A common mistake organizations make is hiring developers. This is technology, right? That must mean we need developers.

Not really, no.

Developers are very important in technology, but they often represent the most outsourceable skillset. And in fact there are a number of ways that you’re better served by outsourcing development than trying to hire for it. Development requires a significant level of depth on the platform, extensive experience, and ever-evolving knowledge of best practices and lurking gotchas. 

If you’re trying to hire for this set of skills, let alone support, manage, or monitor its level of quality, you’re probably getting yourself in over your head. Now it’s on you to make sure this developer has the time, resources, and motivation to stay on top of the ever changing realms of their particular skillsets. Meanwhile you will likely become beholden to the platforms and preferences of your chosen internal developers, regardless of their objective merit as technology evolves. This approach can lead to some short term victories, but it very commonly leads to long term pain and instability.

In fact advanced technical development is the skillset that external firms are BEST equipped to provide. It’s what they do all day, every day. Engage the right external experts, and give them the right level of partnership, and you’ll be in a much better position.

So what skillsets should you be hiring? 

First and foremost you need Product Managers, who are the strategic synthesizers, informed diplomatic communicators, and skilled shepherds of your high quality technology efforts. You may be able to outsource some pieces of the puzzle, but you can’t outsource the brains of your technology operation, and your product managers are the improver personalities who are ultimately responsible for the sustained greatness of your platforms. When you’re hiring, start here.

And when it comes time to expand your efforts, you would be well served to focus on flooding the zone with training and support. There is rarely a more highly leveraged technology investment than having someone on staff who is an intuitive trainer, has a knack for proactive and gracious user support, and excels at person-to-person communication.  

Is this in line with your organization’s assumptions when it comes to staffing your technology platforms? If not, you’re probably hiring for the wrong thing.