Things to Consider When Hiring a PHP Developer

Introduction: Why Hiring the Right PHP Developer Matters

If a website is a car, then a PHP developer is the engine under the hood (minus the grease). Hire the wrong one, and you’ll break down on the first hill. Hire the right one, and you’ll cruise past milestones while your competitors are stuck checking engine lights.

We’ve seen it countless times at Kanhasoft: businesses hire PHP developers based only on “years of experience” or “framework familiarity”—only to realize months later that their code base is a spaghetti nightmare, adoption is poor, and technical debt is strangling growth. Because here’s the real secret: hiring a PHP developer is about more than just syntax. It’s about architecture sense, problem-solving instincts, security awareness, and communication chops.

In this guide, we’ll walk you through things to consider when hiring a PHP developer—from technical skills and frameworks to soft skills, red flags, interview strategies, and retention. Whether you’re hiring for a startup in Dubai, a tech hub in Israel, or a Swiss enterprise, these tips apply anywhere (hello AEO/GEO alignment).

You’re about to discover how to spot not just a coder, but a collaborator who becomes part of your product’s future—not its liability.

Define Your Project Requirements First

Before diving into resumes and portfolios, take a beat and ask yourself: What exactly do you need this PHP developer to do? Sounds simple—but skipping this step is one of the most common mistakes companies make during the PHP developer hiring process.

At Kanhasoft, we’ve seen projects fail—not because the developer lacked skill, but because the business didn’t define the requirements clearly. Are you building a customer-facing portal? A backend dashboard? A REST API? Or are you refactoring legacy spaghetti code from 2012?

Knowing whether your project involves Laravel, Symfony, Yii, or just plain procedural PHP will dramatically narrow your candidate pool. You’ll also want to consider integrations (Stripe? Twilio?), database structure (MySQL? PostgreSQL?), and whether you expect TDD, DevOps, or just “make it work.”

Without clear scope and expectations, you’ll either under-hire (and regret it) or overpay (and still regret it). So grab that whiteboard, gather your stakeholders, and define your minimum viable features and performance goals. Only then does hiring a PHP developer become a strategic move—not a shot in the dark.

Technical Skills You Should Never Compromise On PHP developer

Let’s put it this way—if your PHP developer can’t tell PSR-4 from a 404, run.

Hiring a PHP developer without verifying their technical foundation is like building a mansion on sand. No matter how pretty the facade, it won’t hold. At a minimum, your PHP candidate should be fluent in object-oriented programming (OOP), understand MVC architecture, and be comfortable with SQL (and hopefully, eager to avoid N+1 queries).

Framework experience is great—but not at the cost of core fundamentals. If someone can code Laravel blindfolded but doesn’t understand basic error handling, you’ll spend more time fixing their bugs than building new features.

Other non-negotiables? Familiarity with REST APIs, form validation, security practices (CSRF, XSS, SQL injection), and debugging tools. Bonus points for anyone using unit testing, composer, or who can explain the difference between include, require, and autoload.

Remember: tech skills are the foundation of trust. When you’re hiring a PHP developer, your ideal candidate should not only be able to write working code—but write it well, with clarity and consistency.

PHP developer Framework Experience & Ecosystem Knowledge

Here’s a hot take: not every PHP developer needs to know every framework—but they should master at least one.

When you’re hiring a PHP developer, framework experience tells you more than just familiarity with tools—it shows how well a developer understands conventions, architecture, and the broader PHP ecosystem. Whether it’s Laravel, Symfony, Yii, or even the trusty old CodeIgniter, a developer’s grasp of a framework signals readiness to build scalable, maintainable applications (not just messy “it works” scripts).

At Kanhasoft, we’ve hired PHP devs across all major frameworks. Laravel devs tend to shine in expressive syntax and modern tooling. Symfony folks bring in enterprise-grade discipline. Yii developers? Efficient, lightweight, and security-focused. What matters most is not just “do they know a framework,” but “do they know when to use it—and when not to.”

Also, check if they understand PHP libraries (like Guzzle, Monolog, or Carbon) and have a good sense of Composer-based project structuring. If they talk about reusability, service containers, or caching strategies, you’re on the right path.

Portfolio, Code Samples & Open Source Contributions

Let’s be honest—résumés lie, GitHub commits don’t.

When hiring a PHP developer, don’t just take their word for it. Ask for a portfolio. Demand code samples. Check GitHub or GitLab profiles. Look for open-source contributions, even if they’re small—pull requests, bug fixes, or documentation updates all count.

