How to Choose the Right Developer for Your Project: A Guide for the Confused

Ketrin Kay -

When you’re looking for a developer, it’s easy to get lost in a sea of flashy titles – Senior, Middle, Junior – or long lists of frameworks and programming languages.

Even more misleading can be 10+ years of experience that don’t necessarily translate into modern or effective development practices and quality. The thing is that it’s not about years. It is about the approach.

Very often, what you need isn’t just someone who writes code. You need someone who can make the right calls, work independently or as part of a team, and most importantly – won’t drag you into an endless loop of reworks.

This is where the concept of T-shaped skills becomes especially useful. A T-shaped professional has deep expertise in one area (the vertical bar of the “T”), while also having enough breadth to contribute across related domains (the horizontal bar). Think of a backend developer who understands DevOps and has a basic grasp of analytics.

At the same time, you need to be honest with yourself about what exactly you’re looking for. Do you need a high-level expert who can lead a team, or someone with solid basic skills and growth potential? This question becomes crucial if you already have a strong tech lead who can mentor others and guide the project. So how do you figure out who’s the right fit?

1. Technical Skills

Yes, titles like Junior, Middle, and Senior can offer a rough reference point — but don’t take them as gospel. A developer’s level isn’t measured by years alone, but by how they think, make decisions, and impact the product.

  • Junior – Knows one language or framework well and executes clearly defined tasks. Don’t expect architectural decisions.
  • Middle – Comfortable with several technologies, can manage smaller modules, and make local decisions independently.
  • Senior – Thinks in systems, picks the right solutions (not just the trendiest), boosts performance, sets up CI/CD pipelines, and may even suggest not writing code when an existing solution will do.

2. Soft Skills (That Matter More Than You Think)

  • Communication – Can they explain complex things simply? Do they understand your goals?
  • Autonomy – Do they need micromanagement, or can they move forward on their own?
  • Mentorship – If you’re building a team, can your seniors share knowledge, or are they just “coders”?
  • Adaptability – Can they work within your processes?

A Few Questions to Help You Choose Wisely

  • What exactly needs to be done? MVP? Scaling? Ongoing support?
  • Is there a team or tech lead to provide direction, or will this person work solo?
  • Do you need someone with domain-specific experience or just solid general tech skills?
  • Which soft skills are critical (e.g. communication, initiative, openness to feedback)?

Focus on the essentials: how a person works, thinks, and collaborates. Don’t chase the most “experienced” — look for the one who fits your project and team best.

And if you’re unsure — just a reminder that it’s okay to reach out. Sometimes a fresh perspective can help you find the right person to steer your project in the right direction.