How to hire a web application developer

A web application developer builds software that runs in the browser, covering the interface, the server logic and the data behind it. To hire one, define the stack and the scope of the first months, assess candidates on a real feature and check how they handle testing and security. Early products usually need full-stack engineers, while larger teams split the work by specialty.

What should you define first

Write down what the application does, who uses it and which technologies you already run. A new product, a rebuild and the extension of an existing system lead to different hires. Name the stack, for example React with Node.js or Next.js with PostgreSQL, so that candidates can say whether they have used it in production.

Then decide whether you need one full-stack engineer, a frontend and backend pair or a small team. The how many engineers do you need article helps with sizing.

What skills should a senior web developer have

Seniority shows in the parts that sit around the code.

• A solid grasp of the browser, HTTP, accessibility and performance.
• Server-side design, APIs and a well-structured database.
• Automated tests and a deployment process with rollbacks.
• Security basics such as authentication, session handling and input validation.
• Clear written communication in pull requests and design notes.

Full-stack or specialist

A full-stack engineer can take a feature from database to screen, which suits products with a small team and fast changes. Specialists fit when the interface is complex or the back end carries heavy load. The full-stack engineers, frontend engineers and backend engineers pages describe each profile.

How do you assess a web application developer

Use a real task in a real codebase. Ask the candidate to fix a bug and add a small feature, and watch how they read the code, ask questions and write tests. Ask about the last production incident they handled and what they changed afterwards.

If the engineer uses coding agents, ask them to show how they review what the agent produces. Assessing AI ability describes this in detail.

What are common red flags

Some patterns predict trouble. A candidate who cannot explain the trade-offs of a past design, one who has never owned a production incident and one who writes no tests will cost you time later. Be careful with profiles that list every framework but cannot go deep on one, since depth matters more than breadth in the first year.

Ask how they would handle a slow page. A good answer starts with measuring, such as profiling the query or the network waterfall, before changing anything.

How do you onboard a web developer

Give access on day one, a short written guide to the codebase and a first task that reaches production within a few days. It builds confidence and tests your deployment process in the same step. Pair the engineer with a colleague for the first review cycles so that they learn your conventions.

Agree on how you communicate, including a daily written update, a weekly call and clear ownership of each part of the application.

What does it cost and how do we help

Cost depends on seniority and country, and the salary data shows local hiring costs. Senior engineers through Miyagami start from €5,600 a month for full-time work, with a three-month minimum, no recruitment fee and replacement at our cost if the fit is wrong. A shortlist arrives within 3 working days of the brief.

Every engineer is tested by an AI-native tech lead who works with AI every day, explained on how we vet.

Short answers