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How to Hire a Great ActiveCampaign Developer
No-code development has become a popular choice for startups, small businesses, and enterprises to quickly build and scale products. It's an efficient way to create minimum viable products (MVPs) and complex software solutions, thanks to its speed and cost-effectiveness.
ActiveCampaign is a customer relationship management (CRM) and marketing automation software. It allows businesses to manage and automate various aspects of their interactions with customers, such as email marketing, sales automation, and customer service. The platform includes features such as email marketing campaigns, automation workflows, contact and lead management, and real-time analytics. ActiveCampaign is designed for small to medium-sized businesses and can be used in various industries.
This guide aims to provide information on hiring the right ActiveCampaign developer, what to expect and how to onboard them. It also covers the capabilities of the ActiveCampaign platform, what can be built with it and the possible limitations.
With this guide, you will be able to find the ideal candidate to turn your ideas into a reality. And when you are ready, WeLoveNoCode can match you with the most skilled ActiveCampaign developer for your needs. Let's get started!
Things to Consider When Choosing ActiveCampaign
ActiveCampaign is a popular customer relationship management and marketing automation tool, but like any software, it has its limitations. Here are a few cons to consider when using ActiveCampaign:
- Limited customization options: While ActiveCampaign offers a wide range of features, some users have reported that the customization options are limited, making it difficult to tailor the software to their specific needs.
- Limited integrations: ActiveCampaign offers a variety of integrations, but some users have reported that it is not as robust as other CRM and marketing automation tools.
- Limited reporting options: The reporting options in ActiveCampaign are not as advanced as some other tools, making it difficult for users to get detailed insights into their data.
- Limited scalability: Some users have reported that ActiveCampaign can be limiting when it comes to scaling up your business. As your business grows, you may need to consider a more powerful CRM and marketing automation tool.
- Limited automation options: While ActiveCampaign has a lot of automation capabilities but it may not be as flexible as other automation tools, some users have reported that they may face limitations when trying to create complex automation workflows.
It's worth noting that these cons are subjective and may vary depending on the specific use case and business requirements. It's always a good idea to evaluate the software against your specific needs and requirements before making a decision.
What you can build with ActiveCampaign?
Here are some examples of what you can build with ActiveCampaign:
- Email Marketing: ActiveCampaign allows you to create and send personalized email campaigns to your contacts. You can segment your contact list and create targeted campaigns based on specific criteria.
- Automation Workflows: You can create automation workflows to automate repetitive tasks and engage with your customers. For example, you can set up a welcome email for new subscribers, or an abandoned cart email for shoppers who leave items in their cart.
- Contact and Lead Management: ActiveCampaign allows you to store and manage all your contacts in one place, and you can create custom fields to capture additional information about your leads.
- E-commerce: ActiveCampaign offers a built-in e-commerce CRM that allows you to create targeted campaigns based on customer purchase history, manage orders and generate invoices.
- Live Chat and Forms: ActiveCampaign allows you to add live chat and forms to your website, making it easy to capture leads and communicate with visitors in real-time.
- Sales Automation: ActiveCampaign provides sales automation feature, this allows you to automate your sales process, track deals, set reminders and schedule follow-up tasks.
- SMS Marketing: ActiveCampaign allows you to send SMS campaigns and automate SMS messages based on different triggers.
- Custom integrations: ActiveCampaign's API allows you to integrate it with other platforms and create custom integrations with your website or other software.
These are just a few examples of what you can build with ActiveCampaign, the possibilities are endless and you can use the tool to build a wide range of applications depending on your specific business requirements.
Hiring ActiveCampaign Developer Skills Checklist
Hiring a technical role can be difficult and time-consuming, but proper preparation can make the process easier. Here is a checklist of soft and hard skills to consider when hiring an ActiveCampaign developer. These are skills that are commonly required by businesses and may be useful for your needs as well:
- ActiveCampaign experience: A developer should have experience using ActiveCampaign and be familiar with its features and capabilities.
- Marketing Automation: The developer should have experience with marketing automation and be able to understand the objectives of campaigns and how to automate them.
- E-commerce: The developer should have experience with e-commerce platforms, such as Shopify or WooCommerce and should be able to integrate them with ActiveCampaign.
- Project management: The developer should be able to manage their own time, communicate effectively and work well in a team.
- Problem-solving: The developer should be able to troubleshoot and resolve technical issues that may arise during the development process.
- Adaptability: The developer should be able to adapt to new technologies and industry trends.
- Strong Communication: Good communication skills are a must, the developer should be able to explain technical concepts to non-technical team members.
- Attention to detail: The developer should have a keen attention to detail and be able to catch bugs and errors in the code.
By considering these skills when hiring an ActiveCampaign developer, you can increase the chances of finding the right candidate for your project.
