Comprehensive Guide to Hiring a Laravel Developer in 2025

So you need a Laravel developer. Maybe your team is struggling to keep up with your product roadmap, you’ve got a critical project on hold because no one has the right skills, or you’ve tried hiring before but ended up with candidates who couldn’t deliver at the level you needed.

This guide will show you how to hire the right Laravel developer. Whether you’re hiring locally, within the US, or considering offshore talent, the fundamentals of finding the right person are the same. We’ll cover what skills to look for, how much you should expect to pay, where to find the best candidates, how to run an effective hiring process, and the common mistakes to avoid. 

What Does a Laravel Developer Do?

Laravel developers build and maintain web applications using the Laravel PHP framework, creating everything from APIs and e-commerce platforms to content management systems and enterprise software.

They write clean, maintainable PHP code using Laravel’s built-in features like Eloquent ORM, routing, middleware, and Blade templating. Their daily work includes building database structures, creating RESTful APIs, implementing authentication systems, optimizing application performance, and integrating third-party services.

Laravel developers typically work on the backend, but many also handle frontend tasks using technologies like Vue.js, React, or traditional HTML/CSS/JavaScript.

They collaborate closely with frontend developers, designers, product managers, and DevOps teams to deliver complete web solutions.

What they don’t do is handle server management or infrastructure setup (unless they’re in a full-stack role). Their focus is on application logic, data flow, and ensuring the codebase remains scalable and maintainable as your product grows.

The demand for Laravel expertise continues to grow significantly. According to JetBrains’ State of PHP 2024 survey, 61% of PHP developers use Laravel regularly, making it the dominant framework choice among PHP developers.

Within a development team, Laravel developers often take ownership of specific features or modules, participate in code reviews, and contribute to architectural decisions that affect long-term product success.

How Much Does It Cost to Hire a Laravel Developer?

In the US, hiring a Laravel developer typically costs between $47,000–$115,500 annually, but hiring in Latin America can reduce that by 37–50% while maintaining quality.

PHP and Laravel development salaries have remained competitive due to steady demand, even as the overall PHP developer pool has been shrinking. According to the JetBrains Developer Ecosystem survey, PHP usage continues to decline, making experienced PHP and Laravel developers increasingly valuable.

For many companies, especially startups or those scaling quickly, these US rates can put the right hire out of budget. That’s why many organizations expand their search internationally, tapping into equally skilled talent in other regions to access more sustainable rates without compromising on quality.

From our experience, here’s what it typically costs to hire Laravel developers in Latin America:

These salary differences reflect local economic conditions and cost of living, not differences in skill or professionalism.

Many developers in Latin America have worked with US companies, possess strong English skills, and operate in time zones that overlap significantly with US business hours.

This allows companies to either reduce hiring costs substantially or reinvest savings into building larger, more capable development teams.

Of course, similar cost savings exist by hiring in Eastern Europe or South and Southeast Asia, but there are time zone considerations to factor in. 

What Skills Should You Look For When Hiring a Laravel Developer?

Beyond technical skills, great Laravel developers also need strong communication skills and strategic thinking to build applications that support your business long-term.

Understanding what to look for in a Laravel developer depends heavily on the seniority level you’re targeting.

A junior developer might excel at building basic CRUD applications and following established patterns, but they’ll need guidance on complex architectural decisions and advanced Laravel features.

A mid-level developer should be able to handle most Laravel development tasks independently and contribute to technical planning discussions.

A senior developer should be able to design scalable Laravel applications, mentor other developers, and make strategic technical decisions that align with business goals.

The key is matching your expectations to the candidate’s experience level. Expecting a junior developer to architect complex microservices from scratch will lead to frustration, while hiring a senior developer for simple feature implementation might be overkill for your needs.

Setting realistic expectations for each seniority level helps you evaluate candidates fairly and ensures you’re not dismissing strong candidates who might be perfect for your actual requirements.

Here’s how Laravel developer skills typically progress across experience levels:

Regardless of seniority level, all Laravel developers should demonstrate certain fundamental capabilities that are essential for effective web development.

