Getting a web developer job today is hard.
In 2021, I got my first developer job by sending one direct email and then doing a single live call. That was enough.
Later the same year, I found my second job in about three weeks through LinkedIn. At that point, I mostly knew CSS. No serious JavaScript, no strong portfolio, no polished personal brand. And I was offered a Senior Front End Web Developer position at US-based company.
Then things changed. After COVID, a lot of developers moved to remote work. Local job markets turned global almost overnight. Instead of competing with a handful of people nearby, you were suddenly up against hundreds of developers from everywhere.
By 2023, I had real experience. I’d worked at two companies – one in Europe and one in the US. I knew JavaScript, had a proper frontend portfolio, and a personal website. Finding a job should’ve been easier. Instead, I spent 18 months struggling to land a role that actually fit me. The competition was simply on another level.
Now, in 2026, it’s even tougher. AI tools have made it easier to apply, build, and present yourself, which also means companies are flooded with candidates. Things like a decent CV or a basic project don’t stand out anymore. A lot of common advice still sounds good, but it doesn’t work the way it used to.
This guide is based on what actually helped me. I’ll walk through the full process – from preparation to interviews to offers – and explain what matters today, and where most developers lose time without realizing it.
I’ve prepared for you a Dev Job Application Toolkit. By my calculation it can save you 40-60 hours.
This toolkit includes:
CV and cover letter templates
Eight interview checklists
List of top 50 remote-first companies
Job application tracker spreadsheet
You can get it here: 99cards.dev/toolkit
Table of Contents
1. Mindset & Strategy (Before You Start Applying)
Before you apply anywhere, you need to decide what you actually want. This sounds obvious, but it’s one of the most skipped steps – especially by junior developers. I know this because I skipped it myself.
When you have little or no experience, it’s tempting to think: I’ll apply everywhere and take whatever I get. That approach feels safe, but it’s risky. You can easily end up in a role you don’t enjoy, working on things you don’t care about, and burning out much faster than you expect. A bad first or second job can slow you down more than having no job for a bit longer.
This stage is about setting boundaries before desperation sets in.
Choosing a clear position
First, be honest about the role you’re targeting. UI/UX, frontend, backend, full-stack, mobile – these are not just labels. Companies hire for specific problems, and they want people who are focused, not “a jack of all trades“.
If you present yourself as a generalist without real depth, recruiters don’t see flexibility. Instead, they see risk. Being specific increases your chances, especially for junior and mid-level roles.
Deciding on the work format
Next, decide how you want to work: remote, on-site, or hybrid.
This matters more than people admit. I personally dislike office work, so remote roles are my only option. That decision alone filters out a huge number of jobs – and that’s a good thing. You should make the same call based on how you work best, not on what sounds impressive.
Picking the right company type
Company type affects your daily life more than the tech stack.
Startups, agencies, and large enterprises all work differently. Startups move fast and expect long hours. Enterprises are more structured and predictable. Agencies juggle multiple clients and deadlines. None is inherently better than the others, but one will fit you better than the others.
Understanding the product you’ll work on
Finally, think about what kind of product you want to build.
Some roles mean jumping between projects. Others mean working on one large product for years. Some outsource companies throw dozens of small, unrelated tasks at you. These are very different work styles.
Real story from my experience
I once interviewed for a role where the team lead casually mentioned they build Shopify plugins. I immediately knew it wasn’t for me. I’m interested in web applications, not plugins – and no salary would’ve changed that. I applied anyway because I was desperate, which was a mistake.
Defining your criteria early saves you from this.
Practical checkpoint: if you can’t clearly describe the role, work format, company type, and product you want, you’re not ready to apply yet.
Creating a job search plan
Once you know your direction, turn the job search into something structured. Without a plan, it becomes emotional and inconsistent.
A search plan is just a set of rules you follow regardless of mood.
Plan weekly, then break it into daily goals. For example: apply six days a week, with a target of 90 applications per week. That’s 15 per day.
At first, these numbers are guesses. That’s normal. After a week or two, you’ll see what’s realistic. Maybe 15 quality applications is too much, and 6–8 is sustainable. That’s not failure, that’s data. Adjust and keep going.
Remember: the goal isn’t to hit an impressive number. It’s to stay consistent without burning out.
The second part of the plan is tracking. Use something simple, like a spreadsheet. For each application, note the date, the company, and the current status: sent, rejected, HR interview, technical interview, offer.