What Type of ActiveCampaign Developers Do You Need?
Once you have determined the specific skill set required for an ActiveCampaign developer, the next step is to decide on the type of employment that best suits your project. There are three main options to consider: hiring an in-house ActiveCampaign developer, working with an ActiveCampaign freelancer, or partnering with an ActiveCampaign agency.
- In-house ActiveCampaign developer: An in-house developer is an employee who works full-time for your company. This option allows for more control over the development process and can be beneficial for ongoing projects.
- ActiveCampaign freelancer: A freelancer is an independent contractor who works on a project-by-project basis. This option can be more cost-effective but may lack the continuity of an in-house developer.
- ActiveCampaign agency: An agency is a company that provides ActiveCampaign development services. This option can be beneficial for larger projects or those with specific needs, but may be more expensive than hiring a freelancer or an in-house developer.
Each of these options has its own advantages and disadvantages, and the best choice will depend on the specific needs of your project. It's important to weigh the pros and cons of each option before making a decision.
When it comes to hiring ActiveCampaign developers, the type of employment will depend on the scope and duration of your project. For short-term projects or small projects, freelancers or project-based teams may be the best option. However, if you are an established business looking to expand your current product, hiring an in-house team of permanent developers or development partners may be more suitable. If your company is focused on building your product and scaling quickly, working with a company like WeLoveNoCode, which provides pre-vetted ActiveCampaign developers with management support, can be a great choice.
How can you identify the right candidate?
When it comes to hiring, it's crucial to be efficient and avoid bad hires or questionable agencies. The ideal candidate may not necessarily be the most technically skilled ActiveCampaign developer in the market, but instead, the person who best aligns with your company's needs in terms of character, culture, and the stage of your business, as well as budget limitations.
Step 1: Assess them before the first call
When hiring, it may not be possible to interview every candidate who applies. To ensure that you are considering the most suitable candidates, it's essential to have a filtering process in place to assess and shortlist potential hires before the initial interview.
To effectively filter potential ActiveCampaign developer candidates, it's important to start by outlining the essential criteria for the role. This allows you to easily reference and assess resumes, eliminating candidates who do not meet the minimum requirements. Once you have narrowed down the list of candidates, you can move on to the next stage, which includes testing their technical capabilities and cultural fit.
Check their portfolio
When assessing a candidate's technical skills in ActiveCampaign, a useful resource to review is their portfolio website. Here you can find examples of projects they have worked on in the past, providing insight into their capabilities and level of experience.
Ask for a cover letter
Asking candidates to provide a cover letter with their application is another approach to evaluating a candidate's interest and effort in the role. A cover letter can demonstrate that the candidate has read the job posting and is genuinely interested in the role. However, this approach may also discourage some qualified candidates from applying, as it adds an extra step to the application process. Additionally, it also requires extra effort on your part to review the cover letters.
When hiring a freelancer through platforms such as Upwork or Fiverr, it's possible to review their reviews to gain insight into their abilities and reliability. This can be an effective way to assess and filter potential candidates.
Step 2: Set up an interview process.
Conducting interviews, whether in-person or via video conference, requires proper preparation to find suitable ActiveCampaign candidates. It's crucial to have a set of questions ready and to have the right people in the room during the interview, including fellow developers. Having at least one person on the interview panel who understands the candidate's job will allow for a more technical evaluation. It's also important to remember that the interview is not only about assessing the candidate, but also about impressing them, as they may have other job offers.
Traditionally, an interview panel consists of 2-5 people. For startups, it may lean towards the lower end of that number, but it's important to have more than one person conducting interviews to ensure a balanced perspective. It's also important to consider how you plan to assess and score candidates. Some businesses rely on intuition and opinions, but this can become challenging as the number of candidates increases. Therefore, it's a good idea to introduce a simple scoring system, along with a technical ActiveCampaign assessment. This system should include specific requirements and a points system, weighted based on the most important criteria, such as hard skills related to using the
platform, understanding of development concepts, cultural fit, communication skills, problem-solving and teamwork.
Examples of Good ActiveCampaign Interview Questions
When conducting an interview for an ActiveCampaign developer role, it's important to ask the right questions to assess the candidate's fit for the position. Here are some examples of questions that can help identify a candidate's suitability for the role:
- Willingness to listen and work in a team: "Can you give an example of a feature you developed that wasn't well-received by a client? How did you handle the situation and what did you learn from it?"
- Ability to navigate difficult situations: "What steps would you take if you received a call at 7 am reporting that your web application is not working and the issue appears to be unrelated to your code?"
- Team player: "Can you share a situation where you proactively helped a team member?"
- Continuous improvement: "Have you contributed to any open-source projects outside of work or can you share a project you've been involved in outside of work?"