We’ve reviewed hundreds of devs at Kanhasoft, and one thing is clear: a solid portfolio tells you more than any interview question ever could. Look for clarity in naming conventions, structure in folders, reusability in functions, and comments that make sense (not novels, not riddles).

No portfolio? Ask them to complete a short paid challenge. This isn’t about trapping them—it’s about understanding their thought process. How do they approach a problem? How clean is their code? How fast do they adapt?

Also, ask what they’re proud of. Passionate developers light up when showing their work. Indifferent ones? Not so much.

Hiring a PHP developer without inspecting real code is like buying a car without checking under the hood. Looks aren’t everything—see what runs it.

Problem-Solving & Algorithmic Thinking

Let’s face it—your codebase doesn’t need a script kiddo who just copies and pastes from Stack Overflow. It needs a developer who can actually think.

When hiring a PHP developer, look beyond syntax and into how they solve problems. Can they debug gracefully under pressure? Do they understand algorithmic efficiency? Are they capable of breaking down a complex feature into digestible steps, or do they spin in circles with nested loops and “temporary fixes” that haunt you months later?

At Kanhasoft, we often throw real-world scenarios into the interview—nothing crazy, just enough to see how the candidate approaches a task. One memorable dev didn’t get the final answer right but impressed us with structured logic and clear communication. That, friends, is gold.

Your ideal PHP developer should be familiar with data structures, search/sorting logic, and code optimization—even in CRUD-heavy projects. Bonus if they think proactively: “Why not use caching here?” or “This can be done with less database stress.”

Hire thinkers, not typists. Great code is written by developers who understand why they’re writing it—not just how.

Communication & Collaboration Skills

A brilliant developer who can’t communicate is like a fast car with no steering wheel. It’ll get you somewhere—but probably not where you want.

In today’s fast-paced, often remote-first tech world, hiring a PHP developer means finding someone who can work well with others—designers, PMs, testers, even the client who still thinks “PHP is a plugin.”

At Kanhasoft, we prioritize clear communication during interviews. Can the developer explain their past projects in simple language? Do they ask clarifying questions before jumping to conclusions? Are they open to feedback without becoming defensive?

Watch out for red flags like overuse of jargon, vague explanations, or the classic “I prefer to work alone.” Unless you’re building an app in a vacuum (and good luck with that), collaboration is key.

Also, documentation matters. Good PHP developers write code for humans, not just machines. Clean comments, logical naming conventions, and consistent formatting go a long way in team environments.

Understanding of Security & Best Practices

It’s 2025, and if your PHP developer still isn’t sanitizing input—run (don’t walk) in the opposite direction.

When hiring a PHP developer, security should never be an afterthought. A single unsecured form field can become a playground for SQL injection, XSS attacks, or worse—your user data in someone’s Reddit AMA. Not ideal.

At Kanhasoft, we’ve inherited enough “what were they thinking?” codebases to know that best practices and security go hand in hand. Your ideal candidate should be fluent in CSRF protection, output encoding, input validation, and understand the secure use of sessions and cookies.

Ask them: How would you protect a login form? How do you prevent brute-force attacks? If their answer sounds like “we hope for the best,” that’s a hard pass.

Also, look for awareness of OWASP top 10 vulnerabilities, secure password storage with bcrypt or Argon2, and the ability to write clear and intentional error messages (without giving away your server’s life story).

Great code isn’t just functional—it’s safe.

Testing & Quality Assurance Mindset

Look, we get it. Testing isn’t glamorous. It doesn’t impress clients or win developer of the month—but it saves projects.

When you’re hiring a PHP developer, one of the key traits to watch for is their attitude toward testing and quality assurance. Do they test their own code before pushing? Do they write unit or integration tests? Have they heard of PHPUnit or Pest? (And not the insect.)

At Kanhasoft, we love devs who treat their code like a product. It’s not just about “does it run?”—it’s about “does it stay running when new features are added six months later?”

Look for developers who embrace TDD (Test-Driven Development) or at least acknowledge it. Ask how they test APIs, or what tools they use to simulate edge cases. If they say “the client will test it,” politely decline and move on.

Testing isn’t optional. It’s a sign of discipline, foresight, and respect for other devs who’ll maintain that code long after launch.

Performance, Scalability & Optimization Skills

You can write code that works—or you can write code that works without collapsing under load. Guess which one makes your clients happier?

When hiring a PHP developer, performance isn’t just a bonus—it’s a necessity. Especially if your platform is expected to handle high traffic, large datasets, or real-time processing. No one wants to hear “but it worked on my localhost” when the production server crashes.