This gives you two benefits. First, you don’t lose track of where you’ve applied. Second, over time, you start seeing patterns. You can tell how many applications turn into interviews, where things usually break down, and what might need fixing – your CV, your targeting, or your interview prep.
You can download my free job application tracker spreadsheet here.
Practical checkpoint: if you can’t say how many applications you send per day or where they usually fail, you’re guessing – not managing – your job search.
2. Skill Readiness and Gap Analysis
Before you send your first application, you need to make sure your skills actually line up with what companies are hiring for right now. This stage is about facing reality – not in a negative way, but in a useful one. You’re trying to match your current level to the level the market expects for the role you want.
A good place to start is job descriptions. Pick a few major job boards and scan real openings for your target position. What matters is volume and focus. Look at 10, 20, or even 30 listings for the same role, not random ones. Specificity is critical here.
As you read through them, patterns start to show up. The same technologies appear again and again. At this stage, using AI to summarize requirements can save time, as long as you’re still doing the thinking. The goal is to spot common ground faster, not to outsource judgment.
What you’re looking for is a simple structure.
First, identify the core skills. These are non-negotiable. For a frontend role, that’s usually JavaScript, a framework like React, and a styling solution such as Tailwind. If you’re weak in one of these, that’s a real blocker, not something to “fix later.”
Next, identify two or three nice-to-have skills. These depend on the role and the company type. Agencies often value things like Framer Motion for polished UI work. Product companies may care more about performance or accessibility. These skills won’t always block you, but they can separate you from similar candidates.
Finally, choose at least one adjacent skill. Something that isn’t your main focus but is expected in any professional setup. Git is the most common example. Missing these often leads to quiet rejections – no feedback, just silence.
Once you have this list, it’s time for an honest audit. Don’t rely on passive learning or gut feeling. Test yourself. Use flashcards for concrete concepts (you can this tool for flashcards: 99cards.dev). Answer open-ended questions without notes. Build a small, focused project that forces you to use the skill without guidance.
The outcome of this stage should be clear. You’ll know where you’re solid, where you’re shaky, and where you’re not ready at all. From there, the job is simple: strengthen weak spots until you’re roughly at market level for your target role.
Real story from my experience
I once saw an attractive front-end web developer/web designer position that required Tailwind CSS for styling. In application company required to list two websites with Tailwind CSS in use. At that moment I had none. And I couldn’t apply. Pity.
Practical checkpoint: if you can’t clearly name your core skills, nice-to-haves, and weakest areas, you’re guessing where you stand – and the market won’t guess in your favor.
3. Portfolio Preparation (Critical Stage)
Your portfolio is simply a list of projects you’ve completed. But where and how you present that list matters a lot more than most developers think.
In my experience, the best place for a portfolio is a personal website (here is mine: https://ilyasseisov.com/). It gives you full control. You decide the structure, the wording, the tone, and the visuals.
Some developers prefer a very minimal setup. Others go for something more visual, with motion and modern UI. Both approaches are fine. What matters is that the site reflects how you think and what you care about building.
On that website, you should showcase only your best work. Not everything you’ve ever built. One, two, or at most three projects is enough. These should represent what you can do right now, not what you could do a year ago. More projects don’t make you look better – they usually make it harder for someone to see your strengths.
Choosing the right projects is where many people go wrong. Your portfolio projects should be directly related to the role you want.
When I was focusing on building modern, animated websites, I showed projects with strong visuals, animations, and micro-interactions. When I shifted toward SaaS and web applications, I replaced those with real app-style projects. The portfolio should follow your direction, not your history.
Avoid tutorial clones. Even well-made ones. Recruiters see them immediately, and they don’t tell much about how you think or make decisions. Personal or slightly imperfect projects are usually far more interesting than something copied step by step from a course.
For each project, a simple case-study structure works best. Explain what the project is, why it exists, and how you approached it. Show the final result with a live link, so people can actually use it. Code access is optional. Sometimes you don’t want to make everything public, and that’s fine. If a recruiter asks, you can always give access privately to a small group.
Here is example of my case study page: ilyasseisov.com/projects/99films/
Practical checkpoint: if your portfolio doesn’t clearly show what kind of work you want to be hired for, it’s not helping you – no matter how polished it looks.
4. CV / Resume Preparation
Your CV is not a biography. It’s a filtering document. Its job is to help a recruiter understand, in under a minute, who you are, what role you fit, and whether it’s worth moving you forward. Structure and clarity matter more than clever wording.
