Building ventures IT support: 4 ways to get IT support for a venture

Option 1: Find a technical co-founder

This is like finding a business partner who happens to be a master builder. They'll help design and build the venture's digital product while sharing ownership of the company.

Where to find them: Y Combinator's co-founder matching program has the highest success rates, while platforms like CoFoundersLab connect over 600,000 entrepreneurs worldwide. AngelList also offers networking opportunities with technical talent.

What it costs: Typically 10-30% of the company's equity, usually with a four-year vesting schedule.

The upside: The venture gains someone who's as invested in success as the founder is. Investors love co-founder teams, and startups with multiple founders raise 30% more investment on average. Plus, there's a true partner for the long haul.

The downside: A significant chunk of the company gets given away before the idea has even been proven to work. Finding the right person can take 6-12 months, and founder relationships go wrong in about 23% of startups.

Best when: The product requires deep technical expertise, the plan includes raising venture capital, or the venture needs someone committed for the long term.

Option 2: Partner with a development agency

Think of this as hiring a construction company. They bring a whole team with different specialties, from architects to electricians, all working together on the project.

At Eli5, we specialize in exactly this kind of partnership. We work with early-stage ventures to build (business-critical) software from concept to production. What makes us different is our selective approach, we only take on clients where we can make a real impact, ensuring every client gets our full attention rather than being just another project in the queue.

What it costs: Typically $3,000-15,000 per month for ongoing work, or $45,000-450,000 for complete projects. Some studios like Eli5 also offer equity partnerships where the company gives % ownership in exchange for reduced fees.

The upside: Immediate access to a full team of experts without the hassle of hiring. They've solved similar problems before, so they can move fast and avoid common mistakes. The team can scale up or down based on need.

The downside: There's less day-to-day control, and there might be some friction if working styles don't mesh. When the project ends, all the technical knowledge walks out the door with them.

Best when: Professional results are needed quickly, technical oversight skills are missing, or multiple types of expertise are required simultaneously.

Option 3: Hire freelancers

This is like bringing in specialist contractors. Need a plumber? Hire a plumber. Need an electrician? Hire an electrician. The organization manages the project, but gets experts for each piece.

Where to find them: Toptal screens only the top 3% of developers but charges premium rates ($60-150/hour). Upwork offers a broader marketplace ($15-100/hour), while Fiverr works well for specific projects ($5-500+ per project).

What it costs: About 30-60% less than full-time employees, with additional savings when hiring from countries with lower costs of living.

The upside: Payment covers only what's needed, when it's needed. Great for specific skills or short-term projects. Much faster than hiring employees.

The downside: Quality varies wildly, and enough technical knowledge is needed to evaluate their work. Managing multiple freelancers can become a full-time job. Plus, the best freelancers might disappear when they find better opportunities.

Best when: The organization has a specific project with clear requirements, needs specialized skills temporarily, or wants to build an MVP before committing to bigger investments.

Option 4: Hire a developer on payroll

This is like employing a full-time builder. They're dedicated to the project, learn the business inside and out, and grow with the company.

What it really costs: A $100,000 developer actually costs $125,000-140,000 once benefits, equipment, taxes, and office space are included. Junior developers average around $80,000, while seniors command $140,000+.

The equity question: The first technical hire typically gets about 1.5% equity, usually vesting over four years with a one-year cliff.

The upside: Complete dedication to the project, deep understanding of the business, and full control over their work. They become invested in the company's success.

The downside: Huge upfront commitment before there's any proof the idea will work. Finding good developers takes 3-6 months and costs over $5,000 in recruiting. The team is competing with every other company for the same talent.

Best when: The idea has proven it works, 18-24 months of funding is secured, and someone dedicated to building and maintaining the technology long-term is needed.

The smart move: Build a prototype first

Before choosing any of the four options above, there's something that should always be considered: building a quick prototype in-house using no-code tools. This is the equivalent of sketching house plans before meeting with architects.

This isn't about replacing professional development. It's about understanding what the team wants to build and speaking the same language in conversations with potential co-founders, agencies, freelancers, or employees.

Popular platforms: Bolt for complex web applications, FlutterFlow for mobile apps, and Webflow for websites. Also general LLMS like Claude and GPT get better and better in building interactive applications. Most offer free tiers, with business features costing $60-99/month.

Why this changes everything: When a team has built something, even a basic version, it understands its product better. It can show potential technical partners exactly what it envisions instead of trying to describe it. It has worked through the core user experience and discovered problems it didn't know existed.

Success stories: Major companies like Comet (raised €14 million) and Dividend Finance (raised $365 million) started with no-code foundations, proved their concepts, then grew into full custom platforms.

The power of having something to show: When a team meets a potential technical co-founder with a working prototype in hand, it demonstrates commitment and understanding of its market. It can walk them through actual user flows and show real user feedback, making it much easier for them to envision the technical challenges and opportunities.

Best approach: Two to four weeks spent building a basic version of the core idea goes a long way. It serves to validate demand, understand user behavior, and create concrete discussion material. That foundation then supports smarter decisions about options 1-4.

Which path is the right one to choose?

Here's the thing: picking just one isn't required. Many successful startups combine these approaches as they grow.

It starts with the prototype. Spend a few weeks building something basic with no-code tools. This gives the team credibility and clarity when approaching the other options.

Then choose based on the situation: If a true partner for the long haul is the goal, find a technical co-founder. If professional results are needed quickly, work with an agency like Eli5. If there are specific projects with clear requirements, hire freelancers. If the idea is proven and funding is in place, bring developers in-house.

The key is matching that choice to where the organization stands right now and what the prototype has taught it. Having something to show makes every conversation more productive, whether the pitch goes to co-founders, agencies are being briefed, or freelancers are being evaluated.

Remember, the best technical solution is the one that gets the idea in front of customers quickly so the team can learn what they actually want. Start simple, learn fast, then scale up the approach as the organization grows.