- Problem-solving: "How would you go about diagnosing and resolving a bug that appeared in a critical piece of code?"
It's also important to give the candidate the opportunity to ask you questions during the interview. This allows you to learn more about the candidate and gives them a chance to understand your company and the role better, which may encourage them to join.
Step 3: Technical assessment
When hiring no-code developers, particularly ActiveCampaign developers, many companies now require candidates to complete a technical assessment. This is also known as a "test task" or "home assignment" where the candidate is asked to complete tasks that are relevant to the job. Here are some ways to approach a technical ActiveCampaign assessment:
- Clearly define the tasks and expectations: Provide a detailed description of the tasks to be completed and the expectations for the assessment.
- Use real-world scenarios: Assign tasks that simulate real-world scenarios that the candidate will encounter in the job.
- Test a variety of skills: Assess a range of skills such as problem-solving, attention to detail, and ability to follow instructions.
- Provide a time frame: Give the candidate a specific time frame to complete the assessment.
- Evaluate the results: Carefully review and evaluate the candidate's work and provide feedback.
- Review the assessment with the candidate: Review the results of the assessment with the candidate, highlighting their strengths and areas for improvement.
It's also important to note that it's not only the candidate's technical skills that are being evaluated but also the candidate's ability to understand and execute the task given. This will help you to understand the candidate's problem-solving skills and how well they can work on the given task.
Step 4: References
After completing steps 1 - 3 and shortlisting your preferred ActiveCampaign candidate(s), it's important to obtain a reference from a previous employer or client. This serves several purposes:
- It allows you to understand if the candidate's work ethic aligns with your company culture.
- It verifies if the candidate has experience working in a similar setting, such as a remote development team.
- It confirms if the candidate has experience working on similar ActiveCampaign projects.
- It provides additional information that can make the onboarding process smoother.
Getting a reference check can provide quick answers to these questions. If the candidate is unable to provide references, previous customer testimonials, or does not respond to your request, it should be considered a red flag.
How to Onboard Your New ActiveCampaign Developer
Great job on hiring a skilled ActiveCampaign developer! To ensure a smooth transition and maximize their contributions, let's focus on effective onboarding strategies that quickly integrate them into the team.
- A single point of contact
It's important for your new ActiveCampaign developer to meet various teams during the onboarding process, but they should also have a designated point of contact for scheduling and answering any questions. This person can be from HR or an engineering manager. For a successful integration, the HR and engineering lead should create a comprehensive onboarding checklist that covers learning about the product, technology stack, users, development and QA processes, tools, and other important job responsibilities. The developer should have a clear understanding of the company's processes and know who to reach out to for guidance.
- Actionable plan
To help the new team member feel welcomed and at ease, it's important to establish a clear plan for their first few weeks on the job. Instead of simply suggesting that they reach out and talk to a few people, schedule initial meetings for them. It's also important to set achievable tasks for the new developer, such as gaining access to relevant tools, reviewing existing product documentation, or completing an onboarding checklist.
- Avoid overloading them with information
It's natural to want to provide new team members with as much information as quickly as possible. However, overwhelming them with too much information at once can actually slow down the onboarding process. This is true for all new employees, not just those who are specifically hired as ActiveCampaign developers. It's important to approach the onboarding process with a balance of thoroughness and gradualism.
- Equipment and software
It's important to provide new team members with access to the tools and resources they need to do their job as soon as possible. This includes any paid services and tools used by the company, such as design, QA, or project management tools. Make sure your new ActiveCampaign developer has access to all the necessary tools and services right away to avoid any frustration or delays. If your company provides laptops, make sure they are set up and ready for the developer before they start their first day on the job.
- Give them some early tasks.
While the onboarding process is important, it's also crucial to give your new ActiveCampaign developer the opportunity to start working on real tasks as soon as possible. Assign them small, non-critical projects that utilize the ActiveCampaign platform to help them become familiar with the system and integrate with the team more quickly. This will give them a chance to apply their skills and start contributing to the company's goals.
What should be a budget for a ActiveCampaign Developer?
The cost of hiring an ActiveCampaign developer can vary widely depending on factors such as the complexity of the project, specific requirements, scale, need for custom code, and location of the developer or agency. On average, the monthly salary for an ActiveCampaign developer is around $6,700, but this can vary. If you choose to work with a freelancer, you may be able to pay slightly less. Another option is WeLoveNoCode which offers a monthly subscription package of around $1999 per month. Keep in mind that the cost is not the only consideration, the quality of work and the experience of the developer or agency should also be taken into account.
You can hire in a better way by using WeLoveNoCode
At WeLoveNoCode, we make it easy for you to find and hire experienced ActiveCampaign developers. Our platform connects you with pre-vetted developers, so you can confidently choose the right one for your project. With our help, you can quickly get started building your application using ActiveCampaign.