Header: make it obvious who you are
At the very top, include your full name, your role, and your main technologies. Be specific.
For example: Frontend Web Developer (React, Next JS).
This saves time for recruiters and helps with automated filtering. I also include my email address, and sometimes – in smaller, low-opacity text – my years of experience (for example, 10+ years). It’s a quick signal, not a headline.
Summary: your short positioning statement
Think of the summary as an elevator pitch with context. This is where you explain what you do well and what kind of problems you’re best at solving. Keep it focused. Avoid vague statements like “passionate developer” or “team player.” Say what you build and where you add value.
Work experience: results over responsibilities
This is the most important section.
For each role, include the company name, time period, and position. If it helps, add a link to the company’s website.
When describing your work, focus on accomplishments, not duties. What did you change? What improved because of your work? Metrics matter here.
For example:
Redesigned and coded the UI of a 20+ page web application, resulting in a 16.7% increase in user engagement and a 21.4% reduction in page load time. Worked closely with backend and QA teams. Designed in Figma, implemented with Tailwind CSS and React.
This tells a much clearer story than listing tasks.
Optional sections (only if relevant)
You don’t need to include everything — only what supports your candidacy.
Education: useful if it’s related (computer science, software engineering, and so on)
Personal projects: include only if they align with the role you’re applying for
Interests or hobbies: optional, but can create a human connection if they’re meaningful
Languages: valuable in a global job market
If a section doesn’t strengthen your position, leave it out.
Length and customization
A rough rule: around one page per 10 years of experience.
More important than length is relevance. Ideally, you should have a solid base version of your CV, then slightly adjust it for specific roles. This small effort often leads to a much higher response rate.
Format and tools
Don’t add a photo. It doesn’t help, and in many cases, it hurts.
Always send your CV as a PDF. This avoids layout issues and font problems.
For tools, I prefer Figma because it gives full control over layout and visuals. If that feels like overkill, Google Docs works just fine.
Create a first version, then iterate over time. Add new skills, remove outdated ones. This is normal. My current CV is version six – and it took years to get there.
Before sending your CV, run it through an ATS checker. Many companies use automated systems before a human ever sees your résumé. If the machine can’t read it properly, it won’t matter how good the content is.
You can check out my proven CV template here. It's free to download.
Practical checkpoint: if a recruiter can’t understand your role, level, and strengths in 30–60 seconds, your CV needs simplification – not more detail.
5. Cover Letter
A cover letter is short, focused, and very intentional. It’s not a repeat of your CV – it’s your chance to explain why you’re a great fit for this specific role and this specific company.
What a cover letter is (and isn’t)
A web developer cover letter should be 200–300 words max. Its main goal is to connect your skills and experience to the company’s needs in a more personal way than a résumé can.
Think of it as a bridge between:
what you can do (CV)
and why they should care
Step 1: Research before writing anything
Never write a generic cover letter.
Before you start:
Read the job description carefully
Look up the company, their product, and their values
Try to find the recruiter or hiring manager’s name (LinkedIn helps a lot)
Then:
- Pick one strong “crowning achievement” – a project or result that clearly shows your value
Step 2: Header and greeting
Keep it clean and professional.
Header should include:
Full name
Email + phone
Location (city, country/state)
Link to your portfolio or personal website (very important for devs)
Greeting:
Use “Dear [Name]” or “Dear [Team Name] Team”
Avoid “To whom it may concern” — it feels lazy and generic
Step 3: Strong, short introduction
Your intro should be 2 sentences max.
Include the exact role you’re applying for and a quick hook – why this company or product caught your attention.
Example ideas:
A product they built
A mission you align with
A tech stack you’re excited about
Step 4: The body — tell a clear story
This is the core of your cover letter.
Focus on technical skills (HTML, CSS, JavaScript, React, Node.js, and so on) and real impact, not just tools.
Use numbers whenever possible:
“Improved performance by 30%”
“Reduced load time by 2 seconds”
A great structure here is: Problem → Solution → Impact
Also don’t forget that soft skills matter: communication, problem-solving, teamwork are important. Companies hire people, not just code writers.
Step 5: Adjust for your role level
What you emphasize depends on your profile:
Front-end → UI, UX, responsiveness, animations, browser support
Back-end → APIs, databases, scalability, performance
Full-stack → end-to-end ownership, deployment, architecture
Entry-level / junior → personal projects, bootcamps, learning speed, motivation
If you lack experience, that’s okay. Show potential and direction.
