What to Look For in a Web Developer 

by | Dec 6, 2019 | Blog

A web developer or programmer can take your web design and create a website. They do this by writing lines of complicated code in a variety of languages. These people are essential to transforming your vision into a working reality.

However, not all developers are equal. These talented people have different experiences, skill levels and personalities. While one person might interpret your plans one way, another will create something that elevates your idea to another level.

When looking for a developer, there are at least 7 skills that you want your hire to have Knowledge of:


  2. JavaScript
  3. Photoshop
  4. WordPress
  5. Analytical Skills
  6. SEO
  7. Responsive Design

Tips for Finding Talent

Define the Role

You also need to consider what your business needs from a developer. If have not hired technical talent before, working with an experienced agent to define your needs can save you a great deal of money. A technical recruiter can help you distinguish whether you’re making any unfounded assumptions about the role or if you are overcomplicating the PD. With the help of a professional you can determine:

  • What language skillset/s is required?
  • What level of experience is required?
  • What development methodology will be used (if working with teams)?
Understand the scope of the role

Developers, particularly front-end developers, are in high demand, so attracting top technical talent requires a strong mix of well-defined and flexible expectations:

  • Are the hours flexible?
  • Is the contract freelance or permanent?
  • Can the developer work remotely or do they have to be onsite? Can a mix be facilitated?
  • Is the developer expected to work alone or as part of a team with other developers?
Don’t pretend to know what you’re talking about

The developer is the expert and if you overextend yourself, or misrepresent your knowledge, you might not get the product that you had hoped for.

An attitude of the all-knowing boss is destructive to working relationships. If you can’t understand something it is better to allow the expert to advise you. If you don’t trust their opinion, get a second opinion or hire a different developer. However, if you have an ignorant attitude that you know best, you might not see with clarity if the developer you have hired is really doing a good job or not.

Mitigate your risk
  • Set up an objective vetting process


Use a third party, whether it’s another developer, a recruiter or even a qualified client to help vet certain candidates who apply for the job. It helps to have somebody validate or dispute your own opinions before you commit to interviewing a candidate.


  • Create a test project


A brief test to ensure that the hire has the skills you need can help to determine if the candidate has what you need or if their resume was fluff. While many people perform poorly on tests, you will be able to determine if the candidate has some qualities and skills that are necessary for your work culture.


  • Save everything


Save your existing data by backing up all databases or source code and by remembering to ‘commit’ any project changes to Git before a new developer starts changing your source code.

Make an Investment

  • If you want Price and Quality, a task may take longer.
  • If you want Quality and Efficiency, you will pay more in price.
  • If you want Efficiency and Price, you will lose quality.

This theory is especially true with hiring developers. No two developers are made equal and good developers are rare.

If you find an exceptional developer who will work well with your existing team, pay them what they’re worth. Cheaper solutions will inevitably cost you more.

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