You might have a great idea for your own tech-oriented business and maybe you are an MBA to do it the long way. But without strong technical skills, you have to fill the gap first. That’s the point where technical co-founder comes.
The fact is that no investor will support a tech startup that has no technical skills. It would be risky. And if you are not looking for funding, you will need in-house technical experts very soon. Having CTO type is essential for your founding team.
It is challenging part that experienced developers, qualified candidates, and software engineers with project management skills are in high demand. They have many career opportunities. What is required to find and recruit a technical co-founder for your startup?
First of all, consider that you can have shortcuts instead of bringing on a technical co-founder. Do you want to learn and code yourself? If you have even a small stomach for that, it would take years and resist you from focusing on other business-related issues. Outsourcing your work or hiring a freelancer? That might prove fine for developing MVP, short for a minimum viable product, but is not good for the long term.
A technical co-founder will need to know why joining your business would be a great opportunity for him. Having an MVP can help in this matter. So can the perspective comes with “talking to potential customers, gathering requirements, researching competition and comparable companies in adjacent areas, testing your assumptions, gathering market feedback, and drumming up interest and momentum around what you are trying to do,” said by Run keeper founder Jason Jacobs. Finally, you will have to prove there is a demand for what you offer and market is also willing to pay.
Potential technical co-founders will also evaluate you. What do you bring to the front? You should make an attractive case that your skills, experience, vision, and connections help to make a successful startup for you. Even if you are not a professional programmer, you must be tech-savvy as much as you become able to ask questions and participate in the very intelligent conversation.
While finding qualified candidates, there are endless possibilities. You can connect with sites that match technical talent and entrepreneurs like co-founders lab or a startup or leverage the LinkedIn network. You should get out there and communicate with people through hackathons, community events, startup weekends, and industry conference.
While evaluating candidates, there are many things to consider. Do you trust them? Are they good in terms of ethics, work, commitment, and vision? What about their technical skills? A recruiter can solve this all but is also cost-prohibitive. Rather, search for a technical advisor – having the right experience – is willing to work for some equity – and to help with interviews and make some recommendations.
Before committing to a candidate, or candidate commits to you, there should be defined roles. Marty Zwilling wrote, “Agree on role assignments early. The last thing you need after all this work is partners stepping on your toes. Make sure you all agree on what you know, what you are good at, and what responsibilities are assigned to each. Get this in writing as a standard prenuptial.”