From Local to Global: Hiring Strategies for Startup Tech Teams

Moqod
6 min readMar 23, 2023

Are you struggling to find qualified developers for your tech team? Well, you’re not alone. In fact, according to recent research conducted by our team of Moqod, 66.5% of Dutch startups and 56.1% of U.S. startups named the shortage of qualified developers as their main challenge.

This is a global issue, and it’s not going away anytime soon. With the increasing demand for tech talent, startups are finding it harder and harder to attract and retain top talent. So, what can you do to solve this problem? By expanding your search to a global scale, you’ll have access to a much larger pool of talented developers, and you’ll be able to find the best fit for your team.

In this article, we’ll explore a global approach to hiring and managing tech teams in startups. We’ll share some tips and tricks that have worked for us at Moqod and provide insight into how you can create a successful tech team, no matter where you are in the world. So, buckle up, grab your favorite cup of coffee, and let’s dive in!

Why Limiting Your Hiring Pool Can Hurt Your Startup’s Growth

It’s surprising that many companies struggling with the shortage of qualified developers are not expanding their hiring strategies to include a more global approach. As we discussed earlier, hiring globally can open access to a significantly wider talent pool of developers and allow for diversity in your team.

According to Moqod’s research, Dutch startups still prefer hiring locally, with 35.3% of them looking for employees within the Netherlands. While this approach can benefit startups looking to establish local connections and cultural familiarity, it can also limit the pool of qualified candidates available.

To expand their search, some Dutch startups require their employees to live in the European Union, with 20% stating this requirement. However, by considering candidates from a global pool, Dutch startups can access a wider range of talent and find the best fit for their team, regardless of their location.

American startups seem to be more flexible when it comes to location. 35% of respondents indicated that they don’t mind where their employees are located, while almost 25% prefer their employees to be based in the United States. Some startups also choose to hire in specific countries like Canada, Latin America, or India, depending on their specific needs and preferences.

So, what does this mean for you as a startup manager? It’s important to consider your own geographical preferences when it comes to hiring, but it’s also important to remain flexible. By limiting yourself to a specific location, you may be missing out on some incredibly talented developers who could be a great fit for your team.

At the same time, it’s important to take into account the logistical challenges that come with hiring globally, such as time zone differences, tax policies and communication barriers. By being aware of these challenges and having a plan in place to overcome them, you can create a successful global team that is able to work effectively and collaboratively, no matter where they are located.

Building a Strong, Multicultural Tech Team: Why It’s Essential for Startup Success

As a startup manager, you may have heard that creating a diverse team is important for success. And while it’s true that diversity brings a range of benefits to the workplace, there’s more to it than just hiring people from different backgrounds. To truly create a dynamic and inclusive work environment, you need to build a multicultural team.

Multiculturalism goes beyond just diversity in terms of ethnicity or nationality. It’s about supporting a workplace where team members’ work is valued and their background respected, without discrimination. When you have a multicultural team, you have the opportunity to tap into a range of perspectives, experiences, and ideas. This can help you approach challenges and opportunities in a more creative and innovative way.

Global hiring is an essential part of building a multicultural team. When you expand your search beyond your local area or country, you open yourself up to a world of talent. You can find candidates with unique experiences, skills, and perspectives that can help your startup thrive.

The benefits of a multicultural team far outweigh the challenges. An international team can help you better understand and serve your global customer base and bring a fresh perspective to your startup. It can also help you attract and retain top talent, as people are more likely to stay in an atmosphere where they feel valued and respected. In a competitive job market, candidates are looking for more than just a paycheck. They want to work for companies that share their values and prioritize diversity and inclusion. By building a diverse team, you’re more likely to attract talented candidates who are passionate about working in a diverse and dynamic environment.

Navigating the Pros and Cons of Global Hiring for Your Startup

Managing a global tech team can bring many benefits to your startup, but it also comes with its fair share of challenges. According to Moqod’s research, poor communication, time tracking, and productivity monitoring were among the biggest issues reported by survey respondents. Mitigating developer burnout, cultural differences, security risks, compatibility with corporate culture, and overlapping time zones were also cited as challenges.

One of the biggest issues in managing a global tech team is communication. It could be difficult to find a communication method that works for everyone when team members are stretched across different time zones and cultures. Additionally, language barriers can cause misunderstandings and slow down productivity. Managers need to make sure they have a clear and efficient communication plan in place to ensure that everyone is on the same page.

Another challenge is time tracking and productivity monitoring. When team members work remotely, it can be difficult to track their progress and guarantee that they are meeting their goals. Managers need to find effective ways to monitor productivity, such as setting clear deadlines and using project management tools.

Preventing developer burnout is also a challenge when managing a global tech team. When team members work from home, it can be easy for grey lines to appear that blur work and personal life, leading to burnout. Managers need to make sure that team members are taking breaks and getting enough rest to prevent burnout.

Cultural differences and compatibility with corporate culture are also significant challenges. When team members come from different backgrounds and cultures, it can be challenging to create a cohesive team culture that aligns with the organization’s values. Managers need to be aware of these differences and work to create a welcoming and inclusive environment for everyone.

Finally, security issues and timezone overlap can create additional challenges for managers of global tech teams. Managers need to ensure that their team is following best practices when it comes to data security and that team members are aware of the potential risks of working remotely. Additionally, timezone overlap can make it difficult to schedule meetings and collaborate effectively.

Overall, managing a global tech team comes with a unique set of challenges. However, by being aware of these challenges and implementing effective strategies to overcome them, managers can create a successful and cohesive team that drives innovation and growth for their startup. One helpful tip that I would share is outsourcing software development, even partially, and working closely with your contractor to address and navigate these challenges together.

How Moqod Navigates the Challenges of Remote Team Management

At Moqod, we have been working with remote teams for over a decade, and the pandemic only confirmed our approach to managing tech teams. In 2020 we understood clearly how to communicate with remote software developers. But all the rules of motivation make no sense while employees or their relatives are in a country where the war continues for a year.

I want to highlight that our experience working with Ukrainian developers, who are highly skilled and competent, has been particularly beneficial. We have also been able to contribute to Ukraine’s economy, which is a win-win situation for everyone involved. Still, we have software developers all around Europe, but working with Ukrainians gives us an exclusive experience of managing challenges.

While motivation is important, empathy takes center stage in such circumstances. Communication is key for us, and we stay in touch with our team regularly. We state our official company position on the war and regularly donate to support Ukrainians. This is not just to show solidarity but also important for our team because they see that we are not just concerned about our bottom line.

We also prioritize mental health and safety checks to ensure each employee is doing well and offer support when needed. These measures have helped us build stronger relationships with our team and create a cohesive work environment despite our challenges.

In conclusion, managing a global tech team can be challenging, but it is possible. With empathy, communication, and a willingness to adapt, startups can overcome obstacles and reap the benefits of a multicultural and diverse team to expand their market and become global.

Please note that the original article was written in Dutch by Slava Todavchich, the CEO at Moqod, for MT/Sprout. We have translated and published the article in English for the benefit of our readers.

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