How to Hire AdTech Team for Project: Practical Tips

Advertising has transformed significantly since the beginning of the 21st century, when the ad market was powered by radio, television, and the internet. Now the industry is led by AdTech. It plays a crucial role in modern digital marketing and enables businesses to efficiently target, deliver, and optimize advertisements across multiple channels simultaneously.

However, to leverage all the benefits that it can offer, businesses need to have reliable AdTech solutions at hand. Such solutions should not only perform well but also correspond to all the specific needs businesses may have.

Here is when AdTech development comes into play. Building a successful solution of this type requires specific expertise in various areas, including data processing, automation, and real-time bidding and analytics. That’s why hiring seasoned software engineers is a must.

Actually, it doesn’t matter whether you are going to hire a couple of developers or an entire team; the key principles and steps will remain the same. But if you want to outsource AdTech services and choose Geomotiv as your partner, all hiring and administrative questions will be our responsibility. And you will be able to concentrate on your core business activities.

AdTech Team: Key Roles and Responsibilities

If you are planning to start your own AdTech project, it’s vital to understand what expertise and skills are required for its implementation. Based on our experience, we suggest considering the following team structure.

Software developers

AdTech developers are responsible for building and optimizing software solutions. They maintain the core infrastructure of AdTech platforms to ensure real-time data processing and seamless ad delivery.

The required skills and tech stack:

• Practical experience in building AdTech platforms, for example, demand-side platforms (DSPs) and supply-side platforms (SSPs);
• Proficiency in API implementation for third-party integrations, including Google Ads, Meta Ads, and others;
• Optimization of algorithms for real-time bidding and audience segmentation;
• Deep knowledge of system security, data privacy, and compliance requirements;
• Knowledge of the relevant programming languages and frameworks (for example, Python, Java, Node.js, React, Angular, Vue.js, etc.);
• Experience in working with SQL and NoSQL databases;
• Understanding of cloud and DevOps technologies (AWS, GCP, Kubernetes, Docker).

Some projects may also require profound knowledge of various tools that can be used for AdTech-specific purposes, like OpenRTB or Redis.

Data Analyst

Data is a key asset in AdTech. That’s why data experts play a crucial role in project implementation in this domain. Analysts help interpret advertising performance based on large datasets collected during ad campaigns. They identify patterns and trends to increase the efficiency of ads.

The required skills:

• Experience in data analysis;
• Proficiency in using data analytics and visualization tools like Google Analytics, Tableau, and Power BI;
• Knowledge of data management platforms (DMPs), customer data platforms (CDPs), and real-time bidding analytics;
• Experience in working with software tools for data manipulation.

Product manager

Such a specialist has the key responsibilities to ensure that the created AdTech solution aligns with business goals and to oversee project execution.

Given this, a PM needs to define a product roadmap and strategy, set priorities for the development process, and coordinate the work of all team members.

The required skills:

• Experience in product management (we always recommend hiring specialists with AdTech or MarTech expertise, as these domains have their specificity);
• Strong knowledge of programmatic advertising, and real-time bidding principles;
• Proficiency in using project management tools like Jira and Confluence.

UX/UI designer

In building new AdTech solutions, it is crucial to create a seamless user experience. These improvements will significantly facilitate the work with campaign management dashboards and analytics tools for users.

To design intuitive interfaces, UX/UI experts need to conduct UX research to improve the usability of the build solutions. They usually closely cooperate with developers to ensure smooth implementation.

The required skills:

• Experience in UX/UI design;
• Proficiency in using such tools as Figma, Sketch, and others;
• Understanding the use of front-end frameworks to achieve design feasibility.

Quality Assurance (QA) specialist

QA experts will ensure the stable performance and security of your solutions. The range of responsibilities of these team members traditionally includes the conduction of automated and manual software testing, as well as the identification and addressing of performance bottlenecks.

The required skills:

• Experience in QA testing;
• Proficiency in using tools for API testing, like JMeter or Postman;
• Deep understanding of A/B testing and ways to solve ad delivery issues.

Sometimes businesses hire an entire team or just a couple of specialists to fill in their skill gaps. Everything depends on the needs of each project.

What tools and platforms are traditionally used in AdTech projects?

