Tanzania has its own laws about hiring employees, contractors, and other types of workers, just like every other country. We wrote a guide for US companies that want to hire people in Tanzania. It has information on employment laws, benefits, and more. Find out what you should look out for before you start the hiring process.
Think about the following things before Bringing in programmers from Tanzania:
People say you should hire someone else if you're the smartest person in the room. It's not just a good idea to hire someone smarter than you; it's a surefire way to help your business grow. Talent is the best way to find more talent. If you focus on hiring A-level developers when you're just starting out, it won't be hard to bring in more talent when your business starts to grow.
Don't even think about giving them a code challenge you saw on the internet. By having them work on a real problem from your company's past, you can show them what kind of projects they would be working on and get a better idea of whether or not the candidate is a good fit for the projects you have.
In this fast-paced world, where programming languages become outdated faster than fashion in Paris, if you're still asking questions like "How would you merge two arrays in Java?" in an interview, you need to change the way you do interviews right away. Pay attention to the algorithm. Pay attention to how the candidate solves a problem. It's easier for a good problem solver to learn a new language than it is for a master of a single language to learn how to solve problems.
Let's be honest: everyone has some kind of bias. And in a startup with limited resources, it's easy to say that your partners are busy doing their jobs. I've also heard the argument that all an engineer needs to do at the end of the day is code. It makes me think of the joke that an engineer is someone who turns coffee into code. But that is exactly what it is: a joke. Before making a hire, it's very important to get a second opinion. Before I make the final choice, I ask both of my partners, Mareza and Daniel, to meet the candidate.
I've heard over and over that communication skills aren't important when hiring an engineer. For big teams, it might be true to some extent. But when it comes to hiring for a startup, communication skills are just as important for engineers as they are for any other job.
If you and the candidate have different ideas about what each other should do, get ready for a quick and likely messy breakup. Tell people what they need to know. For example, you could talk about how important it is for you both to be able to work from home more often. If you need them to be available 24 hours a day, 7 days a week, that needs to be clear before you make an offer.
I've talked to a number of candidates whose resumes looked great, but who did poorly in both the take-home project and the in-person interview. This is probably because the take-home project takes a little more time but makes a candidate less nervous. The things that look good on paper are nice, but you can't ignore these two other parts of the hiring process.
You want a software engineer who loves what they do. You don't want someone on your team who doesn't get excited when talking about their favourite project or class. You want someone who enjoys writing code. Even though coding might pay their bills, they should still love it.
It is often overlooked when hiring, but anyone who has worked with someone who writes messy code can tell you that almost no one wants to work with or even touch badly written code, no matter how good the functionality or algorithm is.
If you need your new hire to do something that will be done over and over again, yes, more experience usually means more work done. But in software engineering, especially in the world of startups, your new hire will most of the time have to solve new problems. In fact, you could say that people with more experience tend to be stubborn and have strong opinions when it comes to optimising a method or process because they already know how to write code for it.
Last but not least, I want to stress that since no two situations are the same, there are no tips that work in every single case. I think you should read about other people's experiences, but you shouldn't use them until you've changed them to fit your own startup.
An Entry Level Software Engineer with less than three years of experience earns an average salary of 6.3 Lakhs per year.
The median annual salary for a remote Fullstack Engineer is $48,175 in Tanzania. This is the base salary, not including benefits. Because they are part of a worldwide job market, remote software engineers in Tanzania typically have higher average salaries than those of non-remote, local engineers there.
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Tanzania has its own laws about hiring employees, contractors, and other types of workers, just like every other country. We wrote a guide for US companies that want to hire people in Tanzania. It has information on employment laws, benefits, and more. Find out what you should look out for before you start the hiring process.
.png)
Tanzania has its own laws about hiring employees, contractors, and other types of workers, just like every other country. We wrote a guide for US companies that want to hire people in Tanzania. It has information on employment laws, benefits, and more. Find out what you should look out for before you start the hiring process.
Think about the following things before Bringing in programmers from Tanzania:
People say you should hire someone else if you're the smartest person in the room. It's not just a good idea to hire someone smarter than you; it's a surefire way to help your business grow. Talent is the best way to find more talent. If you focus on hiring A-level developers when you're just starting out, it won't be hard to bring in more talent when your business starts to grow.
Don't even think about giving them a code challenge you saw on the internet. By having them work on a real problem from your company's past, you can show them what kind of projects they would be working on and get a better idea of whether or not the candidate is a good fit for the projects you have.
In this fast-paced world, where programming languages become outdated faster than fashion in Paris, if you're still asking questions like "How would you merge two arrays in Java?" in an interview, you need to change the way you do interviews right away. Pay attention to the algorithm. Pay attention to how the candidate solves a problem. It's easier for a good problem solver to learn a new language than it is for a master of a single language to learn how to solve problems.
Let's be honest: everyone has some kind of bias. And in a startup with limited resources, it's easy to say that your partners are busy doing their jobs. I've also heard the argument that all an engineer needs to do at the end of the day is code. It makes me think of the joke that an engineer is someone who turns coffee into code. But that is exactly what it is: a joke. Before making a hire, it's very important to get a second opinion. Before I make the final choice, I ask both of my partners, Mareza and Daniel, to meet the candidate.
I've heard over and over that communication skills aren't important when hiring an engineer. For big teams, it might be true to some extent. But when it comes to hiring for a startup, communication skills are just as important for engineers as they are for any other job.
If you and the candidate have different ideas about what each other should do, get ready for a quick and likely messy breakup. Tell people what they need to know. For example, you could talk about how important it is for you both to be able to work from home more often. If you need them to be available 24 hours a day, 7 days a week, that needs to be clear before you make an offer.
I've talked to a number of candidates whose resumes looked great, but who did poorly in both the take-home project and the in-person interview. This is probably because the take-home project takes a little more time but makes a candidate less nervous. The things that look good on paper are nice, but you can't ignore these two other parts of the hiring process.
You want a software engineer who loves what they do. You don't want someone on your team who doesn't get excited when talking about their favourite project or class. You want someone who enjoys writing code. Even though coding might pay their bills, they should still love it.
It is often overlooked when hiring, but anyone who has worked with someone who writes messy code can tell you that almost no one wants to work with or even touch badly written code, no matter how good the functionality or algorithm is.
If you need your new hire to do something that will be done over and over again, yes, more experience usually means more work done. But in software engineering, especially in the world of startups, your new hire will most of the time have to solve new problems. In fact, you could say that people with more experience tend to be stubborn and have strong opinions when it comes to optimising a method or process because they already know how to write code for it.
Last but not least, I want to stress that since no two situations are the same, there are no tips that work in every single case. I think you should read about other people's experiences, but you shouldn't use them until you've changed them to fit your own startup.
An Entry Level Software Engineer with less than three years of experience earns an average salary of 6.3 Lakhs per year.
The median annual salary for a remote Fullstack Engineer is $48,175 in Tanzania. This is the base salary, not including benefits. Because they are part of a worldwide job market, remote software engineers in Tanzania typically have higher average salaries than those of non-remote, local engineers there.
