Picture this: You’ve just recruited a new developer. On paper, they looked brilliant.
The hiring process went great, and the new employee is the perfect fit for your team and that critical project you’re working on.
Fast forward three months, and you’re tearing your hair out. The code’s a mess, deadlines are slipping, and your team’s morale is plummeting faster than a lead balloon.
Sound familiar?
You’re not alone.
Bad tech hires are more common than you might think, and their impact goes far beyond just wasted salary.
Let’s dive into the hidden costs that can sting your business.
1. The Productivity Paradox
Here’s the thing: a bad hire doesn’t just fail to add value—they actively drain it.
Imagine you’ve got a team of five solid developers. You bring in a sixth who’s not up to scratch. Suddenly, your top performers are spending their time fixing bugs, explaining basic concepts, and redoing subpar work.
The result?
Your team’s output drops, and star players start eyeing the exit. It’s like adding a slow runner to a relay race—everyone’s time suffers with lost productivity.
Our strategy: Hire the best you can afford, yes, but also hire someone who understands your business or projects’ “why.” Teams band together better when they have a common purpose and a mission. Hire people who fit that mission, not just those who tick skill boxes.
You can teach skills. You cannot teach productivity fueled by a purpose.
2. The Morale Nosedive
Never underestimate the power of team dynamics.
One bad apple really can spoil the bunch.
When a new hire isn’t pulling their weight, resentment builds. Your best people start to wonder why they’re working so hard when others aren’t.
Before you know it, you’re dealing with a team that’s less “all for one and one for all” and more “every person for themselves”.
Your team lose motivation and lose sight of your “why”.
And let me tell you, rebuilding team spirit is much harder than maintaining it.
Our strategy: Letting someone go is no fun, but the longer you leave it, the harder it will be. Nip problems in the bud, be proactive, try to solve what is going wrong, and give chances—but ultimately, it only takes one hole in the moral bucket to drain your team.
3. The Client Conundrum
Here’s where things can get dicey.
Bad hires don’t just impact internal operations—they can damage client relationships, too.
Missed deadlines, buggy code, or poor communication can erode client trust faster than you can say “server crash”.
And in today’s world, where a disgruntled client can air their grievances to thousands with a single tweet, the reputational damage can be severe.
Remember, it takes years to build a good reputation and only moments to ruin it.
Our strategy: Quarantine any team member who isn’t working well with a client to ascertain the problem. Remember, not everyone has to be client-facing; some people work best away from the humdrum of small talk. If it’s down to performance, see the previous strategy about the reality of having to let someone go.
4. The Management Time Sink
Think about all the extra time you and your managers spend dealing with a bad hire.
The additional code reviews, the performance improvement plans, and the difficult conversations. That’s time you could spend on strategy, innovation, or nurturing your top talent.
It’s not just about the hours, either—it’s the mental and emotional toll. Dealing with underperformers is stressful and can drain you of energy for other vital tasks.
Our strategy: If you can afford to do so, the right project manager can help keep a bad hire on track and give them a chance to recover their position. However, sometimes, you might just have to accept that they won’t make it. Does this person share the mission, or are they unaware? Could they be turned around?
5. The Costly Carousel of Turnover
Eventually, you’ll probably have to let the bad hire go.
But that’s just the beginning. Now you’re back to square one, spending time and money on recruitment, onboarding, and training. And don’t forget the potential legal costs if things don’t end amicably.
Plus, there’s the knock-on effect. Good employees might start looking elsewhere if they see high turnover, thinking the grass might be greener on the other side.
Our strategy: Avoid getting to this stage at all costs. It all starts with the recruitment process and hiring the right person from day one. You may be desperate for help, but rushing to bring in the wrong person can cost you dearly in the long run.
Finding a new employee that get’s your “why” makes all the difference.
So, How Do We Avoid This Mess?
1. Rigorous Recruitment
Take your time in hiring. Use technical tests, pair programming exercises, and thorough interviews to gauge a candidate’s skills and cultural fit. Make sure they understand your company’s “why” first—you can teach skills, but if they are not motivated by your cause, they will never truly integrate with your business’s values.
2. Probation Periods
Use probationary periods effectively, not just as a threat. Set clear expectations and milestones, do proper reviews, and don’t hesitate to cut ties early if they do not work out. It’s best for everyone in the long run.
3. Invest in Onboarding
A solid onboarding process can help new hires integrate faster and flag any issues early on. Show them what the business is about, your motivations, and why your company exists, and gauge their response. You want everyone pulling in the same direction from day zero.
4. Regular Check-ins
Don’t wait for the annual review. Regular check-ins can help you spot and address issues before they become significant problems.
5. Culture of Feedback
Foster an environment where team members can give constructive feedback. Often, colleagues will spot issues before managers do. Encourage your team to be open and supportive of their colleagues and to be honest if something is not working.
Remember, the goal isn’t to never make a bad hire—that’s probably impossible. The aim is to minimise the risk and catch any issues early.
At Riselabs, we’ve seen firsthand the impact of both great and not-so-great tech hires. Our experience has taught us that the right talent, properly managed, can be transformative for a business. On the flip side, a bad hire can be a costly setback.
If you’re struggling with tech recruitment or want to ensure you’re getting the best out of your tech team, give us a shout. We’re here to help you build a tech dream team, not a nightmare squad.
After all, your team is your most valuable asset in the tech world.
Treat it as such, and you’ll be amazed at what you can achieve.
Photos by LARAM on Unsplash and by Brooke Cagle on Unsplash
