TL;DR: LinkedIn, Indeed, and Wellfound lead for hiring software engineers in 2026. But niche boards like Dice, Arc.dev, and Hacker News often deliver better-fit candidates.
You posted your software engineering job on LinkedIn. You got 200 applications. You spent two weeks screening. Three candidates made it to a technical interview. One passed.
That is a 0.5% hit rate. And you paid for every click along the way.
According to a 2026 study by BestJobSearchApps, Indeed captures 66% of all applications but has a 97-98% unqualified rate. Wellfound, a startup-focused board, gets a 5.33% response rate. That is higher than Indeed’s 4.7%.
The platform you choose changes everything. Volume is not the same as quality. And for software engineers, quality matters more than most roles.
We help startups hire developers from Southeast Asia. We have tested most of these platforms. Some work well for senior roles. Others are better for junior hires or contract work. This guide breaks down the 10 best options.
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Quick Comparison: 10 Best Places to Post Software Engineering Jobs
| Platform | Best For | Pricing (2026) | Developer Pool | Response Quality |
|---|---|---|---|---|
| Senior and specialized roles | Free basic post. Promoted: $7-10/day CPC | 1B+ users (not all devs) | High quality, low volume | |
| Indeed | High-volume hiring | Free basic. Sponsored: from $5/day | 350M+ monthly visitors | High volume, low quality |
| Wellfound | Startup engineering roles | Free basic. Promoted: $200+. Pro: $499/mo | 150K+ startup companies | High quality for startups |
| Dice | US-based tech specialists | $399-$699 per job post | 9M+ tech professional profiles | High quality, tech-focused |
| Arc.dev | Vetted remote developers | Free basic. HireAI: custom pricing | Top 2% vetted developers | Very high quality |
| Hacker News | Technical and senior devs | Free (monthly thread) | Highly technical community | Excellent fit for tech roles |
| We Work Remotely | Remote-first teams | $299-$498 per post | 3M+ monthly visitors | Good for remote roles |
| Hired | Pre-screened candidates | 15% of first-year salary | Curated tech talent pool | Very high quality |
| Built In | Regional tech hubs (US) | Custom pricing per market | Regional tech communities | Good for local hiring |
| Toptal | Top freelance engineers | $60-$200+/hr. $500 deposit | Top 3% freelancers | Very high quality |
1. LinkedIn
LinkedIn is the default choice for most hiring managers. It has the largest professional network in the world. Over one billion users across 200 countries.
For software engineering roles, LinkedIn works best for senior and specialized positions. The candidates here tend to be employed and passively looking. That means higher quality. But it also means you need to work harder to get their attention.
Pricing
You can post a basic job listing for free. It shows up in search results and reaches your network. To reach more people, you promote the post. Promoted posts cost $7-10 per day on a pay-per-click model. Average CPC ranges from $0.50 to $6.00 depending on role and location.
Software engineering positions cost more per click because of high competition. A backend engineer post in San Francisco will cost more than the same role in Austin.
LinkedIn Recruiter is the premium option. It costs $10,000-$12,000 per seat per year. That gives you InMail credits, advanced search filters, and candidate tracking.
Pros and Cons
- Largest professional network. Good for passive candidates.
- Strong filtering by skills, experience, and company.
- Expensive for competitive roles. CPC adds up fast.
- Many non-technical applicants apply to engineering roles.
We worked with a Series A SaaS startup that spent $2,400 on LinkedIn promoted posts for a senior backend engineer role. They got 180 applications. Only 12 had relevant experience. The hire came from a referral, not LinkedIn.
2. Indeed
Indeed is the world’s largest job site. It captures 66% of all job applications according to 2026 data from Breezy HR. That is more than any other single platform.
The problem? Volume does not mean quality. Indeed’s unqualified application rate sits at 97-98%. For software engineering roles, this is a real challenge. You will spend significant time filtering.
Pricing
Basic job posts are free. Sponsored posts use a pay-per-click model starting at $5 per day. You set a daily or total budget. Indeed charges when someone clicks your listing.
For engineering roles, expect to spend $300-$500 per month on sponsored listings to get meaningful visibility.
Pros and Cons
- Massive reach. 350M+ monthly visitors worldwide.
- Free basic posting. Low barrier to entry.
- Very high noise-to-signal ratio for technical roles.
- Better for junior and mid-level positions than senior.
Indeed works if you have an HR team to screen applications. For a 10-person startup where the CTO is doing the hiring, the screening burden is too high.
3. Wellfound (Formerly AngelList Talent)
Wellfound is the top job board for startups. It connects over 150,000 startup companies with candidates who specifically want to work at startups. That self-selection is valuable.
The response rate on Wellfound is 5.33%. Compare that to Indeed’s 4.7%. For startup engineering roles, the fit is better because candidates already expect equity, smaller teams, and faster pace.
