How to Hire Software Developers in the UK: 8 Essential Tips to Hire Software Developers

June 5, 2025

Hiring skilled software engineers or developers in the UK can be a hectic task. With high-demand tech talent, organisations need to adapt strategic approaches to stand out. It’s crucial to understand what drives developers today, whether it’s legal frameworks like IR35 or competitive salaries. Today’s developers can also demand flexible working arrangements.

Developers, like many people these days, are also becoming increasingly aware of the social or environmental impact of their work. If you can be transparent about the mission of your business, you are more likely to make matches that stick around.

Whether hiring for a startup or expanding an established team, here are the 8 expert tips to help you find, attract and keep the right talent.

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Impact of IR35 on Contractor Hiring

IR35 is a UK tax legislation that aims to close a loophole in the tax system whereby workers could pay less tax by setting up a limited company (or partnership) than they would if employed. You can say simply that it is the UK’s off-payroll working rules. This determines whether a contractor is genuinely self-employed or should be treated as an employee for tax purposes. If the role falls under IR35, the contractor is treated as an employee for tax purposes, meaning the end client or agency may be responsible for deducting tax and National Insurance. Outside IR35, the contractor is considered self-employed and is responsible for paying the appropriate taxes through their limited company.

Offering Relevant Compensation

A competitive salary is essential to attract top developers. In the UK, salaries for software developers may vary based on the experience, skills and location. Here is a quick overview of salary bands in 2025:

Entry-level/junior developers can get £25,000–£45,000
Mid-level developers can expect £45,000–£65,000
Senior developers can demand £65,000–£100,000+
Freelancer or contractors can demand £400–£800 per day

Do check the experience and relevant skills before hiring the developers. While the pay is a key factor, today’s developers are looking for more than just a paycheck, like work-life balance, career growth opportunities and the company’s culture. Also highlight your company’s mission, vision, and values, alongside work-life balance and career growth opportunities, to build a compelling offer.

Remote Working Expectations

Flexible working has become a requirement nowadays because the pandemic has forever changed the landscape of work. Many developers are now filtering job roles based on whether the organisation offers remote flexibility. The need for physical office space has diminished, and hybrid or remote models are often non-negotiable. If you are hiring roles in the UK, ensure to take care of hybrid or remote work. Otherwise, there is a possibility you might lose the right talent. Clarify this in your job ads to attract the ideal candidates.

Using the Right Channels for Sourcing

Once the salary and work arrangements are done, it is time to find the candidates. Posting a normal job board isn’t enough now; instead, look for platforms where developers are active and can be found in the context of their expertise. GitHub, Stack Overflow Jobs, CWJobs, and Otta are all great platforms to connect with developers who are actively engaged in coding, open-source projects, or the tech community. Add LinkedIn and Cord as options to connect with Developers.

To evaluate technical ability, reviewing developers’ GitHub profiles can be one of the best ways to find what you are looking for. Be aware of the red flags that you may face while reviewing CVs. Look for candidates with broad experience across different projects and technologies, but be cautious of those who seem to have shallow experience or provide generic responses.

Evaluate Cultural Fits

Technical skills are the obvious thing to look for, but it is equally important to ensure that the developer fits in the company’s culture. Sometimes, paper is not enough to define the qualities of a person. You must ensure the new candidate aligns with the team’s values, communication style and work processes. Define your company’s culture, your collaborative environment and your independent and structured working style. During interviews, ask situational questions which will help detect how the candidate handles feedback, deadlines, teamwork and problem solving.

Build a Strong Employer Brand

Your reputation is what a highly capable developer will see first. They often research for highly reputable organisations. Reviews, social media presence and testimonials or former employees speak a lot about the companies, which is why you need to maintain a reputation that competitors won’t take advantage of. Positioning your company as a tech-forward, employee-focused organisation with growth opportunities and inclusive values can greatly improve your hiring success.

Provide Growth and Learning Opportunities

Top developers always look for opportunities that can help them grow and learn new things. They always seek new challenges and enhance their skills. Offer regular training sessions, access to courses and conference attendance to promote their learning opportunities. You can build a team of people who are passionate about their work and are not afraid of challenges. Offer promotions to retain the ideal talent.

Leveraging Specialist Recruitment Agencies

To hire exceptional software developers, partner up with agencies that focus exclusively on tech hiring. These agencies are experts in understanding the mess it can bring to hire the top developers and can help you connect with the right people. They can help you connect with the candidates who can match technical and cultural needs. Their network is strong and can provide access to a pool of candidates and the right people. Now you know you need to hire a company that understands the need for software engineering staffing and serves the best. A major advantage is their access to passive candidates—talented individuals who aren’t actively job-hunting but might consider a switch if approached by a recruiter they trust. This is particularly useful when hiring for niche roles or when time is of the essence.