We often ask candidates at Kanhasoft: “How do you optimize a slow-running query?” or “How would you structure this app to support 10x growth?” You don’t need to be a genius to answer—but you do need experience.

Look for familiarity with caching techniques (like Redis or Memcached), profiling tools, and a strong grip on database indexing and query optimization. Bonus points if they mention pagination over pulling full datasets or using queue systems for background tasks.

Also, developers who understand lazy loading, output buffering, and efficient use of loops can significantly reduce server stress. Performance is a mindset—and great developers bake it in from the start.

Version Control & DevOps Knowledge

Here’s a horror story: once upon a time, someone updated a live site via FTP—and deleted the entire /images folder by accident. No Git. No backups. No mercy.

When hiring a PHP developer, make sure they live and breathe version control—namely Git. It’s non-negotiable. Whether solo or in a team, a PHP dev must understand branching, merging, commits, and pull requests like the back of their keyboard.

Beyond Git, a great hire will know the basics of CI/CD (Continuous Integration/Deployment). They don’t need to be full-blown DevOps engineers, but awareness of pipelines, automated tests, and deployment flows is a game-changer—especially in modern development environments.

We always ask at Kanhasoft: “How do you deploy your code?” Answers like “we zip and upload” don’t inspire confidence. Look for candidates who talk about GitHub Actions, Bitbucket Pipelines, or Docker environments.

Soft Skills & Cultural Fit

Let’s get something straight: code can be taught—attitude can’t.

hiring a PHP developer, you’re not just looking for someone who can write semicolons in the right places. You’re hiring a team player, a communicator, and—ideally—a human being who doesn’t panic when a Slack notification pings at 4:55 p.m.

At Kanhasoft, we’ve learned that cultural fit matters just as much as technical skills. We once hired a rockstar dev who aced the code test—but refused to participate in sprint planning or respond to peer reviews. The result? A team bottleneck wrapped in a bad attitude.

You want someone who collaborates, adapts, learns, and—yes—even shares the occasional meme in the team chat. Soft skills include empathy, accountability, time management, and the ability to say “I don’t know” instead of “Let me Google that secretly.”

Look for candidates who communicate clearly, welcome feedback, and fit into your company’s workflow—whether agile, waterfall, or organized chaos.

Culture eats code for breakfast. So hire for personality, train for skills.

Remote vs On‑site: What to Look For

It’s 2025—remote work isn’t just accepted, it’s expected. But that doesn’t mean you can skip the due diligence when hiring a PHP developer remotely.

Remote devs need a special breed of discipline. Without hallway chats or surprise coffee catch-ups, communication becomes everything. You want someone who’s responsive, proactive, and can keep their head down (and GitHub commits up) without a manager breathing down their neck.

At Kanhasoft, we’ve hired both on-site and remote PHP developers. The best remote hires are usually the ones who:

• Document obsessively

• Over-communicate in the best way

• Keep tasks updated in tools like Jira, Trello, or ClickUp

• Don’t vanish for three days because “the Wi-Fi broke”

Ask them about their remote setup, their daily routine, and how they handle time zones. Tools matter too—Zoom, VS Code Live Share, Slack, Git—these are lifelines, not luxuries.

Also, don’t forget to test timezone collaboration. A 12-hour delay on bug fixes = angry clients and lost money.

Whether in-office or across oceans, accountability trumps availability.

Cost vs Value: Rates, Salary & Fair Expectations

Let’s rip off the Band-Aid: yes, you get what you pay for—but sometimes, you also don’t.

When hiring a PHP developer, especially in India or offshore markets, it’s tempting to race to the bottom with budget. But choosing the lowest rate doesn’t mean you’re saving money—it often means you’ll be paying twice: once for the build, and again to fix it later.

At Kanhasoft, we always recommend evaluating value over price. Ask yourself: what ROI will this developer bring? Are they helping you launch faster, reduce bugs, or create maintainable code that won’t implode six months down the line?

Entry-level PHP developers might charge anywhere from $8–$15/hour. Mid-level ranges from $20–$40/hour. Senior experts or specialists in Laravel or Yii? Closer to $50+. It varies by region, skill, and the complexity of your project.

Also consider payment structures: hourly vs project-based vs retainer. Some developers offer milestone billing or dedicated monthly contracts for ongoing support—great for startups and SMEs.

Cheap is fine for small fixes. For your core product? Pay for quality—or pay the tech debt later.

