Hiring your first engineer: a founder's checklist

Your first engineering hire shapes your product and culture more than almost any hire that follows. Get the groundwork right before you start interviewing.

Define the problem, not just the title

"Full-stack engineer" tells a candidate nothing. Be specific about what needs building in the next six months, and what skills that actually requires.

Decide how much ownership you're offering

Early hires want more than a task list. They want a say in architecture and direction. Be upfront about how much autonomy comes with the role.

Get your interview process in order

• ▸Keep it to 2–3 rounds. Long processes lose good candidates to faster-moving companies.
• ▸Test real skills with a short, paid task instead of a generic take-home.
• ▸Make sure one conversation is about culture fit, not just code.

Be ready to sell, not just screen

Strong engineers have options. Be clear about your vision, your traction, and why this role beats the others on their table.

Know when to bring in help

If you don't have a technical co-founder, a specialist recruiter can save you months of trial and error, and help you avoid an expensive mis-hire.