Struggling For Tech Direction? 10 Things Non-Technical Founders Should Know Before Hiring

Look, I get it. You’ve got a brilliant idea, maybe some early traction, and everyone’s telling you it’s time to “get technical.” But as a non-technical founder, hiring your first developer can feel like trying to buy a car when you don’t know the difference between an engine and a transmission.

I’ve worked with dozens of founders in this exact spot, and I keep seeing the same expensive mistakes over and over. Here’s what I wish every non-technical founder knew before they posted their first “looking for a rockstar developer” job listing.

1. You Don’t Need to Code, But You Must Know What You’re Building

You don’t need to learn Python or JavaScript to hire well. But you absolutely must be crystal clear about what you want built.

I can’t tell you how many founders I’ve met who say “I need an app” without being able to explain what that app actually does. That’s like walking into a restaurant and saying “I need food”—then getting frustrated when they bring you a salad instead of a steak.

Before you hire anyone, sit down and map out:

• What specific problem does your product solve?
• Who uses it and how?
• What are the core features vs. nice-to-haves?
• What does success look like in 90 days?

Once you’re clear on this, defining the right role becomes way easier. You’ll know if you need a full-stack developer, a front-end specialist, or maybe just someone to build you a solid landing page.

2. Define Your Tech Stack Before You Interview Anyone

This is where most non-technical founders crash and burn. You can’t hire effectively without understanding what technologies your developer needs to know.

Bring in a consultant or fractional CTO first—even a few hours can save you months of headaches. They’ll help you determine whether you need React or Vue, whether your idea fits better with Laravel or Django, and what hosting makes sense for your budget.

The interview process works best as a three-stage approach:

• General screening (culture fit, communication, experience)
• Technical deep dive (with your consultant’s help)
• Practical task (small paid project to see how they actually work)

For more context on fractional support, see: /articles/do-you-really-need-a-full-time-cto-fractional-leadership-truth/

3. Hire for Execution, Not Just Skills

I’ve seen brilliant developers who can solve any technical challenge but disappear when things get unclear. I’ve seen designers with gorgeous portfolios who consistently miss deadlines.

In practice, execution ability matters more than perfect credentials. Here’s what I look for:

Green flags:

• Startup experience (knows how to work with limited resources)
• Clear communication (can explain complex stuff simply)
• Proactive problem‑solving (suggests solutions, not just problems)
• Handles ambiguity well (doesn’t freeze when requirements change)

Red flags:

• Only worked at big companies with detailed specs
• Can’t explain their work to non-technical people
• Needs constant direction
• Promises unrealistic timelines

The real benefit of focusing on execution is that you get someone who can grow with your startup, not just complete assigned tasks.

4. Map Success Before You Hire

Don’t hire out of panic. Founders often feel overwhelmed and think hiring will solve everything. But without knowing what success looks like, new team members add confusion instead of clarity.

Before you post any job listing, define:

• What specific outcomes do you need in 30/60/90 days?
• How will you measure success?
• What would make this hire a game‑changer vs. a waste of money?

You don’t need a large team; you need the right people for your current stage. I’ve seen solo founders outperform teams of 10 because they focused on momentum over headcount.

5. Your First Hire Doesn’t Have to Be Technical

Plot twist: depending on your business model, hiring non-technical roles first might make more strategic sense.

High‑impact non‑technical roles to consider:

• Growth marketer (validate your market before building more features)
• Operations manager (especially for logistics‑heavy businesses)
• Customer support (build trust with early users)
• Sales rep (if you have a working MVP)
• Project manager (when working with external dev teams)

I worked with a founder who was convinced he needed a CTO. Turns out, hiring a part‑time growth marketer first helped him validate his market and raise enough money to properly hire technical talent later.

6. Use Context Over Credentials When Vetting

Since you can’t evaluate technical skills directly, focus on relevant context instead of just resumes or coding tests.

Ask questions like:

• “Walk me through how you’ve handled changing requirements on previous projects.”
• “Tell me about a time you had to integrate two systems that weren’t designed to work together.”

Look for evidence of:

• Previous startup experience
• Adaptability to changing requirements
• Clear communication skills
• A structured problem‑solving approach

7. Consider No‑Code and Low‑Code First

Before committing to hiring developers, explore whether no‑code or low‑code solutions might meet your immediate needs.

No‑code platforms like Webflow, Bubble, or FlutterFlow are perfect for:

• Building prototypes quickly
• Testing market validation
• Simple systems without complex logic

Low‑code tools give you:

• More scalability than pure no‑code
• Easier handover to developers later
• Faster iteration cycles

I recommend founders start here unless they have specific technical requirements that demand custom development. You can validate your concept and build traction without the complexity of managing a dev team.

8. Focus on Building Traction, Not Just Product

Your real job isn’t to build an app—it’s to build a business. This perspective shift helps you prioritize hires that directly contribute to market validation and revenue growth.

The hiring landscape has evolved with AI‑assisted development, global talent marketplaces, and rapid development tools. Today’s successful founders stay focused on outcomes rather than trying to understand every technical detail.

Ask yourself: “Will this hire help me get more customers, retain existing ones, or improve unit economics?” If the answer isn’t a clear yes, wait.

9. Work with Technical Consultants First

For most non‑technical founders, working with experienced consultants or fractional CTOs provides crucial guidance during early hiring decisions.

Approach it like this:

• Hire a consultant to define your technical requirements
• Have them help evaluate candidates
• Use them to establish development processes
• Transition to full‑time hires once you understand your needs

This lets you build technical knowledge gradually while ensuring early hiring decisions are well‑informed. It’s also more cost‑effective than hiring the wrong full‑time person.

10. Prepare for the AI‑Native Development Era

The development landscape has fundamentally changed. Modern developers work with AI assistance, ship products faster, and often handle both front‑end and back‑end development.

When hiring today, look for candidates who:

• Embrace AI tools and modern development practices
• Can work with global teams and remote collaboration
• Focus on shipping quickly and iterating based on feedback
• Understand the startup mindset of “good enough” vs. perfection

Don’t hire someone stuck in 2020 development practices when 2025 offers better approaches.

Ready to Make Your Next Hire?

Success in hiring as a non‑technical founder comes down to clarity: being clear on your current needs, hiring based on outcomes rather than titles, and partnering with people who understand the startup landscape.

You don’t need to become an engineer, but you should think like a founder who knows what great execution looks like. Start by defining outcomes, consider alternatives to full‑time hires, and bring in expert help for guidance when needed.

If you’re struggling with these decisions, reach out: https://www.shawnmayzes.com/contact