August 9, 2023

How to find a seasoned software development engineer for your project

best countries for IT outsourcingit outsourcingsoftware development

Updated on 03.03.26

As businesses across the world seek to stay competitive in an ever-changing technological landscape, finding the right software development engineer for a project has become a top priority for many businesses. However, a shortage of skilled human resources and a fiercely competitive job market makes the search for good talent a daunting task.In this article, we’ll explore the depths of finding the perfect software development engineer from various platforms, marketplaces, and social media to collaborate with outstaffing agencies. Whether you’re a startup or a large enterprise, these tips can help you build a strong team of software development professionals who can take your business to the next level.The information is grounded in the day-to-day hiring and delivery reality MWDN works with, and the practical approach shared by Vitalii Vystavnyi (Managing Partner) and Mykhaylo Merkulov (COO). What to screen for, where good engineers actually show up, and how to avoid “strong CV / weak outcome” hires.

What is on the software development market in the world: How bad are human resources shortages?

The software development market has been growing rapidly in recent years, driven by the increasing demand for digital products and services. However, the tech talent shortage is the most significant barrier to adoption for 64% of emerging technologies. The lack of skilled software developers is observed in many parts of the world.While the number comes from Gartner’s earlier emerging-tech survey, the underlying pattern remains: skills availability is still one of the fastest blockers for adoption when teams can’t hire the right profiles in time.According to the Accelerance report, the challenge of recruiting with the right skills is the challenge to 53% in software development. It is followed by retention (46%) and keeping the employees engaged (43%). Moreover, there is a significant gap between the demand for software developers and the number of qualified individuals available to fill those positions. This shortage is especially acute in certain areas, such as cybersecurity and big data, where specialized skills are required.

The shortage of developers is also contributing to an increase in salaries and competition for top talent. Many companies are offering attractive compensation packages and perks to attract and retain developers, including remote work options, flexible schedules, and training and development opportunities. Overall the shortage of skilled developers is creating challenges for companies looking to build and maintain their digital products and services. This is likely to remain a major issue for the foreseeable future, as demand for skilled and experienced software developers shows no signs of slowing down.The shortage hasn’t disappeared – it’s shifted. Employers still report difficulty filling roles (ManpowerGroup’s 2025 survey shows 74% struggle to find skilled talent), but the hardest part is now “right skills + right ownership”. Teams pay more for engineers who can operate across product scope (system thinking, security, and reliability), and who can work well in async, distributed environments, not just write code fast.

What are the Ways to Find a Software Development Engineer?

Option 1. In-house hiring

In-house hiring is one option for finding a software development engineer. This involves advertising the job opening within the company or on job search websites and conducting interviews with candidates to evaluate their technical skills, experience, and cultural fit. In-house hiring can be advantageous because it allows the company to assess candidates in person and tailor the job requirements to fit the specific needs of the organization. It also helps to build a sense of community and shared values within the team.However, in-house hiring can be time-consuming and costly, particularly if the company does not have dedicated HR professionals. It can also limit the pool of candidates to those who are actively seeking employment and may not attract the top talent that is already employed elsewhere.In order to make the most of in-house hiring, companies can improve their recruiting processes by streamlining the application and interview process, building a strong employer brand, and providing a positive candidate experience. This is the only way to attract and retain top talent in a competitive market through in-house hiring.

Option 2. Traditional outsourcing

Traditional outsourcing is another way to find a software development engineer. This involves contracting with an external IT vendor to handle the development work. The company may be located nearby or overseas and can provide a team of developers with the necessary technical skills and experience to complete the project.Traditional outsourcing can be advantageous because it allows companies to access a pool of talent that they may not have in their region. It also helps companies to reduce costs by outsourcing the work to countries with lower labor costs. In addition, outsourcing can help to speed up the development process and free up in-house resources for other tasks.However, traditional outsourcing also has its challenges. It can be difficult to manage a team that is located in a different time zone or culture, and communication issues can arise. Quality control can also be a concern, as it can be difficult to monitor the progress and quality of work being done by an external team. Intellectual property and security issues can also arise when sharing sensitive company information with an external team.In order to make the most of traditional outsourcing, it’s important to establish a strong working relationship with the outsourcing team and HR partner to foster an atmosphere of collaboration and shared goals right from the jump-off start.

Option 3. Staff augmentation

Staff augmentation, aka outstaffing, is a new savvy way to find a software development engineer. This involves hiring a temporary contractor to work on a project, typically for a set period of time. The contractor is typically hired through a staffing agency or recruitment firm and is often a highly specialized expert in a particular area of software development.Staff augmentation can be advantageous because it allows companies to quickly and easily access specialized talent that they may not have in-house. It also allows companies to scale their workforce up or down as needed without the long-term commitment of hiring a full-time employee.However, just like with traditional outsourcing, in outstaffing, it is equally important to immediately establish clear expectations and goals for the project and to foster open communication and collaboration between the contractor and in-house team members. The biggest challenge with outstaffing is also finding the right contractor with the necessary technical skills and experience. To make the most of staff augmentation, companies should work with a reputable staffing agency or recruitment firm that has a strong track record of identifying and placing highly qualified contractors. Having more than 20 years on the market, MWDN gradually moved from traditional outsourcing to outstaffing as a more agile and acknowledged model among customers. The proven record of our customers consists of more than 50 staffed companies and more than 200 successful projects implemented.

