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Lemon Hire — A platform of 80K+ vetted devs ready to interview within 48h
We help startups source qualified, senior tech candidates to join their teams. Set up hiring interviews with any of our meticulously sourced, vetted candidates within 48 hours.
Find great devs → interview the best → hire the right fit.
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@lisadziuba Good luck with the launch.
Hope Hunters will see the product value and support you riding high in the first place.
Also, I've added your launch to my collection: "Glory to Ukraine"
Team, congrats on the launch 🎉 Love your products and amazing branding.
🤔 I’d love to understand how will it technically work. If I’m launching a new product with my current company and need to hire, how will you find me a developer so fast?
@adiatlov Our secret source is an available huge talent pool that we've been working on for many years. We have 80,000+ developers who are open to joining teams in-house.
On top of that, we created robust internal matching processes that combine auto-matching and a dedicated matching manager. So when your request comes, we will be able to find you a developer in 48 hours or less and set up an interview asap.
@unpositive a warm thank you for interest in our product, we'll be excited to cooperate 🙌 Lisa will give you details later in the day!
@unpositive Usually we show 3-4 candidates that match your requirements. If you disqualify them, we'll show you more. Clients are not looking for most candidates, they are looking for the right hire.
@unpositive - this is such a funny nickname - I couldn't pass by 😄
Our customers review 3-4 pre-selected candidates instead of being slammed by dozens of random profiles. And they feel very positive about it!
I see you have a lot of funny customer stories. Who was your favorite customer?
@adiatlov choosing a favorite customer is like choosing which of your children you love more! :))
But I don’t have kids yet so I can answer :)
The benefit of Lemon is that we can help companies not only source great talents but also help them pitch the position/product to a developer, so the clients have more chances to win a great developer.
However, I loved one of our customers who «didn’t allow» me to pitch his product and share details with the developers. The customer pitched every candidate by himself, and each time, he was doing it with so much passion that devs wanted to stay with this team.
Founders are in California and devs are in Ukraine - so we had meetings at 6 pm, 10 pm, 11 pm, 4 am because both of them loved working with each other.
They ended up hiring 5 devs with us.
@jaketital Thanks for asking. We spent a lot of time & effort into crafting our vetting processes and we have a pretty big team working purely on vetting.
Our acceptance rate is around 0.5% (qualification and vetting together) and the full vetting looks like this:
1️⃣ Sourcing
We comb through
500+ job boards, dev communities, and LinkedIn-land for great devs. Those developers become part of our sourcing pipeline after we carefully screen their CVs, LinkedIn, and GitHub profiles. We have a dedicated team to screen at this stage.
2️⃣ Technical vetting
after sourcing, each candidate is interviewed by an Engineering Manager interviewer with 9+ years of experience. This is not a simple chat, it's the technical interview that cut a lot of candidates from the previous step. Our tech recruiters run hundreds of tech interviews and each of them has a specific tech focus.
3️⃣ Soft skills interview
We have an internal HR team that is focused on soft skills. Those are talented senior recruiters & people managers whose job is to define if the soft skills of the developer match the typically required skills for startups. We check communication skills and screen out devs that aren’t learning-focused, team players.
4️⃣ Startup-readiness
As part of our vetting, we pick developers who understand what it means to have ownership and work in A STARTUP. We select developers who prove they thrive in a fast-paced, startup environment.
@jaketital Hi Jake!
Developers go through:
1 - soft skills screening with our internal recruiters (probably the largest team at Lemon, it truly requires a lot of time, knowledge, and effort)
2 - hard skills interviews. These are run by external senior engineers from other companies. This makes them more objective. Those external tech interviewers have no personal benefit in Lemon having more devs. So they do a very objective tech screening.
3 - English tests
4 - recommendations
I wouldn't say it's a must-have, but since we've been doing this for 8 years and screened thousands of developers, we also have an understanding of what tech universities/schools are good and reliable.
@unpositive we have engineers with the most programming languages and frameworks for mobile, web and server development. Are you looking for a specific skill? I can check with our team
@unpositive We have a broad list of languages & frameworks our devs work with:
JavaScript stack (React, Node, Vue, Next)
Back-end development using Python, Ruby, Golang, PHP
Native and cross-platform mobile development using Swift, Kotlin, React Native, Flutter
We also have a broad pool of highly skilled data scientists, AI engineers, and data engineers.
@unpositive @volodarik @sofia_khomutova1
Awesome!👩💻 Our network does have strong senior engineers with both Flutter and/or Django.
Could you email me more details at maria@lemon.io?
Also, when you pick developers for those stacks, how can you be sure of their soft skills? For hard skills you can do tech vetting, I get it. But how about checking that the developer is actually dedicated?
@unpositive after vetting through hundreds of thousands of applicants, we've developed red flags that help us vet the soft skills. We spend some time with engineers and can flag potential problems.
It's not ideal, but our job is to provide clients with the most qualified possible candidates.
@unpositive Our acceptance rate is closer to 0.5% (qualification and vetting together). We are very very serious not only about hard skills but also about soft skills.
@unpositive Our full vetting looks like this:
1️⃣ Sourcing
We comb through
500+ job boards, dev communities, and LinkedIn-land for great devs. Those developers become part of our sourcing pipeline after we carefully screen their CVs, LinkedIn, and GitHub profiles. We have a dedicated team to screen at this stage.
