Looking for a Ruby on Rails developer? So is everyone else.
Just look at these figures: as we’re writing this article, there are 31,880 job openings mentioning Ruby on LinkedIn; more than half of them have appeared in the last 30 days. Of these, a whopping 985 have been posted within the last 24 hours alone!
Of course, not all of them list Ruby as an absolute must. Indeed, a lot of these might mention it as a “nice-to-have” skill. Still, these numbers give you a good indication of how in-demand RoR developers are.
Given that you’ll also have to compete with Google, Amazon, GitHub, Shopify, Bloomberg, Airbnb, and other big names that continuously hire people with strong Ruby skills, how do you go about finding the right one for you?
There isn’t a single right way to finding a great Ruby on Rails developer in such a competitive environment. It’s a challenge that means coming to grips with a mix of recruitment сhannels. Here’s some of our best advice on how to attract the right Rails talent for your project.
This is where most companies start their quest for employees. Unfortunately for them (and fortunately for you), this is also where they stop.
Here’s why posting vacancies on job boards is great: large recruitment advertising websites will most definitely get your job opening seen. Simply Hired boasts an audience of 30 million candidates per month, Monster claims to have 2,800 jobs viewed every minute, and Indeed, “the world’s #1 job site”, has 180 million unique visitors per month.
On the other hand, posting an ad on a job marketplace means that you’ll be competing against thousands of other companies, all vying for the attention of qualified RoR developers. It’s easy for your company’s unique voice to be drowned out by the cacophony of other actors selling their positions.
Most job boards offer different solutions that will help you target the right candidates and staff your vacancies faster, but they come with a hefty price tag (the cost of LinkedIn’s Talent Solutions combined can reach into the thousands).
You’ll usually need to pay for the job ads as well, and prices will vary greatly depending on the platform you choose. Workable, a hiring software that posts your opening across multiple free job search engines and gives you a discount on the paid ones, has pricing plans starting from only $39 per month, while RubyInside, which, as the name suggests, will target just the audience you need, will charge you $499 per month for a single job ad.
Even if you shell out for premium placement on job sites, no one can guarantee that you’ll find the right fit for your project, especially if you’re looking for someone with a very specific background or skillset.
The bottom line: do use job boards but don’t limit yourself exclusively to them.
Ruby on Rails is known for having a vibrant online community, and there’s no reason you shouldn’t leverage it in your recruitment campaign.
Posts by both Ruby developers and those looking to hire them regularly appear on the Ruby on Rails: Talk mailing list, which has over 27,000 members.
There’s also a very active Ruby on Rails Q&A tag on StackOverflow and, for $495 per month, the world’s largest online community of developers will put your job ad on the radar of the hundreds of Ruby developers who flock to the website to have their coding questions answered every day.
The RoR community seems to be quite active on LinkedIn as well: there are currently 269 Ruby on Rails groups, the largest of them having 61,059 members. Why not try using those for your recruitment needs too?
Instead of waiting for Ruby developers to come to you, go to them!
Find out where your local Rails community hangs out, check out some events, and tell people about your company. Talented but unfulfilled Ruby developers may be wasting their skills on unchallenging projects all around you. Let them know you’re hiring and give them the opportunity to learn more about you and your company in person.
If you want to get a chance to network with the best of the Ruby on Rails community, don’t miss the chance to go to major Rails conferences. Here’re just a few for you to pick from: RailsConf (hailed as the largest gathering of Ruby talent), RubyConf, Ruby Conference Australia, Ruby on Ales, Bath Ruby.
At Ruby events, large and small alike, you’ll get the opportunity to not only spot potential candidates, but also build a stronger employer brand over time. That will significantly alleviate your hiring woes in the long run.
External staffing agencies can play a critical role in helping you find talent and can give you access to passive candidates you wouldn’t have found on your own.
In the tech industry, however, they aren’t quite as effective as you might imagine. As a rule, tech companies post job openings on their websites, and candidates are interested in talking to them directly, without any middleman.
A lot of companies also ask prospective candidates to send in a resume, allowing them to create giant databases of developers which they can then leverage when necessary. This means that the largest databases of tech talent are being created by tech companies rather than staffing firms.
A staffing agency could help you with finding senior management, but it will have a hard time competing with local companies when it comes to Ruby developers.
Given all this, working with a staffing firm might not be worth your time and resources, since you could probably reach the same candidates they offer without any help.
In many ways, hiring remotely is the best way to escape the tight competition for your local Ruby talent, especially if you need to hire a team.
With all the online communication tools available these days, there’s no reason why you should limit yourself to Ruby developers who happen to live in your city.
Leave your competitors to fight their local talent wars and tap into the vastness of the global talent market. It’s also good to keep in mind that hiring remotely often means saving money.
When it comes to remote staffing, one option might be to open your own office abroad without any third party involvement. In this case, you’ll have to repeat all the steps you would have taken in the local job market, but in a largely unfamiliar locale. Moreover, you’ll need to rent office space, tackle legal issues, and dig into how local taxes work; it’s a lot of work.
You could also work with a company like ours, which helps businesses set up remote development teams. In this scenario, you’ll be spared all the hassle related to setting up an offshore Ruby team independently.
We pre-select potential candidates from our database of Ukrainian developers based on your requirements, and then you personally interview and approve each member of your team. That’s pretty much it. No set-up fees, no need to learn the ins and outs of Ukraine’s tax laws. Your team is ready to start working within just 4-8 weeks.
The Ruby developers you hire with Daxx become an extension of your in-house team. The only difference is that they work from one of our comfy, fully-equipped offices in Ukraine. You manage them directly, while we take care of all the back-office hassle like payroll and HR.
We also help you build effective working relationships with your Ruby developers and maintain team loyalty using a number of best practices derived over 15 years of experience on the IT market.
The tech talent shortage is real, and it’s not going away anytime soon. Hiring has become a skill honed through the painstaking process of trial and error.
Many companies post their vacancies on job boards and try using staffing agencies to speed up the recruitment process. Others (our clients included) have enjoyed the benefits of working with remote software development teams.
Explore different hiring channels and their combinations, and you’ll definitely figure out what works best for you. If you’d like our help on this journey, don’t hesitate to contact us. And while we have you, why not check out the resumes of some of our Ruby on Rails developers currently available for hire?
Q. I'm only looking for 1 developer. Can you help?
Q. What if I want to expand my team to 20 people?
A. We have lots of big teams, so it's not a problem.
Q. We want developers with Agile experience. Do you do that?
A. We sure do. We even have an Agile consultant on staff.