Where to Look for a Software Development Engineer: Which Countries Offer the Best Human Resources?

There are many countries with talented software developers. The best spots to look for a software development engineer have a variety of characteristics, including the specific technical skills and experience needed, the company’s budget, and its preference for working with developers in a specific time zone or location. Ultimately, the choice depends on the particular needs and preferences of the company. However, there are some countries that are generally known for having a strong pool of software development talent.

1. Ukraine

Ukraine has emerged as a popular destination for outsourcing software development due to its large pool of highly skilled developers and relatively low labor costs. Ukrainian developers are known for their strong technical skills, particularly in areas such as Java, .NET, and front-end development. They are also known for their rich experience working with cutting-edge technologies. In addition, Ukraine is in a favorable time zone for working with clients in Europe and the United States, which has helped to make it a convenient location for outsourcing and staff augmentation. Also, Ukraine has a cultural affinity with many Western European countries, which has helped to foster strong working relationships between Ukrainian developers and clients in these countries.Disadvantages of hiring in Ukraine: Ukraine is one of the most popular destinations for outsourcing software development, offering high-quality products and professional expertise. The only potential drawback to hiring software development engineers in Ukraine today is obviously the war. Even though Ukrainian IT infrastructure was hardly affected by the war, it continued functioning steadily with practically no losses in contracts.

2. Poland

Poland has a strong tradition of technical education, with many universities offering programs in computer science and engineering. This has helped to create a large workforce of high-quality software developers, particularly in the areas of Java and .NET development. Poland also offers a lower cost of living compared to many other countries in the European Union, which translates to lower labor costs for software development. Poland is also a great destination in terms of language proficiency, with English being widely spoken in the country. This has made it easy for Polish developers to work with clients in English-speaking countries.Disadvantages of hiring in Poland: There are not so many disadvantages to hiring in Poland. However, the technology industry there is extremely competitive, and thus, turnover rates can be high.

3. Canada

Canada has a high quality of life, which has helped to attract and retain top talent in the technology industry. Canada’s combination of technical expertise, cultural affinity, and strong government support has made it an attractive destination for software development. Canadian developers are known for their strong technical skills. They typically work with cutting-edge technologies, particularly in areas such as artificial intelligence, machine learning, and data science. Canada also has a cultural affinity with the United States, which has helped to foster strong working relationships between Canadian developers and clients in the United States.Disadvantages of hiring in Canada: While the cost of outsourcing to Canada is generally lower than hiring in-house staff in North America, it is still more expensive than outsourcing to countries such as India or the Philippines. Also, depending on the location of the company outsourcing work to Canada, time zone differences may be a challenge. This can result in delays in communication and coordination.

4. Brazil

Why_Brazil_is_a_good_place_for_hiring_tech_talent

Brazil is another attractive destination for outsourcing and staff augmentation. The country has a growing pool of skilled software engineers, particularly in the areas of web and mobile development. Brazil offers a lower cost of living compared to many other countries in the region, which translates to lower labor costs for software development. Portuguese is the official language of Brazil, which has made it easy for Brazilian developers to work with clients in Portuguese-speaking countries as well as English-speaking countries. The Brazilian government has provided support for the growth of the technology industry, including offering tax incentives for research and development.Meanwhile, Brazilian cultural affinity with many countries in South America has helped it to foster strong working relationships between Brazilian developers and clients in these countries.Disadvantages of hiring in Brazil: Among the problems of hiring in Brazil are high turnover rates in the country, which can result in a loss of knowledge, skills, and experience, which can be detrimental to a project. Unluckily, Brazil also has complex and ever-changing labor laws and tax regulations, which can be difficult to navigate for foreign companies. Thus, hiring a team in Brazil may require legal and accounting expertise.

5. India

According to the GitHub survey 2022, there are almost 10 million software engineers in India, and they mostly work with web and mobile development. India has a lower cost of living compared to many other countries and, accordingly, can offer lower labor costs for software development. English is widely spoken in India, which has made it easy for Indian developers to work with clients in English-speaking countries. Disadvantages of hiring in India: There can be several disadvantages to hiring software development engineers in India. Among them are the problems of ensuring quality control. Quality standards can vary widely in India, and there may be a lack of consistency in the work produced. Also, India’s infrastructure can be inadequate, especially in smaller cities and rural areas, which can lead to slow internet speeds and power outages, affecting the development process.