Here are the core skills to evaluate:

Hard skills (the must-haves)

These technical competencies form the foundation of effective Laravel development across all experience levels:

• PHP proficiency: Since Laravel is built on PHP, your developer needs solid object-oriented PHP knowledge. Look for understanding of modern PHP features, PSR standards, and core concepts like classes, interfaces, and namespaces that underpin Laravel’s architecture.
• Laravel framework fundamentals: All Laravel developers should understand core concepts including Eloquent ORM, routing, controllers, and Blade templating. They should be able to explain how Laravel’s MVC pattern works and when to use different framework features appropriately.
• Database basics: Laravel developers work extensively with databases through Eloquent and migrations. Look for familiarity with relational database concepts, basic SQL knowledge, and understanding of Laravel’s database tools.
• Version control with Git: Essential for any development role. Your developer should understand basic Git workflows, branching, and how to collaborate effectively using version control systems.
• Problem-solving fundamentals: All Laravel developers should be able to debug issues systematically, read documentation effectively, and break down complex requirements into manageable tasks.

Soft skills (equally important)

Technical ability gets the work done, but soft skills determine how well your Laravel developer integrates with your team and contributes to business success:

• Problem-solving approach: Great developers go beyond implementing features. They understand the business problem being solved and can suggest better approaches when needed. Look for candidates who ask clarifying questions about requirements.
• Communication skills: Your Laravel developer will need to explain technical decisions to non-technical stakeholders, participate in planning meetings, and collaborate with designers and frontend developers. Clear communication prevents costly misunderstandings.
• Ownership and accountability: The best developers take responsibility for their code from conception to deployment. They think about edge cases, handle errors gracefully, and follow up on issues rather than passing them off to others.
• Adaptability: Technology and business requirements change. Strong candidates stay current with Laravel updates, can learn new tools when needed, and adapt their approach based on feedback.
• Team collaboration: Laravel development is rarely a solo activity. Look for candidates who work well in Agile environments, contribute positively to code reviews, and support team members when needed.

Nice-to-have skills (the differentiators)

These additional skills aren’t essential but can add significant value:

• Frontend technology knowledge: While not required, familiarity with Vue.js, React, or Alpine.js helps Laravel developers work more effectively with frontend teams and implement full-stack solutions when needed.
• DevOps awareness: Understanding of Docker, CI/CD pipelines, and deployment processes helps Laravel developers write more deployable code and troubleshoot production issues more effectively.
• Performance optimization experience: Knowledge of caching strategies (Redis, Memcached), database optimization, and Laravel-specific performance techniques like query optimization and eager loading.
• Package development: Experience creating or maintaining Laravel packages shows deep framework understanding and commitment to code reusability and best practices.
• Modern Laravel features: Familiarity with newer Laravel features like Livewire, Octane, or Laravel Nova demonstrates staying current with the ecosystem and can accelerate development for specific use cases.

Where Can You Find and Hire Great Laravel Developers?

You can find strong Laravel developers through job boards, referrals, and recruiting partners. Your location and sourcing strategy will determine quality and cost.

The key is matching your sourcing approach to your specific needs, timeline, and budget constraints.

Deciding between local, national, or global talent

Before you start sourcing, it’s worth stepping back and making a conscious decision about where you’re willing to hire from.

Laravel development is inherently remote-friendly work. There’s no requirement for your developer to be in the same office, or even the same city, to deliver high-quality results.

That flexibility opens up your options but also changes the hiring equation. Your choice of location will influence:

• Where and how you source candidates: A global search opens up entirely different sourcing channels than a purely local one.
• The size and quality of your talent pool: Expanding beyond your city dramatically increases the number of qualified developers you can consider.
• What you’ll pay: Developer salaries vary widely between local markets, across the US, and internationally.

Making this decision upfront ensures your sourcing strategy, salary expectations, and evaluation process are aligned from the start.

