Full stack developer has become one of the most sought-after positions in the technology domain. A Full Stack Developer is capable of developing full-fledged applications (Web, mobile, or desktop). They understand both the front-end and back-end and know their way around servers, databases, APIs, MVC, and hosting environments among others.
There’s no easy way to become a developer—the struggle is real. And it’s even harder for some more than others. Women in Technology, for example, have the odds stacked against them.
Wee have made it our personal mission to help organisations improve the gender balance in Technology so that they can continue to thrive in an increasingly competitive, global marketplace. In partnership with leading organisations and top female talent we are finding ways to challenge the status quo and help organisations achieve tangible results from their efforts to improve gender diversity.
Katie Boland, Head of Front End Engineering at Pricewaterhouse Coopers took part in our blog series to share her success stories, career-defining moments and what advice she would give to another female looking to pursue a similar career within Development.
Speaking to Full Stack Developers every day and listening to their stories, we know what they are looking for in their next career move. Below are some guidelines you should follow if you want to hire an outstanding female full stack developer talent.
How to hire the best Female Full Stack developer?
- Reduce the dependency on a resume as much a possible. When it comes to technical skills, resumes are usually not a true indicator of the technical skills of a developer. The role of a resume ends with the sourcing of candidates. While scanning a resume don’t just look for relevant experience.
- Also look for other indicators of a good programmer such as contribution to open source, exposure to various technologies and previous projects. If you have an alternative mechanism for sourcing candidates like sourcing from Github, it is much better.
This is the most crucial step in your hiring process. How you assess the candidates determines the quality of the hire.
You need a hiring manager who has had actual experience as a full stack developer so they know the technical questions to ask and can recognise the right answers when they hear them. For even more thoroughness, you can pair your hiring manager's findings with an app like HackerRank, which can test their development knowledge. Don't take a candidate's word for it; test their skills to see if they can do what they claim they can accomplish. There’s a few interesting interview techniques you can use to assess a candidate’s soft skills.
Things to assess when interviewing a full stack developer
Once you have a handful of candidates who you know to be technically qualified for the job, look for these two things in the interview:
Ability to deal with uncertainty
Interest and passion for learning
Apart from gauging their technical skills, give the candidates a problem that they are not familiar with. Don’t just look for a successful output, also look for candidates who are ready to try irrespective of the outcome.
So when you hire your next full stack developer (and here's where you can find some really outstanding developers), ensure that you:
Look for inherent qualities
Make technical assessment mandatory
Choose an appropriate mechanism to assess the technical skills
What Is the Average Full-Stack Developer Salary?
As with most careers, the salary for full-stack developers varies depending on the specific expertise required and the geographic region. The most common salary for a Full Stack Developer is between $100k and $120k according to SEEK. Again, depending on region and skills, that figure can be substantially higher. Some companies will pay $160,000 per year or more for developers with specific expertise. Our 2019 Technology Salary Guide offers key recruitment insights within the Technology sector, covering permanent salaries and contract rates across the Australian market.
It’s not all about the money though
The workplace culture is also shifting and it is also important to understand what candidates care about. For many technology professionals this goes far beyond compensation; they want the whole package. A flexible office workday, a positive work culture, proper benefits, and meaningful and interesting projects are all important to today’s technology talent, so it will pay off if organisations know what candidates want and how to give this to them.
Full Stack Developers are not Generalists!
One of the most common mistakes with hiring full stack developers is that hiring managers have the wrong idea of what a full stack developer is. A full stack developer isn't a master of every level of the stack.
Instead, think of full stack developers as generalists. A generalist's work will never compare to a specialist's, but the generalist can handle more roles. Full stack developers can be excellent product managers and can coordinate with both the front-end and back-end or have a substantial role in creating a minimum viable product. Make sure that you are hiring a full stack developer for the right reasons, and don't waste your time chasing a coding wizard who can do absolutely everything, because those full stack developers simply don't exist.
That is why it’s important to understand what software developers really care about. Yes, the salary package is often one of the first things they consider, but it’s far from enough to convince top tech talent to jump at the chance to join your company. If you need help finding the right full stack developer, look through our tech talent database or get in touch with us.