Custom adtech projects may have specific features and peculiarities, which explains the differences in the tech stacks used.

However, building such solutions traditionally involves the use of certain technologies and tools. Here are a few examples:

• Data management and processing: Snowflake, Apache Kafka, Apache Spark;
• Ad serving and demand-side platforms: Display & Video 360 by Google, Amazon DSP, Microsoft Invest;
• Supply-side platforms and ad exchanges: Google Ad Manager, PubMatic, OpenX;
• Real-time bidding (RTB) and programmatic advertising: OpenRTB, Prebid.js, RTBKit;
• Tracking and attribution: Google Analytics 4, Adobe Analytics, Branch.io;
• AI and ML: TensorFlow, PyTorch, Meta AI;
• Privacy and compliance: OneTrust, Google Consent Mode.

Hiring a Team to Build AdTech Software: Recruitment Strategies

It doesn’t matter whether you are building an AdTech startup from scratch or you have been working in this domain for a while and need to hire new talents; the key recruitment approaches always stay the same.

Where to find talents?

When you start your search, you can use one or more of the following methods to consider as many candidates as possible.

• Job boards. Platforms like Indeed and ZipRecruiter are excellent places to find qualified professionals. You can publish your job ads, as well as find CVs of professionals with relevant skills. If you are looking for experts in a specific region, you also can look for local job boards.
• Industry events. Conferences, expos, and networking events provide excellent venues for meeting experts in AdTech. You can meet AdTech teams and learn about their projects and terms of cooperation at these events. For example, the Geomotiv team regularly participates in various industry summits and exhibitions, and we are always open to communication and discussing how we can help businesses. By working with us, you can entrust the entire project’s realization to us. In this case, the search for the best candidates and the creation of a project team will be the task for us.
• Online communities. Platforms like GitHub, Stack Overflow, and specialized AdTech forums provide access to experienced developers.
• Social media. LinkedIn, X (former Twitter), and industry-specific groups on Facebook can also help you to attract and engage potential candidates.
• Recruitment agencies and headhunters. If you want to recruit yourself, you can hire professionals.

How to create a good job description to find the right candidates?

A well-crafted job description should include the following components:

• Required skills, experience, and qualifications. You need to clearly define the necessary technical and soft skills. It is important to use industry-standard terminology to ensure relevance.
• Role specification within AdTech. When looking for specialists to work on AdTech projects, it is important to specify how the role fits within this context. Candidates should clearly understand the role they will apply for.
• Job responsibilities. You should describe the range of the tasks a successful candidate will perform. Such information will help to avoid disappointments from both sides in the future.

A correctly created job description can help to streamline the search process and make it more result-oriented. When you cooperate with us, you can save even more time. We can write job descriptions on our own and find the best candidates for you.

Next steps: Screening and interview processes

When job ads are published and candidates are sending their applications, what will happen next? Then it’s time to analyze and screen the received CVs to shortlist the best candidates for the interviews.

At Geomotiv, we conduct the screening process on our own and provide our clients only with the best candidates. Our clients can interact with possible team members and participate in job interviews when necessary to guarantee the best fit.

Here are a couple of practical recommendations based on our experience.

1. Effective screening should include both CV and portfolio analysis. Recruiters need to review candidates’ past projects, skills, and relevant experience.
2. It makes sense to organize an initial screening call with the most promising candidates. Such calls are brief interviews aimed at assessing fundamental skills, communication abilities, and interest in the role.
3. For interviews, you need to prepare tailored questions to analyze technical fit. Questions will greatly differ depending on the role. Nevertheless, all of them should help to evaluate problem-solving skills, adaptability, and experience in the AdTech industry. Practical tests and assignments will help to assess the technical expertise and real-world skills of candidates.
4. Assessing cultural fit is also a must. You can ask situational questions to understand a candidate’s approach to teamwork, leadership, and problem-solving.
5. It can be highly helpful to include key team members in the interview process to ensure that potential candidates can be a good choice to fill in the existing skill gaps.

Onboarding and Training of AdTech Experts

Before moving forward with the development of an AdTech solution, there are a few other crucial steps to consider.

Effective onboarding practices

Seamless onboarding is essential to ensure new hires integrate quickly and efficiently into the team.

