Start with a clear scope
Begin by writing a short, specific brief: the plugin’s purpose, required features, compatibility targets (WordPress version, PHP), and whether it must integrate with third-party services. A clear scope saves time and helps candidates give realistic estimates.
What to look for in candidates
- Relevant experience: portfolio entries showing published plugins, custom functionality, or contributions to open-source plugins.
- Technical skills: PHP, WordPress hooks (actions/filters), the REST API, JavaScript (especially if Gutenberg blocks are needed), and security best practices.
- Quality signals: code samples or GitHub repos, unit tests, and clear commit history.
- Communication: timely replies, clear questions about your requirements, and realistic timelines.
Interview and validation checklist
- Ask for one-page solutions: how they’d implement a key feature and handle upgrades.
- Request references or client testimonials and check them.
- Confirm they test on staging and follow rollback procedures.
Contract, milestones, and support: Agree on milestones, deliverables, code ownership, licensing, and a support window for bug fixes. Prefer milestone payments tied to verified staging deployments.
Red flags: no code samples, unwillingness to use version control, no written agreement, or vague timelines.
Final handover should include documented installation steps, configuration notes, and a short walkthrough call. This approach keeps the project predictable and ensures you hire someone who will deliver secure, maintainable plugin work.
