Web Developer for Hire: Writing Job Ads That Attract Top Talent
Web Developer for Hire: Writing Job Ads That Attract Top Talent
The Importance of a Clear Approach
5 Steps to Create a Winning Job Ad
1. Specify Project Goals
2. Highlight Culture and Values
3. Outline Key Skills
4. Showcase Growth Perks
5. Call Out the Application Process
Must-Have Skills and Traits
Compensation and Benefits
Frequently Asked Questions About Hiring a Web Developer
What is the best way to confirm a developer’s skill set?
How do I decide between a freelance or full-time developer?
Can a remote developer fit into a small startup team?
Final Thoughts on Your Job Ad
Web Developer for Hire: Writing Job Ads That Attract Top Talent
When I first started recruiting freelance developers, I thought listing a few frameworks and throwing in “fast-paced environment” would be enough to get great candidates. It wasn’t. Those early job ads looked like every other post out there—and they attracted every kind of applicant except the ones we actually wanted.
Over time, I realized that writing a job ad is less about checking boxes and more about being understood. Developers aren’t just scanning for skills—they’re trying to figure out if this is the kind of work, team, and setup they want to spend their energy on.
Now, when I help clients write job descriptions, I approach it almost like UX. If the layout is confusing, if the copy is vague, people will bounce. And if the story doesn’t match the role, the wrong people apply.
The Importance of a Clear Approach
Clarity in a job ad sets expectations before the first message is sent. It tells a developer exactly what the role is, what problems they'll solve, and what kind of team they’re stepping into.
Generic listings often create more confusion than interest. Without clear details, qualified developers either scroll past or apply with hesitation, unsure of what’s actually required.
A strategic approach to writing keeps the signal strong and the noise low. It avoids filler and focuses on what matters: what the job really is, and why it exists.
Even small shifts, like naming the tech stack upfront or separating must-haves from nice-to-haves, can change the quality of applicants dramatically.
“Describe the job like you’d explain it to a teammate—not like you're writing a billboard.”
This clarity also saves time on the back end. When candidates know what they’re applying for, the screening process becomes smoother, and the interviews more relevant.
It’s not about writing more—it’s about writing what needs to be known.
5 Steps to Create a Winning Job Ad
Writing a job ad isn't about filling space with buzzwords. It's about breaking down the role into clear, searchable, and scannable parts. Below is a five-part structure I’ve used on Contra to help clients attract the right web developers without overcomplicating the process.
1. Specify Project Goals
Start with what the developer will actually build. Avoid abstract phrases like “enhance user experience” and get specific—“build a responsive checkout flow for a mobile-first e-commerce app.”
“This isn’t just a job—it’s a problem to solve. Define the problem.”
Include timelines, team size, and whether it’s a new product or an update to an existing platform. That context helps developers assess interest and fit in seconds.
2. Highlight Culture and Values
If your team works async across time zones or values open-source contributions, mention it. Freelancers on Contra commonly ask about things like meeting schedules, communication style, and decision-making autonomy.
Avoid vague culture terms. Instead of saying “great team environment,” describe how your team communicates—Slack, Notion, Loom, etc.—and how often meetings happen (or don’t).
Remote-friendly? Say it clearly. “This role is fully remote, with core hours between 10am–2pm ET.”
3. Outline Key Skills
Split this into two lists:
Must-haves: Primary stack (e.g. HTML, CSS, JavaScript, React, Git)
Nice-to-haves: Extra tools or platforms (e.g. Tailwind, GraphQL, Figma, CI/CD experience)
“Don’t list every tool you’ve ever used—list what this project actually uses.”
This way, developers can self-evaluate quickly. It also saves time during screening when the skills are non-negotiable.
4. Showcase Growth Perks
Mention if the developer will work alongside a senior engineer, join sprint planning, or get access to internal documentation or tools.
You can also include:
Access to design systems or component libraries
Mentorship from a tech lead or founder
Opportunities to contribute to architecture decisions
Even on short-term contracts, developers often look for projects that stretch their skills or add something real to their portfolio.
5. Call Out the Application Process
Spell out exactly what to send. For example:
Portfolio or personal site
GitHub link (with public repos)
2–3 links to live projects
Resume or LinkedIn
Expected hourly or project rate
“Applications without links to work are like pizza without cheese—hard to trust.” 🍕
If there’s a deadline, include it. If you plan to follow up only with selected candidates, say that, too. Transparency adds efficiency for both sides.
Must-Have Skills and Traits
For most web development roles posted today, core technical skills remain consistent across projects. HTML, CSS, and JavaScript are still foundational. Without these, even entry-level tasks like styling layouts or handling DOM events become blockers.
Frameworks like React, Vue, or Angular are often listed depending on the project stack. React tends to appear most frequently in freelance projects on Contra—especially for startups building SPAs or MVPs. Familiarity with Git is also standard, regardless of project size.
Back-end requirements vary more. Some roles ask for Node.js or Express, while others expect experience with Python frameworks like Django or Flask. For full-stack roles, knowing how to structure APIs or connect to databases like PostgreSQL or MongoDB is common.
"If the job ad says 'full-stack' and doesn’t mention a back-end language, someone’s going to ask... and soon."
In addition to technical skills, soft skills are listed more often in remote roles. Communication is one of the most cited—especially written communication, since async work depends on issues, docs, and updates being clear. Developers are often expected to log progress in tools like Notion or Linear, participate in Loom recordings, or post updates in Slack channels.
