, and contracts. This avoids setting up legal entities in each country.
5. Why use an Employer of Record (EOR) for hiring software engineers?
An EOR makes global hiring faster and safer. They act as the legal employer, handling compliance, payroll, and benefits while you manage daily work. This is ideal if you want to tap into international talent pools without legal complexity.
6. How does Betternship help in hiring software engineers?
Betternship connects companies with pre-vetted African engineers and partners with EOR providers to handle compliance.
You get skilled talent, lower costs, and quick onboarding, without the legal headaches.
Get started with us today!