2️⃣ Technical vetting
after sourcing, each candidate is interviewed by an Engineering Manager interviewer with 9+ years of experience. This is not a simple chat, it's the technical interview that cut a lot of candidates from the previous step. Our tech recruiters run hundreds of tech interviews and each of them has a specific tech focus.
3️⃣ Soft skills interview
We have an internal HR team that is focused on soft skills. Those are talented senior recruiters & people managers whose job is to define if the soft skills of the developer match the typically required skills for startups. We check communication skills and screen out devs that aren’t learning-focused, team players.
4️⃣ Startup-readiness
As part of our vetting, we pick developers who understand what it means to have ownership and work in A STARTUP. We select developers who prove they thrive in a fast-paced, startup environment.
Interesting move on extending the original position of Lemon.io! Wish you luck!
I launched Lemon.io in 2020 to help companies scale their tech teams. Our initial product was to help companies hire engineers on demand. It has been growing fast - from $2M to $15M GMV just in 2 years.
However, the market is evolving fast, and based on customer feedback, we launched a new product, Lemon Hire 🍋 , that helps founders hire in-house engineers.
In simple words, we build you a pipeline of interviews from 80k vetted engineers in our network.
We would love to hear your questions and comments. Ping us, and we reply to every comment.
@adiatlov
We have a fixed, flat fee for each hire, backed by our replacement guarantee and a Try Before You Buy option so users can hire with confidence.
We charge $ 14,300 per hire when you decide to hire a developer. It's a hire-then-pay model, so you have zero risk.
During our launch, we propose a $2000 discount for the community to try out Lemon Hire. It's deducted from the $ 14,300 price, giving you the sweet price of $ 12,300. This amazing deal in the hiring space where agencies charge 15-20% of the annual developer salary.
$2000 discount works until the end of November.
I’ve read many posts by Lemon.io over the years and it’s always so great to see someone passionate about their work keep winning. 🥇
There’s a temptation in design to conform to a “safe” style. Lemon is different and I absolutely love that they aren’t just a little different, but totally wild. 🔥
Keep up the great work 👏🏻
@derkolstad Super happy that you followed our journey 🔥 And indeed, we are different.
Our internal culture reflects our company branding: we are no-bullshit, a bit ironic, and get things done. That's what we say to the world and that's how we live 🍾
@pavlo_pavlenko Kudos for our design go to our super Ozero team :) We spent a lot of time on branding and making it look great and be valuable for users!
Congrats on the launch!
Do you also help with legal aspects to onboard/offboard developers?
@khrystyna_tryhub thanks! You were probably the only one to ask this today!
Most of our customers already have their processes for hiring, contracting, payrolls, etc. That is actually why we pivot :)
For those who don't have it, we partner with a leader in the EOR market and offer a one-year discount for them to set up the legal processes with new employees.
@khrystyna_tryhub For legal aspects we use partners who help with docs and employment process on the client side. As we are targeting clients who are open to remote hiring, helping with remote onboarding/offboarding is manageable 😌
Engineering Managers & CTO & tech founders, ever felt overwhelmed with hiring devs?
- wasting time reviewing candidates
- getting ghosted by the ones you like
- spending hours interviewing and checking test tasks only to figure out that their CV did not match reality
And during all of this, you’re also trying to manage your team – a team that’s working extra hard to make up for the missing dev.
There’s a better way and I’m excited to share Lemon Hire with you today. It’s the best product for tech founders who need to hire engineers in-house.
Lemon Hire helps you source, vet, and hire skilled senior devs, all in under 48h.
And, for our launch, you can try it out with $2000 off. Tell me what you think!
Congrats on the launch 🚀
One question I’m curious - how is Lemon Hire different from your current offering with Lemon.io?
@xeniagoron
Thanks for asking!
Lemon.io helps with extra hands, on-demand developers with hourly payment . It's a closed marketplace which is helpful when you need a verified skilled dev who can jump on and jump off your urgent project.
Lemon Hire helps with in-house hiring when you need a team-members . Lemon Hire has a classic recruitment model with key benefits & differentiation:
🔸 you get a candidate in 48 hours (you have already set up an interview); agencies might spend weeks before proposing you candidates;
🔸 our talent base is 80 000 devs which is much bigger than most of the agencies in the market can offer;
🔸 we do 4-step vetting, including soft skills and tech skills interviews, which agencies do not do;
🔸 we have a fixed flat fee that's very affordable compared to 15-20% of the yearly salary that most agencies ask.
@luciantartea we spend a lot of time working on the brand style, colors, spirit of the landing and it worked out 💪
super happy that community loved it 😍
Congrats on the launch! This is such an elegant way of scaling the engineering team. Well done!
As a founder and a product lead, I also hired engineers for my team. The technical evaluation and interview process tend to get quite challenging. How do you ensure your technical vetting is reliable?
@geek_1001 You are 100% right about the interview process. Internal tech interviews with engineering peers, engineering manager, and CTOs takes so much time! That's where our biggest value comes in: Lemon Hire set up a strong technical vetting with the engineering manager for almost every technical stack
We pair each candidate with an EM interviewer who has 9+ years of experience in the corresponding tech stack. Through 90 minutes of deep tech questions, live coding tests, and code reviews, our tech interviewer validates the candidate’s technical skills. This was we ensure that the technical skills claimed in the CV reflect reality.
Don’t Panic by Lemon.io