• Local/in-office hiring offers the simplest collaboration and legal structure, but significantly limits your talent pool and increases costs. This works best when in-person collaboration is critical or when you have specific compliance requirements.
• Remote US-based hiring expands your options considerably while maintaining familiar legal and cultural frameworks. You’ll still pay US market rates, but you’ll have access to developers across US time zones and different cost-of-living areas.
• International/offshore hiring provides the largest talent pool and most significant cost savings. Latin America stands out for development and offers an excellent balance of skills, cultural alignment, time zone compatibility, and cost efficiency. Other regions like Eastern Europe and Southeast Asia also provide strong options with different trade-offs in cost, time zones, and cultural fit.

In our experience, many companies find Latin American developers offer the best combination of technical skills, communication ability, cultural compatibility, and cost effectiveness for US businesses.

Choosing the right sourcing channel

Once you’ve decided where to look for candidates, your next step is choosing the best sourcing channel. Each comes with its own trade-offs, so the right choice depends on your hiring goals, timeline, and how much screening you’re prepared to do internally.

Freelance platforms and marketplaces can be useful for short-term projects, testing someone’s skills before making a full-time offer, or filling urgent gaps. They offer speed and a broad reach, but quality varies, competition for top talent can be high, and platform fees add to costs.

Specialized or industry-specific job boards attract candidates who are actively looking for a new role and tend to be more committed than gig workers. You’ll get a wider selection than through your own network, but expect to invest more time in screening and skill verification.

Referrals from your professional network often deliver stronger culture fits and shorter hiring cycles, since candidates come pre-vetted by people you trust. The downside is a smaller talent pool and the risk of limiting diversity if you rely on them exclusively.

Finally, working with a recruitment partner to hire developers can take most of the heavy lifting off your plate.

An experienced partner brings a pre-vetted talent pipeline, understands the role’s technical and soft-skill requirements, and can present only the best-fit candidates, often in a fraction of the time it would take to source yourself.

Why working with a recruiting partner makes a difference

Hiring the right person is hard enough when you’re sourcing locally. But when you add offshore hiring into the mix, the complexity multiplies.

You’re dealing with unfamiliar talent markets, compliance, and payroll rules and the challenge of figuring out what makes a competitive offer in a different country.

A recruitment firm that specializes in international hiring solves all of that for you.

They:

• Give you quick access to pre-vetted, high-quality talent pools in your target regions, without you having to build networks yourself.
• Help you take full advantage of offshore cost savings by matching you with candidates who meet your skills and experience needs at sustainable, locally competitive rates.
• Advise on what makes a strong offer in that market so you can attract top talent without overspending or underbidding.
• Handle compliance and payroll requirements, ensuring you stay on the right side of local labor laws and tax regulations.
• Save months of trial-and-error sourcing by bringing proven hiring processes, role-specific screening methods, and market insight from day one.

When you work with the right recruitment partner, you speed up the hiring process and unlock the full benefits of hiring offshore Laravel developers.

You get access to skilled professionals you might not have found on your own, at significant cost savings, without the steep learning curve of navigating a new market.

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How to Hire the Best Laravel Developer: Best Practices

Following a systematic approach to Laravel hiring leads to better outcomes, but the process should be tailored to what this specific role demands.

The most successful Laravel hires combine strong technical ability with clear communication and a collaborative mindset.

Here’s how to structure your hiring process to identify these qualities effectively.

Stage 1: Before and during sourcing

Define your Laravel project needs clearly

Before writing a job description, get specific about what your Laravel developer will actually build. Are you developing a new e-commerce platform, maintaining an existing API, integrating with third-party services, or building internal tools?

Understanding whether you need someone focused on rapid feature development, legacy system maintenance, or architectural planning helps you evaluate candidates appropriately and avoid the “unicorn developer” trap.

Consider the broader context too: Will they work independently or as part of a larger team? Do you need someone who can mentor junior developers or someone who thrives under guidance? 

In our experience matching hundreds of candidates in this field, clarifying the type of work they’ll do most (building new features, debugging, or system integration) and matching that with their strongest area makes all the difference.

Write job descriptions that attract serious Laravel developers

Your job posting should reflect both the technical requirements and the collaborative environment your developer will join. Include specific details about:

• The Laravel version and key packages you’re using (Livewire, Nova, Horizon)
• Whether the work involves greenfield development, feature expansion, or legacy maintenance
• Database systems and third-party integrations they’ll work with
• Team structure and collaboration expectations

Research analyzing over a billion postings shows that job descriptions between 300-660 words fill 8 days faster than those outside this range.

