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    Recruiting Experienced Software Developers Yourself: What’s the Real Cost?

    • 26 February 2025

    Handling recruitment in-house might seem like the obvious choice at first. You post a job ad, sift through a few CVs, and conduct some interviews—how hard can it be? It’s a bit like assembling an IKEA piece of furniture on your own. You think you’re saving money, only to end up with leftover screws, an incomprehensible manual, and a cabinet that just won’t stand straight.


    Recruitment is a craft, not a side gig. It demands specialized knowledge of your target audience, a proven process, countless hours on phone calls and LinkedIn messages, screening calls, and pouring over CVs that seem too good to be true (and often are). Meanwhile, you and your team still have deadlines to meet. The result? Wasted time, mounting stress, and sheer frustration.

    The time, effort, and costs of DIY recruitment add up faster than you think. In this article, we break down the hidden costs of recruiting on your own and highlight what you need to keep in mind.


    De tijd, moeite en kosten van zelf recruitenlopen sneller opdan je denkt. In dit artikel zetten we de verborgen kosten van zelf recruiten op een rij en laten we zien waar je rekening mee moet houden.




    1. Direct Costs: Your Time is Worth Its Weight in Gold

    Recruitment might look simple, but the time investment and external expenses can quickly pile up. Here’s an indicative breakdown of an average recruitment process:

    • Job Ad Creation: Crafting an attractive advertisement can take 2–3 hours—assuming you really know your audience.

    • Advertising: Posting vacancies on LinkedIn or job boards costs:

      • LinkedIn Ads: €1,500 per month.

      • Job board subscription: €800 per month.

      • Total external costs for 3 months: €6,900.

    • CV Screening: Reviewing 50 CVs takes about 8.3 hours (roughly 10 minutes per CV).

    • Phone Pre-Screens: Calling 10 candidates takes 5 hours (about 30 minutes per candidate).

    • Interviews:

      • 5 Zoom interviews with the manager: 5 hours.

      • Technical interviews with 3 candidates (1.5 hours per candidate with 2 senior developers): 18 hours.

      • Final interviews with C-level executives: 2 hours.

    Total direct costs (time and advertising): €9,758.

    2. Indirect Costs: Lost Productivity

    Every day a vacancy remains unfilled, productivity takes a hit. Teams have to cover extra work, which leads to missed deadlines, stress, and potential turnover.

    What does this cost?
    Missed output of a senior developer:

    • Annual salary (including employer contributions): €117,000

    • Per month: €9,750

    For 3 months of an open vacancy:€29,250.


    3. External Costs: Tools and Advertising

    Recruiting on your own means investing in platforms and ads. Here’s a quick look at these expenses:

    • LinkedIn Ads: €1,500 per month (€4,500 for 3 months).

    • Job Board Subscription: €800 per month (€2,400 for 3 months).

    Total external costs: €6,900.


    4. Hiring a Temporary Freelancer: An Expensive Safety Net

    Freelancers offer flexibility, but they come at a premium cost.

    • Average Rate: €90 per hour.

    • For a 40-hour work week:

      • Weekly cost: €3,600.

      • Monthly cost: €14,400.

    • Comparison: A permanent senior developer costs about €9,750 per month.

    • Additional monthly cost for a freelancer: €4,650.

    Plus, freelancers often take their expertise with them once their contract ends, adding an extra layer of risk.


    5. The Risk of a Bad Hire

    A bad hire doesn’t just waste time and money—it drains energy, undermines team morale, and increases the workload for everyone else.

    Cost of a bad hire:

    • Average Loss: 6 to 9 months’ worth of salary in lost productivity and replacement costs.

    • For example, if a senior developer earns €117,000 per year:

      • 6 months’ salary: €58,500.

    Total costs in this scenario:

    • Direct time investment: €9,758

    • Lost productivity: €29,250

    • Advertising and tools: €6,900

    • Bad hire: €58,500

    Grand Total: €97,508.


    Conclusion: Effective Recruitment is Crucial for Success

    DIY recruitment might seem cheaper at first glance, but the hidden costs, risks, and frustrations can quickly add up. After investing weeks of time and money, receiving a rejected offer—or worse, complete radio silence—can be a harsh reality check.

    I'm Robert Hawker, founder of CodeGuild. For nearly 20 years, I’ve been helping software development managers and CTOs in the Netherlands build sustainable teams with the best developers. With over 850 successful placements, more than 150 five-star Google reviews, and an 81% retention rate after 3 years, we know what works.

    Ready to tackle your hard-to-fill software vacancies? Schedule a no-obligation consultation and discover how to solve your recruitment challenges.