Step 6: Closing + call to action
Wrap it up confidently. Reconfirm your interest in the role, briefly restate the value you bring, and add a soft CTA like being open to an interview or discussion.
End with:
“Sincerely” or “Best regards”
Your name
Step 7: Formatting and final checks
Details matter here.
Use the same font as your CV
Stick to clean, modern fonts (Plus Jakarta Sans, Inter, DM Sans, etc.)
Keep margins simple and spacing readable
Always send as a PDF
Proofread carefully – mistakes here hurt more than missing skills
Practical checkpoint: If your cover letter could be sent to 10 different companies without changes, it’s not good enough.
You can check out my cover letter template here. You can have it for free.
6. LinkedIn (Turn Your Profile Into a Recruiter Magnet)
LinkedIn shouldn’t be just an online CV. For a web developer, it should work like a high-converting landing page that brings recruiters to you, even while you sleep.
Below is a practical, step-by-step approach, from fixing the basics to getting real inbound opportunities.
Step 1: Get the Basics Right
Before optimizing content, make sure your profile looks clean and professional.
Turn off profile update notifications: Go to Settings & Privacy and disable updates before editing. No one needs to see you fixing typos.
Create a custom LinkedIn URL: Use something like linkedin.com/in/yourname-dev. It helps with SEO, looks cleaner on your CV, and improves response rates.
Profile photo matters a lot: Use a clear, recent headshot. Face should take ~60% of the frame, clean background, friendly expression.
Add a custom banner: Don’t leave the gray default. Use Canva to add something simple: your tech stack, role, or personal brand.
Step 2: LinkedIn SEO (So Recruiters Can Find You)
If you’re not optimized for keywords, you’re basically invisible.
Pick your target role – for example, Frontend Developer, React Engineer, Full-Stack Developer
Then repeat that keyword in 4 places:
Headline
About section
Job titles
Experience descriptions
Then make sure you write a strong headline (this is very important). Here's the formula:
[Role] + [Main Tech] + [Value]
Example:
Full-Stack Developer | React, Next.js | Building scalable web apps for startups
Step 3: Treat Your Profile Like a Landing Page
Once someone clicks your profile, you need to convert that visit.
About section = your story
Write like a human, not a robot. Explain why you code, what problems you solve, your experience level, and your core stack
Experience = impact, not duties
Don’t list responsibilities. Show results with numbers.
❌ “Built dashboards”
✅ “Built a React dashboard that reduced load time by 30% for 5,000 users”
Skills section matters more than you think
Add at least 5 relevant skills (JavaScript, React, Git, TypeScript, and so on). Profiles with multiple skills get way more profile views and connections.
Step 4: Show Proof (This Is Huge for Developers)
Words are good – but proof is better. Here's how you can show proof:
Use the Featured section
Add your portfolio website, a linke to your GitHub profile, and live projects or demos.
Ask for recommendations
These can be really helpful, and some companies require them. You can reach out to tech leads, managers you've worked with, or clients (among others).
Recommendations add massive trust.
Pro tip: offer to write one in return.
Step 5: Get More Visible
This is how you go from “searching” to being approached.
Post occasionally
You don’t need to be an influencer. But post something once a month could invite some people to see your page.
Network with intention
Networking is a skill. Follow devs and tech creators, engage with posts (comments > likes), and connect with engineers inside companies you like.
Turn on “Open to Work”
You can make it visible only to recruiters. This is a strong signal that you’re ready for interviews.
Practical checkpoint: If your LinkedIn profile still looks like a copied résumé, you’re leaving opportunities on the table. Treat it like a product page – clear message, strong proof, and easy next step.
And here's a tips: Make sure all information you list at your LinkedIn profile is true. Especially your full name and location. Sometimes LinkedIn admins may ask you to verify it with your real ID.
7. Job Search & Application Strategy
Up to this point, everything you’ve done was preparation. Now you’re ready for the real game: finding jobs and applying the smart way.
Let's start with where to find Developer Jobs.
There isn’t just one correct source. The best strategy is to combine several.
1. Job Boards (Fast but Competitive)
There are two main types of job boards:
Open Job Boards
Examples: LinkedIn, Indeed.
✅ You can apply immediately
❌ Competition is extremely high
❌ Many applications never get seen
These are good for volume, but don’t expect miracles.