Adaptability also shows up frequently. Projects change. Clients shift goals. Developers who can adjust without losing momentum are often prioritized, especially on short-term or high-velocity teams.
Some job ads add “collaboration” or “team player” as traits, but that tends to mean being responsive in threads and open to feedback in code reviews—not attending extra meetings.
“Saying you’re a ‘self-starter’ is fine. Showing it in your GitHub commit history? Better.” 💻
Finally, timezone overlap is sometimes mentioned as a soft requirement. Even on fully remote teams, having 2–3 hours of shared working time is helpful for debugging sessions or urgent feature drops.
Compensation and Benefits
Pay transparency in job ads tends to increase the number of qualified applicants. Listing a clear pay range—for example, "$60–$90/hour based on experience"—helps align expectations early. It also reduces negotiation friction later in the hiring process.
Salary alone is often not the deciding factor for freelance web developers. Many compare offers based on flexibility, benefits, and how the company structures work. Remote work stipends, paid tool access (e.g., Figma, GitHub Copilot), and learning budgets are frequently mentioned in the decision process.
Flexible PTO is another common draw for independent professionals. Even on short-term contracts, developers value knowing whether time off is coordinated or discouraged. Adding a line like “self-managed time off with advanced notice” sets a clear tone.
Some teams also include nonstandard perks:
4-day workweeks
Async communication policies
No required video calls
Monthly wellness stipends
Paid contribution to open source or side projects
“Unlimited PTO isn’t a benefit if no one actually takes it.”
On Contra, one difference is the absence of commission fees for freelancers. When a developer earns $5,000 on a project, they keep all $5,000. This avoids confusion about actual take-home pay, especially compared to platforms that deduct 10–20% from payouts.
This setup also allows clients to offer flat project rates without inflation for platform costs. A $3,000 job on Contra is a $3,000 job—full stop. That simplicity makes it easier for both sides to evaluate value without extra math.
Salary, time, and autonomy are the top three filters developers use when comparing roles. Stating all three clearly makes the job posting easier to prioritize.
Frequently Asked Questions About Hiring a Web Developer
What is the best way to confirm a developer’s skill set?
Start with reviewing their public work. GitHub repositories, portfolio websites, and live project links offer direct insight into code quality, structure, and attention to detail. Prioritize recent work over volume.
Ask for context behind their projects. A simple landing page built under tight deadlines may show more relevant problem-solving than a complex app built with heavy guidance. Understanding decision-making adds more value than scanning for buzzwords.
If you’re hiring through Contra, look for completed projects on their profile and any linked case studies. These usually include deliverables, timelines, and tools used.
“If you're hiring someone to build a form, don’t test them with a chess engine.”
Code tests aren’t always necessary. But if included, tailor them to the actual job—avoid generic algorithm challenges unless the role involves them. Small, real-world tasks (like debugging an issue or building a feature from scratch) are more effective.
How do I decide between a freelance or full-time developer?
Use project scope and timeline to guide the decision. Freelancers are suited for defined deliverables, short- to medium-term builds, or when internal bandwidth is limited. Full-time hires make sense for ongoing development, product ownership, or cross-team collaboration.
Budget structure also matters. Freelancers typically work hourly or per project. Full-time hires come with fixed salaries, benefits, and longer onboarding. For smaller companies or startups, freelancers offer flexibility without long-term commitments.
“Hiring full-time for a 2-month site rebuild is like buying a truck to move one couch.”
On Contra, freelancers set their own rates and availability. You can filter by skill, timezone, and project type, making it easier to decide based on actual needs rather than assumptions.
Can a remote developer fit into a small startup team?
Yes, if the team already communicates well asynchronously. Startups with clear documentation, low-meeting environments, and structured sprints tend to integrate remote developers more smoothly.
Timezone overlap helps avoid delays, especially when feedback loops are short. A 2–3 hour window with your core team is usually enough for daily alignment.
Use tools like Slack, Notion, Loom, or Linear to keep workflows transparent. On Contra, many developers already work in distributed teams and are familiar with async-first processes.
“A startup without processes + remote hire = chaos. A startup with async habits + remote hire = productivity.” ✅
Small teams often give remote developers more autonomy. The key is clarity—clear requirements, clear expectations, and clear feedback.
Final Thoughts on Your Job Ad
A job ad with clearly defined responsibilities, tools, and expectations filters out most mismatches early. Developers reading listings on April 11, 2025, are often scanning for specifics—tech stack, communication style, and whether the team actually operates remotely or just says so.
Mentioning company culture without examples reads as filler. Listing async workflows, flexible hours, or low-meeting norms gives clarity. If the team values code quality, explain how—peer reviews, CI pipelines, merge request rules.
Pay transparency is now a baseline, not a bonus. When rates, time zones, and contract structure are easy to find, the application process moves faster. Developers skip vague listings. They apply to the ones that feel real.
“If the job post reads like it was written by someone who’s never worked with a dev, it probably was.”
Growth isn’t always about promotions. On freelance platforms like Contra, developers often look for projects that add to their portfolios—new frameworks, architecture decisions, or technical challenges that aren’t repetitive.
A thoughtful job ad shows respect for the developer’s time and interest. It’s also a reflection of how the team communicates internally. If the listing is clear, direct, and well-structured, most candidates assume the project will be too.
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Posted Apr 14, 2025
Web developer for hire? Write job ads that attract top talent by focusing on clarity, skills, and culture. Learn how to stand out in a crowded market.
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