Hire Web Developer Philippines: A Practical Guide to Getting It Right

Be specific about: Project Type

• Building from scratch vs. maintaining existing code
• Frontend only, backend only, or full-stack
• One-time project vs. ongoing development

Technology Stack

• Specific frameworks (React, Vue, Laravel, Node.js)
• Database requirements (MySQL, PostgreSQL, MongoDB)
• Third-party integrations (payment processors, APIs, CRMs)

Skill Level Needed

• Junior (1-3 years): Good for straightforward tasks with supervision
• Mid-level (3-5 years): Can work independently on standard projects
• Senior (5+ years): Architecture decisions, complex problem-solving, mentoring

If you're not technical enough to specify these, that's a red flag that you might need a technical advisor first. Hiring blind leads to expensive mistakes.

Decide upfront: - Full-time dedicated: 40 hours/week, works only for you

• Part-time: Set hours per week, may have other clients
• Project-based: Fixed scope, fixed timeline, fixed price
• Retainer: Monthly hours for ongoing needs

Each has different implications for rates, commitment, and how you manage the relationship.

These are rates for developers working directly with international clients. Local Philippine companies pay less in peso terms, but you're competing in the international market.

Technology specialization: React and Node developers command higher rates than PHP generalists. Mobile development (React Native, Flutter) typically runs 10-20% higher.

English proficiency: Developers who communicate exceptionally well charge more. Worth it if collaboration is intensive.

Timezone flexibility: Those willing to work US hours often charge a premium for the lifestyle adjustment.

Previous international experience: Developers who've worked with Western clients understand expectations better. That experience has value.

Upwork

Best for: First-time hirers, short-term projects, when you need platform protection.

Fees: 5-20% of payments (paid by developer, but factored into their rates).

Reality check: The best developers often aren't on Upwork anymore. They've built direct relationships. You're fishing in a pool where quality varies wildly.

Toptal/Arc.dev

Best for: When you need guaranteed senior talent and budget isn't the primary concern.

Fees: Significant premium ($60-100+/hour).

Reality check: Pre-vetted talent, but you're paying for the vetting. Makes sense for critical projects where a bad hire would be catastrophic.

OnlineJobs.ph

Best for: Long-term, dedicated hires. Building a team.

Cost: $69/month platform fee, then direct payment to developer.

Reality check: Largest pool of Filipino remote workers. Quality varies enormously. Plan to interview 10+ candidates for every hire.

LinkedIn

Best for: Finding developers with established professional histories.

Cost: Free to search, paid for InMail and job posts.

Reality check: Smaller pool than OnlineJobs.ph but generally higher quality candidates. Good for senior roles.

15 years of experience building conversion-focused websites for premium brands and startups across the US, UK, and beyond. Featured by Contra, CSS Design Awards, CSS Light, and DesignRush. Modern stack: Figma, SvelteKit, GSAP, with comprehensive SEO and analytics integration.

Best for: Businesses wanting proven expertise without the hiring process. Start with a homepage design prototype to evaluate the work before committing.

Bad: "Looking for web developer. Must know coding."

Good: - Specific technologies required

• Type of projects you'll work on
• Expected time commitment
• How you communicate and collaborate
• What success looks like in this role

Include your budget range. Developers who are way outside your range will self-select out, saving everyone time.

Review: - Portfolio: Are there live sites you can actually visit?

• GitHub: Do they have code you can examine?
• Communication: Is their application well-written?

Red flags to eliminate immediately: - Generic applications that don't address your specific needs

• No portfolio or code samples
• Poor English in written communication
• Claims that seem inflated for their experience level

Don't just ask about technologies. See them work.

Options: - Small paid project: Real work from your actual codebase. Most revealing, but takes longer.

• Code review: Show them code and ask what they'd improve.
• Architecture discussion: Describe a problem and have them talk through their approach.
• Pair programming session: Watch them code in real-time.

Avoid: Generic coding challenges that don't reflect actual work. You'll learn whether they can solve algorithm puzzles, not whether they can build your product.

Assess: - Communication clarity: Can they explain technical concepts you can understand?

• Problem-solving approach: How do they handle ambiguity?
• Work style: Proactive or wait for instructions?
• Cultural fit: Will they integrate with your team?

Questions that reveal character: - "Tell me about a project that didn't go well. What happened?"

• "How do you handle it when requirements change mid-project?"
• "What do you do when you're stuck on a problem?"

Never commit long-term without a trial. Period.

Structure it: - Paid at agreed rate

• Real work from your project
• Clear deliverables and timeline
• Defined evaluation criteria

What to evaluate: - Quality of work output

• Communication frequency and clarity
• How they handle feedback
• Meeting deadlines
• Asking questions when something is unclear

Daily async updates: Written summary of what they did, what's next, any blockers. Takes 5 minutes, prevents misunderstandings.

Weekly video calls: Face time matters for relationship building. Even 30 minutes helps.

Clear response time expectations: What's urgent vs. what can wait? When should they expect responses from you?

Documentation: Requirements, decisions, and context in writing. Don't rely on memory.

• Project management: Linear, Notion, or Asana
• Communication: Slack for quick questions, email for formal items
• Code: GitHub with clear PR processes
• Video: Google Meet or Zoom
• Time tracking: Toggl or Hubstaff (if needed)

Filipino work culture tends toward indirect communication. Developers may not proactively tell you about problems. Create safety for honest feedback.

• Ask direct questions: "Are you on track?" vs. "Any concerns?"
• Make it clear that surfacing issues early is valued
• Don't punish people for bringing bad news
• Build personal relationship alongside professional one

The cheapest developer is rarely the best value. A $15/hour developer who takes 3x as long costs more than a $30/hour developer who does it right the first time.

"They seemed great in the interview" is not enough. People interview well without being able to do the work. The trial reveals truth.

If you need to supervise every decision, you hired the wrong person or you're not ready to delegate. Either fix the hire or fix your expectations.

Developers who feel like disposable contractors act like it. Those who feel like valued team members show initiative and loyalty.

• Wise (TransferWise): Low fees, good exchange rates
• PayPal: Higher fees but widely used
• Payoneer: Popular with freelancers
• Direct bank transfer: Lowest fees for larger amounts

Avoid Western Union. It's expensive and signals inexperience.

Essential clauses: - Scope of work and deliverables

• Payment terms and schedule
• IP ownership (all work product belongs to you)
• Confidentiality
• Termination conditions
• Dispute resolution

For ongoing relationships, consider having a local lawyer review Philippine employment implications.

You're generally not responsible for Philippine taxes on contractors. They handle their own tax obligations. But confirm this with a professional if you're hiring full-time through a local entity.