If you’re seeking to hire Ruby on Rails developers to work on your company’s next big project, it’s important to learn the best practices before you begin the search so that you don’t make any mistakes that could turn away potentially good candidates. To help, we’ve compiled a list of top tips for hiring Ruby on Rails developers so that you can secure skilled professionals and avoid any missteps along the way.

Do your research

You may be in a hurry to get started, but don’t hire someone until you’ve researched their work. Check out portfolios and online profiles, ask for references and check them. You should also discuss salary expectations up front. The best way to ensure you don’t overpay is to research salaries online (check sites like Glassdoor or PayScale) or speak with your human resources department about pay ranges within your industry. Keep in mind that if you go with a freelancer rather than a large agency, compensation tends to be more fluid—more dependent on experience and skill set than role title or project size. Most freelancers are charging hourly rates based on their skill level and your budget; $150 an hour isn’t uncommon these days.

Write a good job post

Writing a good job posting takes time and care. You want to provide as much information as possible while avoiding spammy language. A detailed job description isn't just about selling your company to potential applicants, it's also about giving them information they need to land an interview. Make sure all of your bases are covered with these tips on how to write a great job post.

Use the right recruiting tools

It's hard to find top talent with traditional job boards, so don't even try. You'll save yourself time by taking advantage of tools that bring qualified candidates straight to you. Job posting sites like Glassdoor and Indeed are also a great resource because they let you search resumes and access information like where someone attended school, what languages they speak and what skills they're looking for in a position. Find out everything you can about potential candidates before contacting them directly—and make sure you know what you're looking for before bringing anyone on board! If your prospective employee isn't passionate about their work or how it will impact your company's success, he or she might not be the right fit—no matter how skilled they are.

Look out for red flags

It’s always better to spend more time researching before interviewing, but if you’re short on time, look out for red flags during initial interviews. For example, if a candidate won’t provide references before or after an interview or is unable to explain how they overcame a specific challenge in their past jobs. You want someone who will fit well into your organization and culture—and that can take time. So trust your gut when it comes to hiring decisions and move forward only with candidates who inspire confidence. If something doesn’t feel right, listen to your instincts and try again later.

Trust your gut feeling

The way to find good developers is through your gut. Often, non-technical founders are left scrambling in a hiring crisis because they had unrealistic expectations of how to hire a developer based on what they thought was an airtight job posting or resume. The truth is that finding great technical talent is sometimes as much about interpersonal chemistry as it is about qualifications and experience. If you find yourself attracted to candidates who meet 80% of your list of requirements, trust your instincts and make them an offer; you'll probably never know just how valuable that extra 20% can be.