Hiring an Android dev (part 2 – job ad)

Recently helped my client hire mobile devs. This blogpost is summary AKA brain dump of that experience. Straightforward insights on making your job listing stand out. Let’s get to it.

If you missed part 1 – here it is – https://michalik.tech/hiring-android-dev-vision/

Your offer shouldn’t look like a shopping list.

Merely listing the tech stack? That’s lazy. You should feel a bit embarrassed about that. Simply listing the tech stack and expecting high-caliber developers to jump at the opportunity is, frankly, lazy and should be beneath any reputable organization.

Your job listing is more than requirements; it’s the start of a conversation. Very often it’s the first time candidate sees your company. What’s the story they’re stepping into? Are they saving the app from outdated code, or are they crafting something brand new that’s going to wow users? Get to the point and make it sound like the opportunity it is.

Describe the role. Who are you looking for? How will this role challenge them? Be clear. Beyond knowing programming language or framework, what should they bring to the table? If you’re looking for a UI genius, say so. Need someone who dreams in code and can mentor others? Put that in. This isn’t about listing every piece of your tech stack. It’s about pinpointing exactly what will make someone succeed in this role. You should already have your vision set. If no, go back to part 1 of this series [link].

On explaining the hiring process – it’s simple: be transparent. Outline the steps from application to decision. Lay out the application process clearly. Will there be a technical challenge? Who will they meet on the interview panel? How long until they hear back? Remove the guesswork. Clarity is king.

I don’t believe I have to say this, but DON’T LIE.
Honesty is non-negotiable. Saying it’s remote when it’s not? Big no-no. Whether it’s in-office, hybrid, or fully remote, say it as it is. Misleading claims are a fast track to losing trust. And most often you’re waisting everyone’s time. No one likes surprises, especially the bad kind. If flexibility is part of the deal, say it. If it’s a desk in an office, make that clear too.


## Position: Android Developer
## Location: [Specify location or remote options]
Employment Type: [Full-time/Part-time/Contract]

## About Us:
[Short intro about your company/team and what you do. Highlight unique aspects or exciting projects.]

## Who You’re Looking to Join You:
[A brief description of the ideal candidate, focusing on desired traits and what makes someone a great fit for your team.]

## Key Responsibilities:
[List of primary responsibilities and projects the candidate will work on.]

## Must-Have Skills:

- Proficiency in Kotlin/Java.
- Experience with Android SDK and app lifecycle.
- Knowledge of [any specific libraries/frameworks you use].
- [Any other essential skills/qualifications.]

## Nice-to-Have Skills:
- Familiarity with [secondary skills/tools].
- Previous work on [specific types of projects or technologies].
-[Any additional skills that would be beneficial.]

## What We Offer:

[Details about the work environment, culture, remote work policy, etc.]
[Information on salary, benefits, and any perks.]
[Opportunities for growth and learning within the team.]

## How to Apply:
Send your resume, a brief cover letter, and links to any relevant work (e.g., GitHub, portfolio) to [email/contact information]. Please include “[Your Name - Android Developer Application]” in the subject line.

[Closing remarks or any additional information you wish to include.]

Customize each section to reflect your company’s culture, the specifics of the role, and what you’re truly looking for in a candidate.

Jarosław Michalik

Mobile dev consultant & Google Developer Expert in Kotlin

With over 8 years of experience in mobile development I help my clients untangle complexities of legacy Android projects.

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