Matt Nicholas

I see so many startups claiming they want to hire elite Software Engineers, but then demanding a coding task before even having an intro call. That’s not how you attract top talent.

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When a dev leads with “clean architecture,” I pause. If they push for the perfect setup before writing a single feature, I ask why? It’s not that quality doesn’t matter. It’s that context does. Perfect code doesn’t help if no one needs what you built.

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Struggling to hire developers? You’re not alone, the best aren’t on job boards. 85% are coding right now, not searching. Here’s your 2-week fix (skip the 2-month wait): - Ditch job ads. Most devs don’t read them. - Find real teams using your tech. Reach out. - Share stories of impact (“Our last hire saved $2M.”) - Offer big missions, not long tests (“Help scale to 10M users?”) - Decide fast. 48 hours > 6 rounds. The myth: “No developers left.” The truth: Bad hiring chases away the right ones. While others ‘post and pray’, you’ll hire the future. What’s the weirdest hiring advice you’ve heard in 2025? 👇 Drop it below. Best one gets a bonus tip. 🔁 Repost: To help someone avoid bad hiring habits. 👤 Follow: For more ROI-first hiring playbooks.

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I always tell devs: if you're stuck on what to build with AI, reverse-engineer real tools. Try this: - Look at GitHub Copilot—what does it automate? - Use Grammarly—how does it rewrite? - Play with Notion AI—what prompts power it? Then, recreate a tiny version of one. That’s the best way to learn.

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The biggest fear with remote engineers? Trust. You've been burned. I get it. -A dev disappeared. -Code was a mess. -Deadlines were missed. That's not a remote problem. That’s a vetting problem. We don't just find engineers at Kovil AI. We pre-vet them. We build trust first, so you don't have to risk your roadmap on a promise. Stop hiring with hope. Start hiring with trust. #Hiring #Leadership #Startups #Technology

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We speak to senior developers every day. And they often say things they won’t say in your interviews: “They talked more than they listened.” “It felt like a test, not a conversation.” “No one could answer what success looks like in 3-6 months.” “Honestly? I didn’t feel like they needed me, just another number" On paper, the process looked fine. But the vibe? So so. If you’re losing great candidates and not sure why chances are, they won’t tell you. But they’re telling us. Listening matters more than branding. Every time.

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