Additionally, skills-based hiring approaches expand candidate pools by 6.1x globally. So it’s beneficial to focus on relevant capabilities rather than rigid degree requirements. This is something we regularly advise our clients to do. We’ve seen time and again strong developers come through who didn’t have a degree.

Avoid generic phrases like “Laravel expert” or “fast-paced environment.” Instead, focus on concrete skills and realistic project context that help qualified developers self-select.

For comprehensive guidance on crafting effective job descriptions, check out our guide to writing developer job descriptions that attract great candidates.

Stage 2: Screening and evaluation

Use practical assessments over theoretical questions

Skip the algorithm puzzles and focus on real Laravel scenarios. According to our recruiters who specialize in this role, you should give candidates a small take-home project that mirrors actual work: building a simple API endpoint, implementing a Laravel feature using proper conventions, or debugging a piece of existing Laravel code.

This approach reveals how they structure code, handle edge cases, use Laravel best practices, and document their work—all more valuable than their ability to solve abstract coding problems.

SHRM research reveals that 54% of organizations now use pre-employment technical assessments, and 78% those that do report an improvement in hire quality.

Look for ownership and problem-solving mindset

The best developers think beyond the immediate task. They consider the business impact of their code, think about maintainability, and take initiative when they spot potential issues.

Ask candidates to describe a time they identified and solved a problem that wasn’t explicitly assigned to them, or how they approached a project with ambiguous requirements. Look for examples of taking responsibility for outcomes, not just completing tasks.

Stage 3: Making the offer and closing the deal

Move quickly with competitive offers

Strong Laravel developers, especially experienced ones, often have multiple opportunities. Once you’ve identified the right candidate, move fast with a competitive offer that reflects both their skills and their local market.

For Laravel developers, competitive offers should include not just salary but also considerations like:

• Professional development opportunities and conference attendance
• Flexible working arrangements
• Quality equipment and development tools
• Clear career progression paths

Based on our years of placing developers, we’ve found that work-life balance (flexible hours & PTO), learning and growing opportunities, and having ownership of their work matter most to candidates beyond just salary.

Set clear expectations for success

During the offer process, clarify what success looks like in the first 90 days, 6 months, and beyond. Discuss the specific projects they’ll work on, the team members they’ll collaborate with most closely, and how their performance will be evaluated.

Great Laravel developers want to understand how their work contributes to business goals, so connect their technical responsibilities to broader company objectives.

For additional guidance on structuring compelling offers, see our article on making a good job offer to hire and retain top talent.

What Are the Top Interview Questions for Hiring Laravel Developers?

Effective Laravel interview questions should test both technical knowledge and approach to problem-solving, while revealing how candidates work with teams and handle real-world development challenges.

“Walk me through how you would architect a Laravel application for [specific business scenario relevant to your company].”

This question reveals architectural thinking and understanding of Laravel’s ecosystem. Listen for how they break down the problem, which Laravel features they’d leverage, and whether they consider scalability, security, and maintainability from the start.

Strong answers will mention specific Laravel components (middleware, service providers, jobs), discuss database design decisions, and show awareness of potential challenges. Weak responses focus only on basic CRUD operations without considering the broader system.

“Describe a time when you had to optimize a slow Laravel application. What was your approach?”

Performance optimization is a common real-world challenge that separates experienced developers fm beginners. This question tests practical knowledge of Laravel-specific performance techniques and systematic problem-solving.

Look for candidates who mention profiling tools, database query optimization, caching strategies (Redis, query caching), and Laravel-specific techniques like eager loading. Great answers will also include how they measured improvement and communicated results to stakeholders.

“How do you handle database relationships in Laravel, and when would you use different types?”

This tests fundamental Laravel and database knowledge that impacts application performance and maintainability. It also reveals whether they understand the business implications of their technical decisions.

