Hiring quality developers is currently one of the biggest challenges IT companies face. The market is competitive, the best talent is often already employed (or contacted daily by recruiters), and one mistake in the hiring process can cost a company time, money, and team trust. As an IT recruitment agency that connects companies daily, we’ve identified the 5 most common mistakes employers make when hiring developers – and tips on how to avoid them.

 

 1. Poorly Defined Position

Where’s the problem?
A job description that’s too vague, disconnected from real tasks, or full of buzzwords without clear responsibilities confuses candidates and attracts the wrong profiles.

Example: “We’re looking for a full-stack developer with experience in modern technologies” – without additional info on the tech stack, project type, or team size.

How to avoid it?

• Clearly define the technologies the candidate should know (e.g., React, Node.js, PostgreSQL).
• Describe the type of project, team goals, and what’s specifically expected from the new hire.
• Include real challenges the developer will face – authenticity attracts the right candidates.

 

 2. Long and Complicated Selection Process

Where’s the problem?
Multiple interviews, tasks that take hours (or days), weeks of waiting for feedback… All of this can turn off even the most motivated candidate.

How to avoid it?

• Limit the selection process to a maximum of 2–3 steps.
• Use efficient technical tests that simulate real-world tasks instead of “algorithm puzzles.”
• Provide quick and clear feedback – even when the answer is negative.

 

 3. Focusing Solely on Technical Skills

Where’s the problem?
Many employers focus only on the technical CV and forget equally important soft skills: communication, teamwork, proactivity…

How to avoid it?

• Ask questions that explore the candidate’s thinking process, ability to work in a team, and adaptability to change.
• Consider how well the candidate fits your team’s culture – sometimes an average developer with a great attitude is a better choice than a technical genius who doesn’t fit in.

 

 4. Underestimating the Importance of Employer Branding

Where’s the problem?
Companies without an online presence, weak LinkedIn profiles, or bad reviews on platforms like Glassdoor will struggle to attract top talent.

How to avoid it?

• Build a transparent employer brand: highlight your values, work culture, and benefits.
• Encourage team members to share their experiences.
• If you’re working with a recruitment agency, give them an authentic insight into your company atmosphere – it’s the best bait for the right candidates.

 

 5. Ignoring Input from Your Own Tech Team

Where’s the problem?
Sometimes management or HR leads the process without involving the technical team that will actually work with the new developer. This often leads to mismatched expectations.

How to avoid it?

• Include lead developers or tech leads from the job ad writing phase.
• Let them participate in interviews, technical task evaluations, and decision-making.
• Their perspective will help you hire someone who truly fits the team’s needs.

 

Hiring developers isn’t just a technical process – it’s a strategic decision that directly impacts your project’s success. Small mistakes can have big consequences, but with the right approach (and expert support), they’re easy to avoid.

If you’re looking for a partner who understands the IT market, Ambacia is here to help – precisely, quickly, and with results.

Reach out and start the conversation: www.ambacia.eu

 

How Ambacia Helps Companies Avoid These Mistakes

At Ambacia, we know that hiring developers isn’t just a matter of filtering CVs – it’s a strategic search for the right people who will build your product, your technology, and your future. That’s why we approach each client individually, understanding the challenges behind each open position.

Here’s how we help companies avoid the most common mistakes when hiring developers:

 1. We Expertly Define the Position with You
We don’t allow job ads to be generic. Our team:

• Conducts an initial technical and business interview with you to understand the team’s real needs.
• Helps create a clear and precise job description that attracts the right candidates.
• Advises you on realistic expectations aligned with the market.

 Result: Fewer “wrong” applications and faster arrival of the ideal candidate.

 2. We Optimize the Selection Process
We don’t send you a “pile of CVs.” Our process includes:

• Pre-selection of candidates, checking both technical and soft skills.
• Agreement with you on the most efficient number of selection steps – often, one technical and one culture interview are enough.
• Guidance on tasks, feedback, and response speed.

