Your website is your hardest-working salesperson. Or your laziest.

Most SME websites sit untouched between big rebuilds. Then they slow down, break or look dated.

Hiring a remote web developer fixes that. This guide shows how to hire one well.

Why hire a dedicated remote web developer

Agencies work in projects. Your website needs ongoing ownership.

  • Speed. Small fixes happen in days, not weeks.
  • Continuity. One person learns your site and your goals.
  • Cost control. You avoid agency retainers and account managers.
  • Momentum. Your site improves every month, not every few years.

What a remote web developer does for an SME

  • Fixes speed and mobile issues.
  • Builds landing pages for services and campaigns.
  • Keeps forms, tracking and lead alerts working.
  • Applies security updates and runs backups.
  • Tests small improvements to headlines and layouts.

The goal is simple. More enquiries from the traffic you already have.

Skills to look for

  • HTML, CSS and JavaScript fundamentals.
  • Experience with your platform, such as WordPress or PHP.
  • Page speed and technical SEO basics.
  • Clear written communication in English.

Where to find a good remote web developer

  • Job boards: large reach, but heavy screening work for you.
  • Freelance platforms: fast to start, with mixed quality and commitment.
  • Referrals: trusted, but slow and limited in number.
  • Staffing partners: vetted candidates, with contracts and payroll handled.

Choose based on how much screening time you have. Most founders have very little.

Five questions to ask before you hire

1. Can you show me live sites you built or maintain

Ask for live links, not screenshots. Then check those sites on your phone.

2. How do you handle backups and security updates

A good answer names a schedule and a restore process. A vague answer is a red flag.

3. How will I see progress each week

Look for a simple routine. A weekly update and a shared task board work well.

4. What happens if something breaks at night

Agree response times for urgent issues. Make sure someone can always restore the site.

5. Will you document the work so others can follow it

Documentation protects you if people change. It also speeds up future work.

Red flags to watch for

  • No live examples of recent work.
  • Unclear answers on backups and security.
  • Refusing a short paid test task.
  • Juggling several full-time clients at once.
  • Wanting full ownership of your hosting accounts.

Keep admin access to your domain, hosting and code yourself.

A 30-day plan for your new developer

Week 1: speed and mobile fixes

Measure page speed and fix the biggest problems first. Large images and unused plugins are common culprits.

Week 2: clear message and calls to action

Visitors should understand what you do within seconds. Every page needs one clear next step.

Week 3: forms, tracking and lead alerts

Test every form from start to finish. Make sure each enquiry reaches a real inbox fast.

Week 4: landing pages for key services

Build one focused page per service or campaign. Each page should match one audience and one offer.

After that, keep a monthly rhythm. Updates, security, new pages and small tests.

How to run a fair paid test task

A short test shows more than any interview. Keep it real, small and paid.

  • Pick a genuine task, such as fixing a slow page.
  • Limit it to two to four hours.
  • Agree the brief and deadline in writing.
  • Judge communication as well as code.

Watch how they ask questions. Good developers clarify before they build.

How to onboard a remote developer

A strong first week sets the pace for everything after.

  • Give access to hosting, code and analytics on day one.
  • Share a short list of known issues and priorities.
  • Introduce them to whoever handles marketing and sales.
  • Agree how and when they report progress.

Use a staging site for testing. Changes should never go straight to your live site.

Ask for a short written summary every Friday. It keeps everyone aligned without extra meetings.

Costs and setup to consider

Remote developer salaries vary widely by country and experience. Budget for tools, hosting and any paid plugins too.

Decide early whether you need a contractor or a dedicated employee. Fixed hours under your direction usually point to employment.

A partner can handle contracts, payroll and compliance for you. See how to hire an international employee.

Frequently asked questions

Is a remote web developer better than an agency

For ongoing work, often yes. Agencies suit large one-off projects with fixed scopes.

Should I hire a full-stack or front-end developer

Most SME websites need front-end and CMS skills. Full-stack skills matter if you run custom systems.

How do I protect my website when hiring remotely

Keep ownership of all accounts. Use individual logins, backups and written access rules.

How much does a remote web developer cost

Costs depend on country, skills and hours. See our pricing for a clearer guide.

How many hours of overlap do I need

Two to four shared hours a day suits most website work.

Hire your remote web developer with confidence

Borderless Talent Hub finds, vets and onboards dedicated remote developers. We handle payroll and compliance too.

Also see which other roles you can hire remotely.

Book a free 15-minute hiring call. We will help you scope the role.