Pricing
The free plan lets you post jobs and use the built-in applicant tracking system. Promoted jobs start at $200. The Recruit Pro plan costs $499 per month and adds sourcing tools, candidate insights, and priority support.
For early-stage startups, the free plan is often enough. The candidate pool is smaller but more targeted than LinkedIn or Indeed.
Pros and Cons
- Startup-focused talent pool. Candidates expect equity and ownership.
- Free job posting with built-in ATS.
- Smaller pool than LinkedIn or Indeed.
- Best for US and European startups. Limited in Asia.
We have seen Wellfound work well for our clients hiring full-stack engineers at seed-stage companies. The candidates understand what startup life looks like.
4. Dice
Dice is a pure tech job board. No marketing roles. No sales positions. Only technology jobs. It manages over 9 million profiles of technology professionals in the United States.
If you are hiring software engineers in the US, Dice delivers a more relevant candidate pool than generalist boards. Every candidate on Dice is in tech. That saves screening time.
Pricing
Dice is not cheap. Job posts range from $399 to $699 per listing. There is no free tier. Resume database access costs extra. Bulk posting discounts are available.
The higher price reflects the focused audience. You pay more per post but spend less time filtering unqualified candidates.
Pros and Cons
- 100% tech-focused. No noise from non-technical applicants.
- Strong resume database for sourcing passive candidates.
- Expensive for startups with limited hiring budgets.
- US-focused. Not useful for international hiring.
5. Arc.dev
Arc.dev positions itself as the “top 2%” developer marketplace. They vet candidates through technical assessments before making them available to employers. This flips the usual model. Instead of you screening, Arc screens for you.
Arc works for both full-time and contract hires. They focus on remote developers, which makes them a good fit for distributed teams.
Pricing
Basic job postings are free. The HireAI product uses AI matching to connect you with vetted candidates. Pricing for HireAI is custom. Expect to pay a placement fee for successful hires.
Pros and Cons
- Pre-vetted developers. Saves significant screening time.
- Good for remote and international hiring.
- Smaller candidate pool than mass-market boards.
- Custom pricing means less budget predictability.
For startups looking to hire backend developers remotely, Arc.dev is worth testing alongside specialized staffing partners.
6. Hacker News “Who is Hiring?”
Every month, Y Combinator’s Hacker News runs a “Who is Hiring?” thread. Companies post directly. No recruiters. No job boards. Just companies describing their open roles.
This is free. And it reaches one of the most technical audiences on the internet. The March 2026 thread shows companies like SerpApi hiring full-stack engineers at $150K-$180K.
How It Works
You post a comment in the monthly thread. Include your company name, role, tech stack, salary range, and location. The community values transparency. Posts without salary ranges get ignored.
Aggregator tools like HNHIRING.com make these threads searchable by technology and location.
Pros and Cons
- Completely free. No paid promotion option.
- Highly technical audience. Strong developer community.
- One post per month. Limited visibility window.
- No applicant tracking. You manage responses manually.
We recommend Hacker News for any startup backed by YC or building developer tools. The audience overlaps perfectly.
7. We Work Remotely
We Work Remotely is one of the largest remote-only job boards. It gets over 3 million monthly visitors. Every listing is for a remote position. No hybrid. No on-site.
For companies building distributed engineering teams, this focus matters. Candidates on We Work Remotely are already set up for remote work. They have home offices, async communication skills, and timezone flexibility.
Pricing
Job posts cost $299 to $498 per listing. There is no free tier for employers. Posts stay live for 30 days. An optional candidate filtering service costs an additional $199.
Pros and Cons
- 100% remote-focused. No mismatch on work arrangement.
- Large audience of experienced remote workers.
- No free posting option for employers.
- Less effective for roles requiring specific timezone coverage.
If you are hiring remote developers from Vietnam or Malaysia, We Work Remotely can supplement your sourcing. But it skews toward US and European candidates.
8. Hired
Hired flips the hiring model. Instead of candidates applying to your job, you browse pre-screened profiles and send interview requests. Candidates set their preferences, salary expectations, and availability upfront.
This saves time on both sides. No back-and-forth about salary. No surprise availability issues. The trade-off is cost.
Pricing
Hired charges a placement fee of approximately 15% of the candidate’s first-year salary. For a software engineer earning $150,000, that is $22,500. It is expensive. But you are paying for pre-screening and a curated match.
Pros and Cons
- Pre-screened candidates with clear salary expectations.
- Saves weeks of sourcing and initial screening.
- High placement fee. Not suitable for budget-conscious startups.
- Smaller pool than LinkedIn or Indeed.
9. Built In
Built In operates regional tech job boards for US tech hubs. Built In NYC. Built In SF. Built In Chicago. Built In LA. Each site serves a specific metro area’s tech community.