Tips on how to find a software development engineer globally

1. Use LinkedIn

LinkedIn is one of the most popular platforms for professionals in the software development industry to connect and network with each other. By using the platform’s search filters and tools, you can easily find software development engineers who have the skills, experience, and qualifications that you are looking for. Additionally, you can also use LinkedIn to reach out to potential candidates, share job postings, and build relationships with top talent in the industry.In 2025–2026, LinkedIn works best when paired with proof signals. For example, GitHub/portfolio links, specific project writeups, and short async screens that validate communication, not only technical keywords.LinkedIn Recruiter | Demo

2. Get referrals

Referrals are another good way to find a software engineer. In fact, many companies prefer to hire through referrals because it is often a more reliable way to find qualified candidates. When you ask for referrals, you can tap into your network of contacts, colleagues, and industry connections to find people with the skills and experience you are looking for. These referrals can come from current or former employees, business partners, or even friends and family members. By leveraging your network, you can find high-quality candidates who are already trusted by people you know and respect. Additionally, candidates who are referred by someone they know are often more likely to be interested in the job opportunity and more likely to be a good fit for your company’s culture.

3. Explore hiring marketplaces

Hiring marketplaces can be a good way to find a software engineer. Hiring marketplaces are online platforms that connect employers with job seekers, and they can offer a variety of benefits like access to a large pool of candidates, pre-screened candidates who meet certain qualifications or have relevant experience, and lower costs. However, it’s important to note that all hiring marketplaces are different, and you should do your research to find a reputable platform that meets your needs. Additionally, it’s important to thoroughly vet candidates that you find through a hiring marketplace to ensure that they have the skills and experience you need for your software development role.

4. Developer communities and open-source signals

Strong engineers often show up where they build in public: GitHub, technical communities, conference talks, niche Slack/Discord groups, and long-form engineering posts. Even a small trail (a repo, a PR, or a technical write-up) can tell you more than a “10 years of experience” line.

5. Outstaffing Agencies

Outstaffing agencies are companies that provide remote teams of software development engineers, designers, and other tech professionals to businesses in need of their services. Cooperation with these agencies can offer a number of benefits, such as:

Access to a pool of highly skilled talents who have been pre-vetted and selected for their expertise and experience.
Flexible staffing allows you to quickly scale up or down as needed.
Reduced administrative burden: HR professionals and other dedicated members of outstaffing agencies take care of administrative tasks such as payroll, taxes, and benefits, which can save you time and money.
Outstaffing agencies also provide cost-effective solutions, as you only pay for the services you need and avoid additional expenses associated with hiring a full-time employee.

However, it’s important to do your research and select a reputable outstaffing agency with a proven track record of delivering quality software development services. You should also be clear about your project requirements and communicate your expectations clearly to ensure that you get the desired results. The vast experience of MWDN allows you to carefully plan all project nuances and get the best talents in the required domain in the shortest time. In our recent article, we talk about the process of cooperation with MWDN from the first contact to the conclusion of the contract and the final result.

Key considerations for hiring a skilled software engineer

When hiring a software development engineer, there are several important factors to consider to ensure that you find the right candidate for your needs. Here are some key things to look for:

Technical skills: The candidate must have the technical skills and experience needed to do the job. Look for candidates who have experience with the programming languages, tools, and frameworks your project requires.
Problem-solving abilities: Software development engineers need to be able to solve complex problems and troubleshoot issues. The candidate should have a track record of solving challenging technical problems and have a strong ability to think critically.
Collaboration and communication skills: Software development is a collaborative effort, so the candidate must have strong collaboration and communication skills. Thus, a candidate should be able to work effectively with others, can communicate their ideas clearly and effectively, and can adapt to changing requirements.
Attention to detail: Small mistakes can have big consequences in software development. Software development engineers should have strong attention to detail and can write clean, well-documented code.
Experience with agile software development: Many software development projects use Agile methodologies to manage the development process. Look for candidates who have experience with agile software development and can work effectively in an agile team environment.
Cultural fit: The candidate’s work style and personality should be a good fit for your company’s culture. Ideally, our future employees should share your values, have a positive attitude, and are motivated to do their best work.

What “seasoned” means in 2025–2026:

Ownership after release: can they support, debug, and improve what they ship (not just deliver a PR)?
System thinking: tradeoffs, scalability, and data/security basics for your product type.
AI-assisted workflow (with judgment): uses AI tools to speed up routine work, but validates outputs, tests changes, and protects sensitive data.
Async clarity: writes clean updates, decisions, and docs so a distributed team doesn’t stall.

Why MWDN is the best place to find a software development engineer for your project

With access to the top talent on the planet, MWDN is a respected outsourcing and outstaffing company worldwide. We carefully create the partnership strategy to draw from our talent pools in Ukraine, Israel, Poland, and other countries. For this solid time on the market, MWDN has created a large number of successful products and sophisticated technology solutions for our clients from various industries.Companies who use MWDN as their outstaffing provider benefit from:

150+ experts in more than 20 different technology fields
High seniority of tech experts
The most flexible hiring method with an 87% retention rate, active involvement in the recruiting process, and visibility and control over the project’s direction
60% labor cost reduction without sacrificing quality

We concentrate heavily on individualized strategies developed for each client. When it comes to staff augmentation initiatives, there is no one-size-fits-all approach, and we always concentrate on what every client will win from the augmentation strategy. Contact us to explore the possibility of fast and stress-free hiring.