01 / What will this person own?

Describe the work in outcomes. Instead of asking only for a list of technologies, explain the product area, the problems to solve and the decisions the developer will be expected to make. Separate requirements needed on day one from skills they can learn.

02 / What evidence will we use?

Agree the assessment criteria before reviewing applicants. Discuss a relevant past project, use a small job-related exercise when appropriate, and explain the process in advance. Give each candidate the same core brief and record the reasoning behind the decision.

03 / How will we work together?

Specify the hours that need to overlap, the tools you use and what requires a meeting. Make expectations for written updates, code review, escalations and response times explicit. Both sides should understand the rhythm of the team before accepting an offer.

04 / What does the budget include?

Clarify compensation, equipment, workspace, recruitment fees and ongoing support. Put the engagement scope and responsibilities in writing. Ask for specialist advice where needed on the arrangement you intend to use.

Read the salary comparison guide

05 / What happens in the first month?

Assign an onboarding owner. Prepare access, documentation and a manageable first task before the start date. Schedule early check-ins and define what a successful first month looks like. A clear beginning helps the new colleague understand how to contribute.

  • Before day one: equipment, access and an introduction schedule.
  • Week one: product context, team practices and a first task.
  • Weeks two to four: feedback, growing ownership and a shared progress review.
See our recruitment process