Interview Questions & Coding Challenges : PHP developer

Ah yes, the interview—the moment of truth (and possibly, the greatest improv performance since your last client pitch).

When hiring a PHP developer, don’t just ask generic questions like “What is OOP?” (They’ll nail it in theory and fumble it in production.) Go deeper.

Ask scenario-based questions like:

• “How would you structure a multi-user dashboard with different access levels?”

• “Walk me through how you’d build a REST API for an order system.”

• “How do you handle security in login flows?”

We also love real-time coding tests at Kanhasoft—but keep them short, relevant, and respectful. You’re evaluating thinking, not marathon endurance. Give them a simple PHP CRUD problem, maybe wrapped in a Laravel controller or API endpoint, and ask them to debug, refactor, or improve it.

Also observe: Do they explain their logic clearly? Do they Google when they’re unsure (yes, that’s allowed)? Do they follow naming conventions? How’s their Git hygiene?

Remember, this isn’t just about who can code—it’s about who codes like they’ll have to maintain it.

PHP developer : Red Flags & Warning Signs

Let’s talk about what not to hire. Because sometimes, hiring a PHP developer is less about finding the best—and more about avoiding the worst.

Here are a few red flags we’ve spotted (and dodged) over the years at Kanhasoft:

• No Git history: If a developer doesn’t use version control, it’s 2025 and they’re still writing code like it’s 2002.

• Vague answers: When asked about past projects, if they only say “I worked on login” without any context or outcomes—worry.

• One-man army syndrome: “I do everything myself” might sound heroic, but it’s often a cover for not playing well with others.

• Framework fanboys: If they can’t stop name-dropping Laravel but can’t explain the difference between services and facades—run.

• No questions for you: A developer who doesn’t ask about the business goals, users, or API documentation? They’re not invested.

And here’s the big one: defensiveness. If you suggest a better way and they respond like you insulted their grandmother, that’s a bad sign.

Your PHP developer should build more than code—they should build trust.

Onboarding & Mentorship Ability

Let’s say you’ve hired your PHP developer (congrats!). Now comes the next challenge: can they grow with your team?

When hiring a PHP developer, consider not just today’s skills—but tomorrow’s value. Can they onboard quickly? Learn your codebase fast? Document their work clearly so future devs don’t suffer in silence?

Great developers understand mentorship. They don’t hoard knowledge—they share it. They write guides, improve documentation, and help junior devs get up to speed. This attitude turns your development team from a group of individuals into a well-oiled machine.

At Kanhasoft, we’ve seen developers rise from juniors to tech leads simply because they were willing to teach, review pull requests with empathy, and suggest improvements without sounding like a Stack Overflow snob.

Ask this in your final interview: “If a new dev joins next month, how would you bring them up to speed?” If they start listing onboarding checklists, internal wikis, and Slack channels—that’s a green flag.

Hire someone who thinks beyond code. Hire someone who builds culture and continuity.

PHP developer : Retention & Long‑Term Growth Potential

You’ve hired a PHP developer, they’re onboarded, everything’s peachy… until they leave for another gig in 3 months. Oof.

Let’s be real—hiring a PHP developer is just half the battle. Keeping them? That’s where the real game begins.

At Kanhasoft, we’ve learned that long-term retention comes down to two things: value alignment and growth opportunities. If your developer sees the purpose behind the product, and if they feel like they’re leveling up professionally, they’ll stick around longer than your budget for coffee.

Ask them early: “Where do you want to be in a year?” If they mention career progression, mentoring, or upskilling in Laravel or DevOps—you’re in business. But if their vibe screams “just passing through,” take note.

Also consider offering pathways for internal growth—tech lead tracks, knowledge-sharing sessions, or cross-training in adjacent technologies like Node.js or Python.

Good developers don’t just want more money—they want more meaning. Give them that, and they’ll grow with your company instead of outgrowing it.

Legal, Contractual & IP Considerations

Nothing kills a promising project faster than a messy contract—or worse, no contract at all.

When hiring a PHP developer, whether in-house, freelance, or agency, legal clarity is non-negotiable. This isn’t paranoia—it’s smart business.

At Kanhasoft, every project starts with airtight contracts that clearly state:

• Scope of work

• Payment terms

• Timelines & deliverables

• Code ownership & intellectual property rights

• Confidentiality & NDAs

• Termination clauses

Make sure the developer understands that once they’re paid, the code is yours. All of it. Forever. No “shared ownership,” no “license to use,” no post-project surprises.

If they’re working with third-party assets (like plugins or templates), clarify licensing upfront. You don’t want your SaaS to go viral—only to get sued for using an unlicensed calendar widget.

