There’s no shortage of web developers. You’ll see thousands on LinkedIn, Facebook groups, and freelance platforms.
So why does LinkedIn still list web developers as hard to hire?
Because finding developers isn’t the issue. It’s hiring someone who fits your stack, communicates clearly, and doesn’t disappear after a few months. The hiring process takes time, and even when you land someone promising, it doesn’t always last.
Here’s what to know if you’re considering outsourcing web development to the Philippines.
Why Companies Are Struggling to Hire Web Developers
Let’s break it down by region.
Market Overview: Web Developer Hiring in the US, UK, and AU/NZ
Hiring web developers continues to be a bottleneck across the US, UK, and Australia/New Zealand.
Despite differences in market size and salary, one thing is consistent: developers don’t stick around.
When that happens, momentum slows down. Then the hiring cycle starts again which ends up costing more in the long run.
And it’s not just full-time hires...
Freelance demand is just as intense:
Even on Upwork, there are over 18,000 open jobs just for web developers. Everyone’s looking, whether it’s for a full-time teammate or a freelancer.
If you’re running an agency or SaaS company in any of these regions, you already feel it: you’re spending too much time interviewing, too much money hiring, and not enough time building.
Why churn feels like the bigger problem right now
Hiring a web developer already takes time. You spend weeks reviewing candidates, setting up interviews, aligning on skills and expectations. Then once you make the hire, there’s onboarding: introducing your tools, codebase, and ways of working.
But here’s the part many teams don’t plan for: the developer leaves too soon.
Even with over 44,000 web developers listed on LinkedIn across the US, UK, and AU/NZ, the pool isn’t as available as it looks. Many aren’t actively job hunting. The most skilled get hired fast and don’t stay long.
Even if you have the budget for a senior developer, what you can’t afford is re-hiring every 12-18 months. Not when that role is central to your product, your website, or your clients.
So yes, churn is the bigger problem. Because you’re not just trying to find a good developer, you’re trying to build continuity. And that breaks every time someone leaves.
Why Long-Term Devs save you time (even on short gigs)
A lot of founders start out thinking: We just need someone to build the site. It’s not a permanent role.
However, web development is not a one-time thing. You launch the new site but then realize your marketing team needs a landing page system. Then you notice your analytics aren’t tracking properly. Maybe you want to improve site speed or integrate a new tool. Before you know it, you’re back in development mode.
That’s normal.
Web development often turns into something ongoing. For many SaaS companies and digital agencies, it doesn’t stop once a site is built. There’s always something to adjust, whether it’s fixing a bug, improving speed, updating content, or supporting new campaigns. As the team or product grows, so does the need for consistent development support.
You’re not re-explaining everything. You’re not dealing with context gaps. You’re not slowed down by another handoff.
You just keep going.
Hiring someone long-term saves money because starting over again and again takes more time and effort.
What AI Has (and Hasn’t) Changed in Web Development
AI is changing how developers work, but not what businesses actually need from them. Tools like GitHub Copilot, ChatGPT, and AI site builders (like Webflow AI or Wix ADI) can speed up parts of the job. Some basic coding and layout tasks are getting easier.
But here’s what hasn’t changed: someone still has to architect, debug, and make sure everything works as it should.
Clients still want:
That’s not something AI can handle solo, at least not yet. Which is why demand for experienced developers hasn’t dropped. If anything, companies now want fewer but better devs. Ones who can move fast and work across time zones.
Why Web Development in the Philippines Makes Sense
There are over 19,000 web developers on LinkedIn based in the Philippines, mostly around Metro Manila, Cebu, and Davao. That’s fewer than the 44,000+ listed in the US, UK, and AU/NZ. But here’s the thing: many of those 44,000 aren’t even looking for a job. The best ones get hired fast and often leave in a year or two.
In the Philippines, a much bigger group of web developers exists beyond what you see on LinkedIn. According to industry estimates, there are around 200,000 IT and software professionals in the country, many of them working remotely, freelancing, or open to full-time offshore roles.
First, a quick look at the roles and skills you’ll find...
Top Titles:
Top Skills:
Many have formal training through universities like Polytechnic University of the Philippines, STI College, and coding bootcamps. Others gained experience working with Western clients on Upwork or through remote roles.
Salary Snapshot:
Here’s a benchmark based on current ranges (full-time roles, not freelance):
Entry-level Web Developer
₱25,000 - ₱50,000/month
Junior Web Developer
₱40,000 - ₱60,000/month
Senior or Full Stack Developer
₱49,000- ₱200,000/month
Sources: Glassdoor, Indeed, Upwork
That’s roughly $500-$3,600/month, depending on experience and tech stack.
Step-by-Step Guide: Outsourcing Web Development in the Philippines
Here’s a practical 6-step guide to help you outsource without the guesswork, especially if you’re hiring a developer for the first time or switching from freelance setups that didn’t stick.
Step 1: Get clear on the role
Start by defining what you actually need.
Getting clarity upfront will save you hours later.
Step 2: Choose how you’ll hire
There’s more than one way to hire offshore. Each option has its pros and cons.
Freelancer: Flexible and affordable for short-term work, but not always reliable for ongoing needs.
Direct hire: Lower cost, but you’ll need to handle contracts, payroll, compliance, and local laws.
Hiring partner: Vetted, full-time developers with end-to-end support, including onboarding, HR, and compliance already handled. Some charge upfront fees, while others don’t.
Step 3: Write the job post
Keep it simple and honest.
The more context you give, the better your chances of attracting the right person.
Step 4: Vet for both skill and fit
You don’t need a 10-step hiring process. But you also shouldn’t skip what matters.
Step 5: Set up onboarding
This is where a lot of hires fall through, but it’s also where the best ones stick.
Before Day 1, prepare access: code repositories, project docs, any tools.
Walk them through how your team works, what’s expected, and who to go to for help.
If possible, assign an onboarding buddy.
At LevelUp, this is a big reason why our web developers stay long term. Our onboarding system is structured but human, and it sets the tone for everything that comes next.
For technical roles, we also provide hands-on onboarding support to help devs integrate smoothly with your workflow.
Step 6: Make it easy to stay
Hiring is just the start. Retention is where you see ROI.
If you’re exploring offshore options, we can show you what a stable setup looks like: vetted full-time developers, onboarding support, and no sourcing fee to get started.
