How To Hire And Keep Web Developers

In this blog post I write about some key lessons I’ve learned regarding how to hire and keep web developers.


If you are in the same position I am, you spend a lot of time hiring and keeping web developers.  If you have done this for any length of time you know just how hard it is.   I don’t think there is a tougher industry to be recruiting and leading in today.

The demand for web developers is extremely high and it just keeps growing.  I’ve tried every strategy I can think of to find talent and I’ve come up with some realizations that I’d like to share with you.

Before I move forward, I have to suggest that you read ‘Good To Great’ by Jim Collins. Pay particular attention to chapter 3 where he writes about putting the right people on the bus.

Don’t hire the smartest people you can find.  Yeah, that’s right, I said it.  The success of your business will not depend on the collective IQ if your team.  Where’s the proof?   Think about 95% of startups that fail even though they are filled to the brim with ridiculously over paid geniuses.  Of course your team members need to be smart (enough).   But, as long as the are in the  intellectual ball park you should focus your hiring decisions on personality, attitude and motivations.

Take more time than you want to.  It takes more money and more time to build something when you have to keep re-hiring in the build process.  I personally don’t make an offer unless I’ve had at least 4 calculated interactions with a candidate.  The last meeting I have is social.  I take them out for dinner, and if they are married I invite their spouse.  Some people are surprised by this but I don’t want someone whose spouse doesn’t support them working for me.  I got this idea from Dave Ramsey’s latest book ‘Entreleadership’

Test all of your candidates… all of them!  After my first interview I have them do a hand-written test of the programming languages in which they will be developing.  In addition to that, after a follow-up hour long interview I have everyone perform a whole day of coding.  We give everyone the same task so we can compare all our candidates on the same base line.   When I tell recruiters this they generally cringe but since I’m not in the business of making recruiters lives easier, I don’t really care.  Which brings me to my next point.

Be cautious with recruiting firms.  The allure of recruiters is strong and I do use them but in limited doses.  Before signing with any recruitment company I ask them for blind resumes of candidates that I will have the chance to meet if I sign with them.  Their concern is for their business, which is getting people hired.  They are not concerned about the success of your business.

Do not pay top dollar.  Sorry guys, if you want to be part of my team you’re going to have to show me that it’s not just about the money.  I do strongly advocate paying people fairly according to their market value.   Still, if you think you can win the best people by buying them you’re going to end up with turn-over.   Nothing costs more than re-hiring.  A great way to measure someone’s market value is by using  Remember, if they are only in it for the money they will leave the minute someone offers them more.  Someone will always offer them more.

Treat people the way you want to be treated.  OK, this is a huge topic and it needs to be part of every interaction you have with everyone in your life.  Thus, if you want a motivated team that is loyal to the company and its mission, DO NOT say or do things that you would not like directed at yourself.  For a great podcast on this topic listen to this Entreleadership podcast titled ‘The Golden Rule In Business’.

Well I hope these tactics help you figure out how to hire and keep web developers.  The right team members make all the difference.  If you have other suggestions or insights from your own experiences please leave them in the comments below.

Happy hunting!

How To Create A WOW Experience


In this post I hope to shed some light on how to create a wow experience for your customers.

Many companies and business leaders talk about the concept of WOW but few, unfortunately, actually take the time to teach their customers or their staff what it means.  It really is more than just a word that sounds good and when you break it down a little you start to see how vital it really is.
One company that strives to master WOW is Zappos.  They define WOW as the following…

“WOW is such a short, simple word, but it really encompasses a lot of things. To WOW, you must differentiate yourself, which means doing something a little unconventional and innovative. You must do something that’s above and beyond what’s expected. And whatever you do must have an emotional impact on the receiver. We are not an average company, our service is not average, and we don’t want our people to be average. We expect every employee to deliver WOW.

Whether internally with co-workers or externally with our customers and partners, delivering WOW results in word of mouth. Our philosophy at Zappos is to WOW with service and experience, not with anything that relates directly to monetary compensation (for example, we don’t offer blanket discounts or promotions to customers).

We seek to WOW our customers, our co-workers, our vendors, our partners, and in the long run, our investors.”

Zappos have really hit the nail on the head with this description and I especially love how they talk about creating an internal culture of WOW.  For them, it’s not just about their customers, but they include vendors and co-workers.  Wouldn’t you love to work at a company that teaches your team members how to create WOW experiences for each other?… (now take 30 seconds to day dream about that… yeah that’s nice…)
So, I think this company is saying that the essence of WOW is that gap between expectation and experience.  Here is a simple process you can use to make sure that whatever you are creating strives to exceed expectations.
Make something you would use yourself.  
Take a look at  When you use this website you get the ense that the people making this amazing personal finance tool use it themselves and love it.   Their numerous accolades speak for themselves.
Solve a problem in an unexpected way.
The first example that comes to my mind is a great book by the guys at ’37signals’ entitled Rework.  These guys produced a business leadership book that deals with chapters a completely novel way.  That alone made me want to read it and I’m glad I did because I gained valuable ideas that I have implemented at my own workplace.
Excede expectations.
I would say that the master of this trait is Apple.  There is a reason that I’m writing this post on an expensive Macbook Pro and that I make all my calls from an iPhone.  I appreciate that Apple puts the time into the finishing touches like no other tech company I have seen.  It also explains why they have been setting all the trends since 2005.
So if you’re asking yourself, “how do I do this?” Try answering the following three  questions :

  1. What does a user expect when they encounter my product?
  2. What does failing to meet the users expectations look like?
  3. What does exceeding the users expectations look like?

For a great podcast on this subject check out

Well I hope this post helps shed some light on the concept of WOW, making it more that just a new trendy word in the business leadership world.  Now keep in mind, it’s probably not possible to make everything a WOW experience, but it should certainly be the norm within the main value offerings of any business.

Please let me know about any WOW experiences you have encountered in the comments below!