If you have an office in a specific city and want local engineers, Built In connects you to that city’s tech talent. The regional focus reduces competition compared to national boards.
Pricing
Built In uses custom pricing based on your market and hiring volume. They offer company profile pages, employer branding, and job distribution. Contact their sales team for quotes.
Pros and Cons
- Strong local tech communities in major US cities.
- Good employer branding tools and company profiles.
- US-only. No international coverage.
- Custom pricing means no quick cost comparison.
10. Toptal
Toptal claims to offer the top 3% of freelance talent. They screen candidates through a multi-step process including language tests, technical assessments, and live coding exercises. Only about 3 out of every 100 applicants pass.
This is not a job board. It is a talent marketplace. You tell Toptal what you need. They match you with vetted freelance engineers. Good for project-based work or when you need someone fast.
Pricing
Toptal requires a refundable $500 deposit to start. There is a $79 monthly subscription fee. Developer rates range from $60 to $200+ per hour depending on specialization. AI consultants and niche specialists cost more.
That is expensive. A senior engineer at $150/hour costs $24,000 per month full-time. But for short-term projects or urgent gaps, the speed and quality can justify the cost.
Pros and Cons
- Rigorous vetting process. High-quality matches.
- Fast matching. Often within days.
- Very expensive for long-term engagements.
- Freelance model. Not ideal for permanent hires.
Cost Comparison: What You Actually Spend
Pricing on paper does not tell the full story. The real cost is what you spend per qualified candidate. Here is how it breaks down.
| Platform | Cost Per Post | Monthly Budget (Typical) | Cost Per Qualified Candidate (Est.) |
|---|---|---|---|
| LinkedIn (Promoted) | $7-10/day CPC | $300-$1,000 | $150-$400 |
| Indeed (Sponsored) | From $5/day | $300-$500 | $200-$500 |
| Wellfound | Free-$200 | $0-$499 | $50-$150 |
| Dice | $399-$699 | $399-$699 | $100-$250 |
| Arc.dev | Free-Custom | Varies | $75-$200 |
| Hacker News | Free | $0 | $0 |
| We Work Remotely | $299-$498 | $299-$498 | $100-$200 |
| Hired | 15% of salary | N/A | $15,000-$25,000 |
| Built In | Custom | Custom | $200-$500 |
| Toptal | $500 deposit | $5,000-$25,000+ | N/A (marketplace model) |
The estimated cost per qualified candidate is based on our experience and industry benchmarks. Your results will vary based on role, location, and how well your job post is written.
How to Choose the Right Platform
There is no single best platform. The right choice depends on your situation.
By Company Stage
Pre-seed to Seed: Use Wellfound (free tier) and Hacker News. Your budget is limited. These platforms attract candidates who want early-stage equity and ownership.
Series A to B: Add LinkedIn promoted posts and We Work Remotely. You have budget for paid listings. You need to reach more candidates as you scale.
Series C and beyond: Consider Hired and Dice for specialized roles. The higher cost is justified by faster, higher-quality placements.
By Role Type
Senior engineers: LinkedIn, Hired, Hacker News. Senior developers are usually employed. You need to reach them where they passively browse.
Junior to mid-level: Indeed, Wellfound, Built In. These candidates are actively searching. Volume-based platforms work.
Contract or freelance: Toptal, Arc.dev. Pre-vetted talent marketplaces save you from screening freelancers yourself.
Remote developers: We Work Remotely, Arc.dev. Or work with a staffing partner that specializes in specific regions. We help startups find DevOps engineers and cloud engineers from Southeast Asia at competitive rates.
What About Remote Hiring from Asia?
Most of these platforms focus on US and European talent. If you are open to hiring remote software engineers from Asia, the talent pool is large and growing fast.
Vietnam, Malaysia, Indonesia, and the Philippines all have strong developer communities. According to the Asia Tech Salary Index, senior engineers in these countries cost 40-70% less than US equivalents. The quality gap has narrowed significantly over the past five years.
The challenge is finding qualified candidates. Local job boards exist, but they are fragmented. That is where staffing partners come in. We work with startups to source, vet, and place developers from Southeast Asia through our employer of record services.
The Bottom Line
Hiring software engineers is hard in 2026. Good developers have options. They are selective about where they apply and which roles they consider.
The 10 platforms above give you the widest coverage. LinkedIn and Indeed for reach. Wellfound and Hacker News for startup-friendly talent. Dice and Arc.dev for focused tech hiring. Hired and Toptal when you need quality and speed over cost.
Start with two or three platforms. Track your cost per qualified candidate. Double down on what works. Cut what doesn’t.
Hire vetted remote software engineers with Second Talent to build your engineering team faster and at lower cost.