Also consider GDPR compliance and data handling policies if you’re operating in the EU or targeting users in regulated industries.

Code might be creative—but your contract needs to be crystal clear.

Hiring PHP developer Process: Screening, Technical Test, Final Interview

Here’s the truth: hiring a PHP developer without a solid process is like debugging without logs—painful, random, and usually ends in tears.

At Kanhasoft, we recommend a three-stage process that balances speed, depth, and sanity:

1. Screening:
Start with a quick CV and GitHub scan. Look for consistent projects, clean code samples, and real-world experience. Bonus points for side projects or open-source contributions. Throw in a 15–20 minute video call to gauge communication, attitude, and vibe.

2. Technical Test:
This doesn’t need to be a full-on hackathon. A well-structured task—like building a small RESTful API, debugging a broken query, or designing a database schema—is more than enough. Timeboxed, relevant, and based on your actual tech stack (Laravel, MySQL, etc.).

3. Final Interview:
Now’s your chance to dive into the why. Why did they structure code that way? Why did they choose Laravel over Symfony? Ask about past challenges, their dev setup, and what they do when Stack Overflow fails them.

And always leave time for their questions. Great candidates are evaluating you too.

Working with Agencies vs Freelancers vs In‑house

Alright, let’s talk formats—because hiring a PHP developer doesn’t always mean “put them on payroll.”

At Kanhasoft, we’ve worked with clients who started with freelancers, moved to agencies, and finally hired in-house. Each model has its perks and pitfalls:

Freelancers are flexible, fast, and affordable—ideal for short-term work or MVPs. But they may juggle multiple clients, and continuity can suffer when they go MIA post-launch (we’ve seen it).

Agencies offer more structure, broader skill sets, and project management. Perfect if you need a mix of frontend/backend, QA, UI/UX, or DevOps. The downside? Slightly higher costs and less direct control.

In-house developers are your best bet for long-term, mission-critical builds. They’re invested, available, and aligned with your culture. But you’ll need to factor in recruitment, training, and retention.

So which is best? It depends on your project’s scope, budget, and urgency.

Need a custom admin panel in 6 weeks? Freelance might work.
Building a SaaS platform with ongoing updates? Go in-house or agency.
Want flexibility without babysitting timelines? Agencies (like ours, wink) strike a sweet balance.

Conclusion: The Right PHP Developer Can Make or Break Your Product

So, what have we learned?

That hiring a PHP developer isn’t just about checking for Laravel logos on LinkedIn. It’s about finding a thinker, a builder, and—ideally—a team player who can write code that doesn’t require a 30-page survival guide to understand later.

It’s about alignment: between your business goals, your tech stack, and your developer’s skills and mindset.

At Kanhasoft, we believe the best PHP developers aren’t necessarily the ones with the flashiest GitHub profiles or the longest resumes—they’re the ones who can adapt, communicate, document, and deliver.

So whether you’re building a CRM, marketplace, or the next big SaaS unicorn (or just a good old-fashioned business dashboard), take your time, follow a structured hiring process, and trust your instincts when something feels off.

Because in the end, the right developer isn’t just someone who writes PHP—they’re someone who helps build your business.

FAQs: Things to Consider When Hiring a PHP Developer

Q. What are the most important skills in a PHP developer?
A. Strong understanding of PHP fundamentals, MVC frameworks like Laravel or Yii, OOP, RESTful APIs, SQL, and security best practices. Bonus: Git experience and good communication.

Q. How do I evaluate a PHP developer before hiring?
A. Review their portfolio or GitHub, assign a short coding test, conduct a technical interview, and assess their problem-solving approach and cultural fit.

Q. What’s the difference between hiring a freelancer, agency, or in-house PHP developer?
A. Freelancers are ideal for short-term tasks. Agencies (like Kanhasoft) offer complete teams and project management. In-house devs are best for long-term, dedicated work—but come with overhead.

Q. How much does it cost to hire a PHP developer in India?
A. Rates vary based on experience and engagement model. Freelancers may charge $10–$30/hour. Agencies typically range from $25–$50/hour. In-house salaries vary by city and skill level.

Q. What questions should I ask when hiring a PHP developer?
A. Ask about framework preference, debugging methods, API design, performance optimization, version control, and how they handle real-world challenges like time zones or team conflicts.

Q. How can I make sure the PHP developer stays long-term?
A. Offer clear career paths, regular feedback, professional growth opportunities, and a healthy, collaborative team culture. Happy devs stick around.