Hiring developers is never just about skills on paper. Especially when you're trying to build something using .NET. You're not just looking for someone who can write code—you need someone who understands the structure of your application, communicates well, handles pressure, and doesn't ghost you when bugs pop up at 11 PM.

The challenge? Knowing where to look, what to ask, and how to separate a decent developer from one who'll actually get your job done without headaches.

If you're looking to hire .NET developers, and you don't want to waste time (or money) learning things the hard way, keep reading.

Step One: Define the Work Before You Find the Worker

Before you even post a job, get real clear about what you want built.

Ask yourself:

  • Is this a web app, a mobile app, desktop software, or something else?
  • Do you have existing code, or is this from scratch?
  • Will this be a one-time build, or do you expect long-term support?
  • Do you want someone to lead or just follow instructions?
  • How hands-on do you want to be during the development process?

When you define what success looks like in your project, it becomes easier to find someone who can help you reach that finish line. A vague job post will only attract vague resumes.

Be upfront. You don't want someone who's great at WPF if your project is built on ASP.NET Core. You don't want someone who only does backend if you need frontend work with Blazor. Get specific. It saves everyone time.

Step Two: Understand the .NET Ecosystem (At Least a Little)

You don't need to be a developer, but it helps to know what you're asking for. The .NET stack is big. It's used to build everything from banking software to startup MVPs.

Here's a quick breakdown:

  • ASP.NET Core – Used for web applications. Modern, fast, and cross-platform.
  • Blazor – Lets developers use C# for building interactive web UIs.
  • Entity Framework (EF Core) – An object-relational mapper for database interactions.
  • Xamarin / MAUI – Used to build cross-platform mobile apps.
  • WPF / WinForms – Older tech used for Windows desktop applications.
  • Azure Integration – A lot of .NET apps run in Microsoft's cloud.

The developer you hire should know the parts that apply to your project. Some specialize in web. Others only work with desktop. Don't assume they do it all.

Also, clarify which version of .NET you're using. The shift from .NET Framework to .NET Core (and now to .NET 8) has been huge. Not every developer has made the leap.

Step Three: Figure Out Where to Look

This is where people often mess up. They post a job, get flooded with applications, and then panic because none of them seem legit.

Here are the better routes:

1. Freelance Marketplaces

If you're doing a short-term project, freelance platforms are a good start. Check:

  • Upwork
  • Toptal
  • Freelancer
  • PeoplePerHour

Pros: You get access to a global talent pool.

Cons: You have to filter out a lot of fluff.

Tip: Be extremely specific in your job post. List the version of .NET, the type of app, and the expected time frame. Include a small task to weed out low-effort applicants.

2. LinkedIn and Job Boards

Don't sleep on LinkedIn. It works, especially if you're hiring for a full-time or long-term role. Same goes for sites like:

  • We Work Remotely
  • RemoteOK
  • Stack Overflow Jobs

Post in dev groups too. Facebook has niche programming communities that are surprisingly active.

3. Technical Forums and GitHub

Go where .NET developers hang out:

  • GitHub – Look for active contributors in .NET repos.
  • Stack Overflow – Check top users in .NET-related tags.
  • Reddit – Subreddits like r/dotnet and r/csharp have solid discussions.

Message people directly. Compliment their work. Ask if they're open to freelance or contract gigs. It works more often than you'd expect.

4. Referrals from People You Trust

Don't underestimate your own network. Ask your current devs, tech-savvy friends, or other founders. Good devs usually know other good devs.

Step Four: Screen for More Than Just Code

Knowing .NET isn't enough. Your developer needs to fit how you work, how you think, and how fast you move.

Here's what to look for:

1. Hands-On Project Experience

Don't get distracted by fancy certifications. Ask about actual work. Get them to walk you through something they've built:

  • What was the problem?
  • What did they do?
  • What tools and frameworks did they use?
  • How did they test it?

If they can't break it down clearly, they probably didn't really build it.

2. Clear Communication

Can they explain their thoughts without diving into code-speak? If you don't understand what they're saying, how will you ever manage them?

Tip: Ask them to explain something technical in simple terms. That alone is a skill.

3. Problem Solving

Throw in a real-life challenge:

“What would you do if a feature is done but the client suddenly changes the requirements?”

See how they respond. Are they defensive, flexible, or solutions-focused?

4. Code Samples or Test Task

Always ask for samples. If they don't have any, give a small paid test task. Nothing huge. Just enough to show how they work, how they document, and how they think.

Step Five: Know the Red Flags

Not every candidate is worth your time. Watch out for:

  • Too many buzzwords, no real answers
  • Dodging specific project details
  • No GitHub or portfolio to show
  • Over-promising timelines
  • Zero curiosity about your project goals

Good developers are curious. They'll ask questions. They'll want to know what success looks like. If they don't? Move on.

Step Six: Decide How You Want to Work

Not all projects need the same hiring model.

Full-Time

Best if you're building a product with long-term updates and support. You get commitment, but it's slower and more expensive to hire.

Contract / Freelance

Great for time-boxed work. You move faster, skip payroll overhead, and pay only for the work done.

Just make sure your contract includes:

  • Scope of work
  • Timeline
  • Payment milestones
  • Code ownership
  • NDA, if needed

Remote vs. In-House

Remote is fine if you're okay with async communication. In-house helps if you need tight collaboration. Many .NET developers prefer remote these days. That's the reality. Get used to it.

Step Seven: Run a Paid Trial

Before making a long-term commitment, start with a trial project. A bug fix, a mini feature, or a code refactor task. Keep it paid. Keep it short.

Watch for:

  • How they handle feedback
  • If they meet deadlines
  • How they communicate progress
  • Code quality and documentation

This trial will tell you everything an interview can't.

Step Eight: Don't Vanish After Hiring

Hiring is step one. Now manage them well.

  • Set clear expectations from day one
  • Use tools like Trello, Jira, or ClickUp to assign tasks
  • Keep regular check-ins (but don't micromanage)
  • Review code, not just progress reports
  • Give feedback early—don't wait until things go wrong

Remember, developers aren't mind readers. A little clarity goes a long way.

One Last Thing: Don't Rush It

Trying to hire .NET developers in a hurry usually ends in regret. You end up with someone who looks good on paper but flakes out mid-project or can't handle basic tasks.

Take your time. Screen properly. Pay for a test task. And stay involved.

There are plenty of good .NET developers out there. You just have to know how to spot them—and how to keep them once you do.