You need to provide new employees with all essential resources, documentation, and company information before the start date. They need to familiarize themselves with your business before diving deep into their job routine.

It can also be helpful to prepare a step-by-step guide for the first days or weeks. This information will allow new hires to better understand their roles and your expectations.

Apart from this, do not forget to check whether new employees have access to all necessary tools and communication channels from their first day at your company. This may seem to be a very obvious thing. However, when ignored, it can cause a lot of discomfort for new team members.

Mentorship and ongoing support

A strong support system helps new hires quickly adjust to their roles. Pairing new employees with experienced team members or mentors is a highly efficient approach. Thanks to mentorship, specialists who have just joined the team can get guidance and practical recommendations in real time.

Continuous training programs

The AdTech industry is constantly evolving. That’s why continuous learning is crucial.

To keep employees updated with the latest trends, best practices, and new technologies, you can offer them the opportunity to participate in workshops and webinars and provide hands-on training.

Apart from this, you can encourage and support them in gaining industry-recognized certificates and credentials.

How to Evaluate Performance and Measure Success

• Goals and KPIs. To understand whether your new specialist performs well, you need to define indicators (KPIs) that you will analyze. These measurable metrics should help you track performance, such as campaign effectiveness, revenue growth, or system uptime. Each team member should have clearly formulated goals that will contribute to overall business success.
• Performance tracking. It is vital to conduct periodic assessments to evaluate individual and team progress. To achieve this, you can rely on performance tracking tools and reporting systems, as well as provide employees with tools to evaluate their contributions and identify areas for improvement.
• Feedback and reviews. The role of regular check-ins and feedback sessions can’t be underestimated. You can organize one-on-one meetings to share constructive feedback in real time. All team members need to know what you think about their performance and have a chance to address the existing issues. Moreover, recognition and reward for high performance can greatly motivate people.

How to Retain the Best Experts

Retention of qualified AdTech developers is not an easier task than finding these experts. To do it, companies need to create conditions that will be comfortable and beneficial for them.

How can you achieve this?

• Competitive compensation and benefits. Make sure that the offered salaries are competitive on the market. You can also provide various perks like performance bonuses and wellness programs, if applicable.
• Transparent communication. Regularly update your team on company goals, changes, and challenges, and encourage open feedback.
• Professional development. Offer continuous learning opportunities to all team members. Support employees with courses, certifications, and participation in professional events. Moreover, we recommend creating personalized career paths to ensure employees experience long-term growth within the company.
• Contribution rewards. Regularly acknowledge achievements through company-wide shoutouts, bonuses, or career advancement opportunities. Celebrate work anniversaries, major project completions, and personal milestones. Such celebrations will demonstrate that you value your employees and want them to feel their importance.

Our Experience in Building Efficient AdTech Teams

At Geomotiv, we have robust experience in building and scaling AdTech teams. A prime example of this is our collaboration with Pluto TV. The project started in 2017 and is still going on.

When the client turned to us, they needed to modernize their monolithic system to enhance scalability, track ad impressions, and analyze advertising efficiency.

Geomotiv brought deep experience in Linear and OTT TV by developing a real-time TV ad tracking system and a programmatic video distribution platform. The engagement began with a small team of three specialists, who successfully coped with the set tasks. For the next stage of our cooperation, which included the development of AdTech software, we assembled a new team. It grew from 3 to 10 members within a year and continued expanding over the next 7 years.

Today, we operate a couple of mixed sub-teams, combining our software developers and QA specialists with the client’s in-house employees. You can read more about this project here.

Final Word

AdTech teams traditionally include professionals with different skills. Software developers, data analysts, product managers, UX/UI designers, and QA specialists are among those who can contribute to the success of creating powerful AdTech solutions, tailored to their specific needs. However, assembling and managing such a team demands deep industry knowledge and experience.

Moreover, hiring the right experts can be a pretty complex and time-consuming process. That’s why it can be more efficient to outsource such services.

At Geomotiv, we have a proven track record in building high-performing AdTech teams. Whether you need to fill key positions or build an entire team from scratch, we offer end-to-end support to help you navigate the complexities of the AdTech landscape.