When you want to build any software, if it’s not a small project, the likelihood is that you will need some help.
Finding that help is a challenge, especially if you don’t know anyone super tech-savvy.
If these seem appealing, you likely need to hire staff.
If not handled with care, they can cause many problems, which can leave a footprint on your company for many years to come.
If hired and managed correctly, they can significantly benefit your company.
Knowing how to do this properly takes decades of software development experience.
Below, I will share my hard-earned experience to help you avoid some of my mistakes.
Having talked to many recruitment agents over the years, when looking at potential candidates, the higher the number of years of experience, the higher the salary demanded.
I felt I wanted someone with four years of experience; however, I gasped at the associated salary.
To justify hiring on the cheap, I started to tell myself stories like;
The partnership we had with the publisher of our game was in jeopardy as they felt that the artwork in the game fell short of their expectations.
I arranged a meeting, scared I would lose the deal. I drove for 3 hours to meet them in person, face to face.
I found that they were indeed thinking of cutting us from their repertoire of games because of this.
Additions to the game were taking longer and longer to implement.
Fast forward a couple of years later; I set out to launch a sequel to the game, but I found out the codebase would have to be rewritten to support the new features I had planned, making it an immediately more costly development in more ways than one.
As the publisher was not happy with the art quality, I decided to focus on skill instead of price and hired the best artist I could find.
It wasn’t cheap, but they decided to keep us on because of the new talent joining us.
Deciding on skill shopping instead of price shop saved my publishing deal:
The overall quality of your software matters, starting at the idea down to the most exemplary implementation.
Don’t overlook anything.
Put someone in charge of hiring a discipline that they are experts in themselves, e.g.;
At a minimum, you need to have basic knowledge of the subject matter in the first place:
Next, whoever is recruiting needs to be given detailed information about what the candidate will be doing; a job spec can communicate this. Please share it with various team members for their valuable feedback.
Be clear on what you want by identifying the skills you need and writing a detailed requirements document (job spec).
Be prepared to examine the candidates via technical tests you have prepared.
The examination requires you to have a rather deep and relevant technical understanding of the role in question, even more so if no one on your team knows the project’s requirements and has no necessary skills to do so correctly.
This is ultimately up to you. However, I hope I have shed some light on some of the experiences I’ve had over the last ~20 years in software development using recruitment agents, so you can make a more informed decision on who to choose.
Below I provide my own personal list of recruitment companies that I have painstakingly created over the years, with regards to Unity workloads.
I hope it helps the Unity Developer ecosystem as a whole and I thank the developers at Unity themselves for creating this amazing software in the first place.
In no particular order.