How to Hire Developers: A Practical Guide for Non-Technical Founders

Most bad developer hires come from hiring before the work is defined. This is the order that avoids that.

1. Write the outcome, not the job title

"Build a booking flow that takes payment and emails a confirmation" is hireable. "Need a full-stack developer" is not. Write down what must work, who uses it, and what "done" means. One page is enough.

2. Choose the engagement model

The model matters more than the individual. A short, well-bounded job suits a freelancer. A project needing design, build, QA and ongoing support usually suits an agency. Read Freelancer vs Agency and Contractor vs Employee before deciding.

3. Build a shortlist of three to five

Use the directory filters for skill, country, rate and availability. If you would rather describe the project once and be matched, use the matching quiz or request quotes.

4. Check evidence, not claims

• Ask for two examples similar to your project, and what the candidate personally did on each.
• Speak to one past client if the engagement is large.
• Look at the code or live product, not only screenshots.

5. Run a small paid trial

A one-to-two week paid task shows communication, estimating and code quality far better than an interview. Pay for it.

6. Agree the terms in writing

Scope, milestones, payment schedule, who owns the code, how changes are handled, and how either side ends the engagement. See the rates guide for how pricing models differ.

7. Set up the first month

Give access on day one, agree a weekly check-in, and look at working software every week. Problems show up in week two, not month three.

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