Strong candidates will explain Eloquent relationships clearly, discuss when to use eager loading vs. lazy loading, and demonstrate understanding of when complex relationships might indicate a need for refactoring. They should also mention potential performance implications.

“Tell me about a recent project where you had to integrate a third-party service with Laravel. What challenges did you face?”

API integration is common in Laravel development, and this question reveals practical experience with external systems, error handling, and maintaining code reliability when dealing with dependencies outside your control.

Look for answers that cover authentication methods, error handling strategies, testing approaches for external integrations, and how they handled rate limits or service outages. Strong candidates will also mention documentation and monitoring.

“How do you approach testing in Laravel, and can you give me an example of a test you’re proud of?”

Testing practices separate professional developers from those who rely on manual testing. This question reveals their approach to code quality and long-term maintainability.

Good answers will discuss different types of testing (unit, feature, integration), Laravel’s testing tools, and provide specific examples. Great candidates will explain how testing influences their development process and helps them refactor with confidence.

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Common Mistakes to Avoid When Hiring Laravel Developers

These four hiring mistakes can cost you time, money, and the right candidate. But they’re all avoidable with the right approach.

Learning from these common pitfalls helps you structure a more effective hiring process and avoid the costly delays that derail most Laravel developer searches.

1. Focusing only on Laravel experience without evaluating PHP fundamentals

Laravel is built on PHP, and weak PHP knowledge creates long-term problems even if someone can follow Laravel tutorials. Developers who don’t understand object-oriented programming, dependency injection, or PHP best practices will struggle with complex applications and write code that’s hard to maintain.

Instead, evaluate PHP fundamentals first, then assess Laravel-specific knowledge. A strong PHP developer can learn Laravel quickly, but the reverse isn’t always true. Test their understanding of PHP concepts like namespaces, interfaces, and error handling alongside Laravel features.

2. Expecting one developer to handle everything

Laravel developers aren’t automatically DevOps engineers, UI/UX designers, or database administrators. Trying to find someone who can “do it all” often leads to hiring someone mediocre at multiple things rather than excellent at the core skills you actually need.

Be clear about what your Laravel developer will actually do day-to-day. If you need someone focused on API development, prioritize that skill over frontend knowledge. If you need full-stack capabilities, be explicit about that and adjust your expectations and budget accordingly.

3. Making the hiring process too long or complex

According to our recruiters, one mistake companies make is having too long of a process—candidates don’t want to go through multiple technical assessments or extended evaluation periods, especially strong developers who have other options.

Streamline your process to 2–3 meaningful interactions: an initial conversation, one practical assessment, and a final interview. Respect candidates’ time by being organized, responsive, and clear about next steps.

4. Underestimating the importance of communication skills

Technical brilliance doesn’t matter if your Laravel developer can’t explain their decisions, collaborate with designers, or participate effectively in planning meetings. Poor communication leads to misunderstood requirements, missed deadlines, and team friction.

During interviews, pay attention to how clearly candidates explain technical concepts, whether they ask clarifying questions, and how they describe past collaborative experiences. Technical skills can be taught more easily than communication skills.

Final Thoughts

Finding the right Laravel developer requires looking beyond technical skills to evaluate how candidates think, collaborate, and execute.

Whether you need someone for specific projects or building long-term capability, investing in the right talent makes the difference between applications that support your business goals and code that becomes a maintenance burden.

Remember that great Laravel developers exist everywhere: in your city, across the US, and internationally. The key is matching your sourcing strategy to your needs, timeline, and budget while maintaining focus on the skills that actually matter for the specific role.

If working with a recruitment partner seems like the right approach, consider a specialized firm that can make the hiring process seamless, efficient, and stress-free.

At Near, we understand that finding the right Laravel developer means more than just matching technical requirements. We take the time to understand your product goals, team dynamics, and growth plans to find you skilled Laravel developers in LatAm who can contribute from day one.

Our focus on Latin American talent means you get access to experienced developers who work in your time zone, communicate clearly in English, and bring the same professionalism and technical expertise you’d expect from domestic hires.

Book a free consultation today, and let’s find the Laravel developer who can help take your product to the next level.