You’ve reached the point where spreadsheets and off-the-shelf tools aren’t cutting it anymore. Maybe your website needs custom functionality. Maybe you’ve got an internal process that’s begging to be automated. Whatever the reason, you’ve decided to hire a developer. And if you’ve never done it before, the whole process can feel overwhelming.

It doesn’t have to be. But you do need to approach it differently than hiring for most other roles.

Figure Out What You Actually Need

This sounds obvious, but it’s where most businesses go wrong. “We need a developer” isn’t specific enough. Developers specialise. A front-end developer who builds beautiful user interfaces isn’t the same person as a back-end engineer who designs databases and APIs. A mobile developer isn’t a DevOps engineer.

Before you write a job ad, write down exactly what you need built. Not in technical terms — in business terms. “We need customers to be able to book appointments through our website” is more useful than “we need a React developer.” The technical decisions should follow the business requirement, not the other way around.

If you’re not sure what kind of developer you need, that’s okay. Consider hiring a freelance technical consultant for a few hours to help you define the scope. It’s a small investment that can save you from hiring the wrong person entirely.

Where to Look

The usual job boards — Seek, LinkedIn, Indeed — work fine for permanent hires. But for your first developer, you might want to consider contract or freelance arrangements first. It lets both sides test the fit without a long-term commitment.

Platforms like Upwork and Toptal have massive pools of freelance developers. The quality varies enormously, so look for candidates with verified work histories and client reviews. Don’t just pick the cheapest option. In software development, you genuinely get what you pay for.

Local meetups and tech communities are underrated hiring channels. In Australia, groups like /dev/sydney and similar meetups in Melbourne, Brisbane, and Perth attract working developers who might be open to new opportunities. These people are already engaged with the community, which is usually a good sign.

What to Look For (Beyond Technical Skills)

Technical ability matters, obviously. But for your first developer, communication skills are almost more important. This person will need to translate between your business needs and technical reality. If they can’t explain what they’re doing in plain language, you’ll end up with something that doesn’t match what you asked for.

Look for someone who asks good questions. A developer who nods along to everything you say and promises to deliver exactly what you want in two weeks is either lying or hasn’t understood the brief. The best developers push back. They ask “why?” They suggest alternatives. That’s not difficult behaviour — it’s professionalism.

Also, check their track record with projects similar to yours. Building a corporate website is a fundamentally different skill set from building a mobile app or an internal data tool. Relevant experience matters more than years of experience.

How Much to Pay

In Australia, junior developers typically earn between $65,000 and $85,000 per year. Mid-level developers range from $90,000 to $130,000. Senior developers and specialists can command $140,000 to $200,000 or more.

For freelancers and contractors, expect to pay anywhere from $80 to $250 per hour, depending on experience and specialisation. Offshore developers are cheaper — often $30 to $60 per hour — but managing a remote developer in a different time zone adds its own costs and complications, especially for your first hire.

Don’t try to underpay. Good developers have options. If your offer is significantly below market rate, you’ll either get no applicants or attract people who can’t get hired elsewhere. Neither outcome is great.

Common Mistakes to Avoid

Hiring based on a tech stack you read about online. Don’t insist on a specific programming language or framework unless you have a genuine technical reason. Let the developer recommend the right tools for the job.

Skipping the trial project. Before committing to a full-time hire, give candidates a small paid project. Emphasis on paid — asking developers to work for free as a “test” is a quick way to lose good candidates.

Not having a clear decision-maker. If the developer has to get approval from three different people for every decision, nothing will get built. Assign one person as the primary point of contact and give them authority to make calls.

Expecting instant results. Software development takes time. A good developer will need weeks to understand your business, your systems, and your users before they start producing their best work. Be patient.

One More Thing

Hiring your first developer is a milestone. It means your business has grown to the point where off-the-shelf solutions aren’t enough. That’s a good thing. Take the time to do it right, and you’ll have someone who can turn your ideas into working software for years to come.