Recruitment process consulting for Mobile application companies: finding and judging scarce Android and iOS developers
Good mobile developers receive several offers a month. A slow or vague hiring process loses them, and a careless one lets in people who cannot ship to a store.
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Share your requirementsWhy recruitment process consulting matters in mobile application companies
Mobile hiring is a race. Candidates have offers from product companies and agencies, and they judge a company on how quickly and clearly it responds. A long assessment, a vague role or a delay between rounds sends them elsewhere. At the same time, a rushed hire who has never shipped a release creates risks for the client.
A better process begins with a clear role, uses a short practical assessment on a real screen or behaviour, asks about shipped releases and store experience, and decides within days. It also keeps a warm list of past candidates and considers developers from a neighbouring platform who can learn.
How to set it up
1. Write a clear role brief
Say which platform, what type of product, the team and the level. Avoid a long wish list.
2. Ask about shipped work
Have candidates describe a release they shipped, what went wrong in store review and how they fixed it.
3. Set a short practical task
Thirty to sixty minutes on a screen, a bug or a small feature, discussed with a senior developer.
4. Decide quickly
Agree timelines for each step and share them. Aim to give a decision within a few days of the last round.
5. Keep a warm list
Record candidates who did well but could not join, and contact them first for the next opening. See HR reporting for tracking time to hire.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Count days from first contact to offer for the last three hires.
- Ask recent joiners why they chose you over another offer.
- Check whether your assessment relates to the work developers do.
- List candidates you rejected last year who might fit a current gap.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
As short as you can keep it fair, ideally a couple of weeks. Slow steps lose strong candidates, so plan interviewer time in advance.
Sometimes. A solid developer from the other platform or a cross-platform tool can learn, if you give time and a mentor. It widens a thin candidate pool.
A small, realistic piece of work that takes under an hour and can be discussed afterward. The conversation about choices tells you more than the finished code.