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A step by step guide

I recently found a way to hack the developer recruitment process using simple emailing techniques. After using this technique to find dozens of developers matching exactly the mindset, the skills and the culture of companies I built and worked for, I decided to wrap up this process and share it with you. There is a massive misunderstanding between developers and companies and it is your role as a recruiter to understand and adapt to programmers needs and ways of communicating.


Understand developers’ mindset

Is there a developer shortage? No. There are more than enough developers available to work on your project or company.

Companies’ perspective

There are many high skilled developers working only as contractors. Having them working for you can be a solution to achieve short term goals but freelancers’ services are often more expensive compared to having someone internally. The other issue about contractors is that they are not aware of your company’s culture and will work only on the exact tasks you asked them to. A developer working in your company will find ways to solve problems in a more efficient way because he can see the big picture. Moreover, contractors require extra attention. You will have to guide them step by step and write clear technical specification (specs) if you don’t want to waste time and money.

Another issue that companies might encounter while recruiting a coder is skill and culture matching. A developer can obviously learn any programming language (you too😉) but high skilled developers tend to have their preferences and their expertise. A backend developer (PHP, NodeJS…) will not be efficient or will not be enthusiast about working on a platform or an app requiring a lot of frontend efforts at the beginning. You may also expect your first developers to have some managing skills. However, not all developers are interested in spending time on project management, but they might excel at development itself. You should also consider your company’s work environment. Because developers are constantly solicited for new opportunities, they may leave you for a work environment more suitable for them. To identify if a programmer is suited for your company, you must spend time exchanging with him, preferably in an unformal way.

Developers’ point of view

Developers are tired of receiving job offers that aren’t job offers but charity work. If you want to be taken seriously in the developer’s world you can’t ask them to work for nothing. In the case of recruiting a co-founder/CTO, you can’t offer them to work on the project alone. Prove that your project has traction, that you started by doing anything that was in your power to get it off the ground. Instead of waiting to have an MVP, you can start gathering email addresses on a WordPress website and build a community around your idea while the development is going on. Developers are high-skilled employees and companies often underestimate the competencies needed for a specific work. To set an accurate remuneration for your job offer, you should be able to differentiate the different expertise levels. As an example, there is huge salary gap between a junior Web integrator (HTML, CSS, basic JavaScript) and a Senior Swift developer.

Finally, developers are very selective. They can be looking for technical challenges, a meaningful project or even a great work environment. In any case, you must sell your job offers according to what developers value the most among all the assets of your company.


Be proactive about it

Those many friction points result in the fact that many programmers decide to work for themselves. The remaining ones know that working on site is more valuable for companies and will take advantage of the situation.

As a recruiter, I first started to exhaust all the job posting platforms available on the web. After spending time and money, I earned only a few post views and very occasional unrelevant applications.

What happened later is that I learnt how to code. I started to discover the Tech world.

My first wish was to get at least the ability to exchange with developers and tell them more about me, my company and what it is like to work with us. I realized that there was a huge amount of developers willing to discover new projects and new people on GitHub. Many developers there, work for Open Source projects and are thrilled to work for you if you offer them to work on a project relevant for their ambitions and skills.

Being able to mail them was an incredible way to get a personal contact and share my enthusiasm and details about what makes my company special.

This technique was working. I saved money and started recruiting incredible profiles. However, it was very time consuming. I had to check profiles one by one and use some hacks to get email addresses. I spent up to 5 hours to get an email list of 100 developers matching my criteria.

This is why I created FindIT.

It allows anyone to find targeted developer’s email addresses for recruitment purposes.


Get started with FindIT

FindIT is crazy simple to use. In less than 2 minutes you get a list of targeted emails with developers ready to work for you.


Step 1 – Login with GitHub

Get started here and create an account on GitHub if you don’t already have one. 

Step 2 – Describe the developer you are looking for

 Start looking for developers in your city or country with the skills required for your project. 

Step 3 – Export the desire amount of emails 

Choose the number of leads you want to export and get a target email list with developers’ name, email address, exact location, biography and more!



That’s it! You are now all set to send awesome emails to your favorite developers and recruit the perfect one for your project 🙂 


We will see in the next blog post how to write the perfect emails for your emailing campaign. 

Please leave a comment or drop me an email at contact[at] to let me know if you managed to make this hack work for you. 

Unfair advantage alert

This hack won’t last forever, try it now

Get target developers emails with FindIT!