 Result: Quality candidates stay engaged because they’re impressed by the speed and professionalism of the process.

 3. We Don’t Just Look at the Technical CV – We See the Person Behind It
Our recruitment team uses structured interviews and practical checks to assess:

• Candidate motivation – not just whether they can work, but whether they want to work with you.
• Soft skills – communication, team dynamics, thinking style.
• Culture fit – how well the person will integrate with your team, culture, and way of working.

 Result: Long-term hires and more satisfied teams.

 4. We Build Your Employer Brand (and Present It to Candidates)
First impressions matter, and we make sure that:

• Every candidate coming through us gets accurate, positive, and attractive information about your company.
• We advise you on how to boost your visibility as an employer (e.g., through LinkedIn, blogs, employer branding).
• We present you as a technically relevant and stable company – which is crucial in today’s market.

 Result: Quality candidates recognize your company as a desirable employer.

 5. We Involve Your Team – Without Wasting Their Time
We know how valuable developers’ time is. That’s why:

• We prepare you and your tech team for interviews: clear guidelines, structured questions, focus on the essentials.
• We handle all communication with candidates, negotiations, and administration – so your team can focus on core work.
• We offer post-hire support: regular check-ins with you and the candidate to monitor adaptation and satisfaction.

 Result: Alignment on all sides and reduced risk of mismatches.

 

 Conclusion: Ambacia is More Than a Recruiter – We’re Your Hiring Partner in IT

Our mission is simple:

To connect you with the right developers who match your culture, technology, and vision.

If you are:

• Tired of poor applications and unsuitable candidates
• Lacking time to manage the entire hiring process
• Looking for an agile, technically literate partner who understands both people and code…

 

Get in touch – the first step is a short conversation, and it can lead to a big change.

Contact us via our website or send an email to [email protected]

 

 (FAQ)

1. Why do we even need an IT recruitment agency like Ambacia?
Because you save time, energy, and money. We bring you already vetted, motivated, and relevant developers, with market knowledge that helps you hire faster and smarter.

2. How quickly can you find suitable developers for our team?
On average, the first candidates arrive within 5 to 10 business days from the start of cooperation, depending on the profile you’re seeking and the complexity of the requirements.

3. Do we work together on the job description, or do you handle it?
We work together. You know your culture and projects, we know the market and how to present that to candidates. The combination of your and our knowledge creates a description that attracts the right developers.

4. Do you send us a lot of CVs to choose from, or only the best ones?
We only send you a shortlist of top candidates – already technically and culturally assessed. You only talk to those who truly make sense for your position.

5. What if we hire a candidate, but they don’t fit in?
We offer a guarantee period – if the candidate leaves or doesn’t meet expectations within the agreed time (e.g., 3 months), we reactivate the process and find a replacement at no extra cost.

6. What types of developer profiles do you cover?
We work with a wide range of IT positions, including:

• Frontend / Backend / Full-stack developers
• DevOps and Cloud engineers
• Mobile developers (iOS, Android, React Native)
• QA/Test automation specialists
• Data engineers, AI/ML profiles, and other specializations

 

7. Do you also help define salaries and benefits?
Yes, we have up-to-date insight into market salaries and can advise on what’s realistic to expect for a certain profile, aligned with your budget and competition.

8. Can we hire you for a single project, or do you only seek long-term partnerships?
Both are possible. We offer flexible collaboration models – from one-time hires to long-term partnerships with multiple hires per year.

9. Do you work only with companies in Croatia?
No. We work with clients across the CEE region and beyond, including DACH, UK, and Scandinavian markets. We cover both remote and onsite hiring.

10. How much does your service cost?
Our pricing model is transparent and based on a success-fee principle. Besides an initial small retainer fee that covers the costs of our recruiters – we charge only if you successfully hire a candidate we referred. The initial consultation and advice are free.