Hiring a great team isn’t just about checking off qualifications. The best teams aren’t just collections of skilled individuals. They thrive because their members amplify each other. A strong team makes work more productive and hiring easier in the future. That doesn’t happen by accident. Thoughtful planning before, during, and after hiring builds teams that last.
Before You Hire
Start by evaluating your team. If you’re adding to an existing group, take stock of each member’s strengths, weaknesses, and working habits. Look for a candidate who complements and not just matches what’s already in place.
A list of qualifications, work hours, and technical skills won’t tell you or your team everything about whether or not a candidate is the perfect fit. A great developer might have the right expertise, but if they struggle to communicate in a collaborative team, they won’t succeed. Every developer brings a unique mix of communication skills, temperament, and leadership ability. If the hiring process doesn’t prioritize these traits, they remain invisible.
Hiring well starts with introspection. If you’re a leader, begin by honestly assessing your strengths and weaknesses. If you’re hiring for a team, take the time to evaluate what each member brings to the table. The more precise you are about what the team needs, the easier it will be to recognize the right candidate.
During the Hiring Process
Once you understand what the team needs, write a job description that reflects those insights. When candidates reach the interview stage, pay attention to how they communicate while answering technical questions. A strong answer isn’t just correct - it should be clear and easily understood. Notice how they explain their thought process, ask questions, and adapt to different discussion styles.
Be intentional about evaluating communication, temperament, and leadership skills. These traits reveal themselves through how a candidate responds, not just what they say. One of the best ways to test this is by involving your existing team in interviews. Seeing how candidates interact with potential teammates provides a valuable glimpse into their working style.
Beyond Hiring
After hiring, set clear expectations. Every team member should know what they own, who to contact when issues arise, and who to ask when they don’t know where to start. Miscommunication slows teams down. Establishing norms for meetings and communication ensures that everyone understands how to work together.
There is no single best way to communicate, so never assume yours is. Some team members process information best in writing. Others prefer live discussions. The best communication method is the one that helps each person contribute effectively. Adapting to different styles builds trust and reduces friction.
Trust doesn’t happen automatically. A strong team culture comes from consistent action, not just words. Address issues early when you notice behavior that doesn’t fit the culture you want to build. Set the tone by leading through example, and reinforce it every day.
Culture is not what you say - it’s what you do.
Great teams don’t happen by chance. Thoughtful hiring, clear expectations, and strong communication create teams that don’t just function - they thrive!