WordPress / CMS Developer Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
Your CMS hire needs to keep publishing usable for editors while making changes that do not break the site's existing integrations.
No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
Need someone now? Call 305-306-4829.
What this hire really comes down to
Your CMS hire needs to keep publishing usable for editors while making changes that do not break the site's existing integrations. The latter group writes custom hooks and manages database schemas at scale. You need someone who treats your site as a software application rather than a collection of installed plugins. Focus on their ability to write efficient server side code and manage site performance under heavy traffic loads.
The technical maturity of your candidate is the primary factor. A production ready developer understands how to modify core WordPress behaviors without bloating the environment or compromising security. They maintain code standards, manage automated deployment pipelines, and debug database queries effectively. Hire for engineering discipline first because WordPress expertise is secondary to strong software design principles.
Prioritize candidates who have transitioned from pure CMS management to full stack engineering. They must demonstrate a clear understanding of the difference between client side assets and server side processing. Look for evidence of architectural decisions that reduce server load and improve page delivery. If a developer cannot explain the impact of their plugins on your query volume, they likely lack the depth necessary to scale your platform.
What we check before you see anyone
Custom Plugin Architecture
Ask them to explain how they handle data sanitization and output escaping in custom plugins. They should immediately discuss nonce validation and database query protection. A qualified engineer will emphasize defensive coding practices to prevent injection vulnerabilities rather than relying on external security plugins to clean up poor code.
Database Schema Optimization
Review their experience with complex meta queries. WordPress stores data in a flat table structure that often becomes a bottleneck. They should describe using custom tables or external object caching like Redis to avoid heavy database read operations. If they only know how to use standard meta data functions, they have not yet solved serious performance issues.
Deployment and Version Control
Assess their process for moving code between local, staging, and production environments. They must use Git as their primary workflow tool. A strong candidate will reject manual FTP uploads and explain how they manage configuration files, database migrations, and asset compilation within a automated build pipeline.
Plugin Dependency Management
Discuss their approach to selecting third party tools. They should demonstrate a critical view of plugin weight and loading time. Ask about situations where they chose to write custom code instead of installing a heavy dependency. They must justify these choices based on long term maintenance costs and server performance metrics.
Where we find them
Look for engineers in professional web development agencies who manage multisite installations or enterprise clients. These developers are exposed to traffic volumes that break standard configurations. They likely possess the experience required to troubleshoot high impact issues and manage complex content structures. Prioritize candidates who contribute to the WordPress core or popular open source libraries.
Seek professionals who view themselves as software engineers rather than site builders. They participate in technical communities focusing on PHP performance or infrastructure. Look for backgrounds that include experience with server management and Linux environments. These candidates often possess the analytical mindset necessary to solve difficult technical debt challenges within a complex CMS installation.
Mistakes we see
Hiring someone who relies entirely on page builders. This results in heavy, unmaintainable code that is difficult to optimize for performance.
Ignoring the candidate's understanding of SQL. Developers who cannot write optimized queries will eventually crash your site when traffic increases.
Valuing theme design skills over backend architecture. A developer who makes a site look good but creates a slow, insecure mess is a long term liability.
The search in three steps
Agree the brief
During intake, define your traffic expectations and the primary function of your CMS. Clarify if you need custom application logic or simple content management.
Find and speak with people
When headhunting, screen for their ability to articulate the technical constraints of the WordPress database. Listen for concrete examples of how they reduced query times.
Introduce the people who fit
Evaluate their technical fit by reviewing their GitHub repositories. Look for clean, documented code and evidence that they understand modern PHP standards.
Questions about this search
How should I structure compensation for this role?
Compensate based on their backend engineering skills rather than their CMS-specific knowledge. Use local market rates for PHP software engineers to attract talent capable of custom architecture.
What should I do if my candidate receives a counteroffer?
Expect competition if they are talented. If a candidate leaves your process for a counteroffer, move to the next qualified person rather than increasing your salary band.
Can this role be fully remote?
This role functions well remotely if the developer has strong documentation habits. Ensure they use collaborative tools to keep their code and progress visible to the team.
How do I verify their technical depth?
Ask for a code review of a plugin they wrote. Look for efficient loops, proper use of hooks, and adherence to established coding standards.
What is the best way to handle shortlist constraints?
Limit your shortlist to three engineers who can prove they have managed high traffic environments. Narrow the list by focusing on their specific experience with database query optimization.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Pay snapshot
WordPress / CMS Developer
$92,650
Median as published, released May 15, 2026. Matched to Web Developers (SOC 15-1254).
BLS reports Web Developers as a broader occupation. It does not separate WordPress / CMS Developer, technology stack, seniority, certifications or employer sector. These figures are not a title-specific offer range.
Source: BLS OEWS May 2025.
See the salary guideHow a search runs
The Six-Step Search
- 1Search Calibration
A call about the work. You get a written search profile.
- 2Market Mapping
We identify the employer backgrounds that fit. You see where we will look.
- 3Professional Contact Intelligence
We identify individual people, not job board applicants.
- 4Persistent Personalized Outreach
Personal outreach and direct follow-through. You get search updates.
- 5Live Candidate Qualification
A recruiter checks stack, scope and motivation in conversation.
- 6Candidate Intelligence and Process Support
You receive a written brief on every person you meet.
Working with Technology Headhunters
When is the recruiting fee due?
There is no upfront fee for our contingency search. You pay only if you hire someone we present, under the terms of the signed agreement.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What don't you do in a permanent search?
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.