Vetted Platforms
Examples: Turing.com, similar invite-only platforms
How it usually works:
Application review
Automated tests or questionnaires
Timed live task (90–120 minutes)
❌ Takes time and effort upfront
✅ Much lower competition afterward
✅ Higher chance of real interviews
If you pass, you enter a smaller talent pool, which is a big advantage.
2. Company Career Pages (Often Overlooked)
Many companies hire directly through their own websites. Big companies often have dedicated career pages. These may have fewer applicants compared to job boards, and they're usually more serious about hiring.
If you already like a company, check their site first.
3. Startups, Agencies & Communities (Hidden Gold)
This is where many developers get jobs without competing with hundreds of applicants.
Agencies
Find them on award sites, directories, or portfolios.
Visit their websites
Collect emails
Send direct, personalized messages
Startups
Use platforms like Product Hunt.
Find early-stage startups
Reach out directly via email or LinkedIn
Telegram Groups (Very Underrated)
Many dev job groups exist but aren’t publicized much.
Jobs are posted directly by founders or managers
You can DM the person first, ask if you’re a fit
Attach CV + portfolio
If they say yes, then apply
This alone can save you weeks of wasted applications.
Here is a list top 50 remote first companies. These establishments always in search of great talent.
Application Strategies (Choose Wisely)
There are three main approaches.
1. Mass Application (Spray & Pray)
Easy Apply, Easy Apply, Easy Apply
20–30 applications per hour
Reality check:
❌ Massive competition
❌ Very low response rate
Good for filling numbers – not great for quality.
2. Sniper Application (High-Conversion)
This is the most effective method.
How it works:
Pick a specific company and role
Research:
Product
Team
Tech stack
Customize:
CV
Cover letter
Try to:
Talk to employees
Ask for a referral
❌ Slower (1–2 applications/day)
✅ Much higher response rate
✅ Often leads directly to interviews
If you want fewer rejections and better offers, this is it.
3. Networking (Warm Opportunities)
This is the most natural and underrated approach, and there are a couple ways of going about it.
You can focus on offline experience, like:
Local meetups
Developer groups
Tech events
When people know you personally, jobs often come to you.
You can also try online methods, like:
Discord communities
Reddit
Twitter / LinkedIn tech circles
You can share that you’re job hunting, DM people directly and get referrals without formal applications.
This is warm outreach, not cold applying.
Track Everything (Very Important)
Just like mentioned earlier:
Set weekly & daily application goals
Adjust them to your real pace
Make sure you track the date, company, and status (sent, rejected, interview, offer). A simple spreadsheet is more than enough.
Practical checkpoint: Don’t rely on just one channel. Combine job boards + direct outreach + networking, track your efforts, and focus more on quality than pure volume.
There is a very useful job application tracker I use when applying to jobs. It helps you to see the entire picture of your progress. You can download it here.
8. Technical Interview Preparation
The technical interview is not a normal conversation — it’s closer to an exam + live performance. You’re not just talking about your skills; you’re expected to prove them in real time.
Step 1: Strong Technical Foundation
1. Master One Programming Language
Pick one main language (JavaScript, Python, Java, C++, and so on) and know it really well.
Syntax should be automatic
You shouldn’t struggle with basics during interviews
This lets you focus on problem-solving, not syntax
2. Data Structures & Algorithms (Must-Have)
You should clearly understand:
Arrays & strings
Hash tables
Stacks & queues
Linked lists
Trees & graphs
Heaps
Important: don’t just know how, know why. For example: why a hash table gives average O(1) lookup time.
3. Real Side Projects
Have projects that match the level of the job you want, that are built from scratch, that use real logic, not tutorial clones, and be ready to walk through architecture, decisions, and trade-offs.
This often shifts the interview from grilling to conversation.
Step 2: Pre-Interview Strategy (Once Interview Is Scheduled)
Now it’s about targeted prep.
Résumé Deep-Dive
Be ready to explain everything on your CV.
Every framework
Every project
Every tool
If you listed it, you must defend it.
Behavioral Answers (STAR Method)
Use STAR:
Situation
Task
Action (most important – what you did)
Result
Use it for bugs you fixed, conflicts in teams, technical challenges, and failures and lessons learned.
Step 3: How to Act During the Technical Interview
This part matters as much as the solution itself.
1. Read & Rephrase
Read the task and repeat it in your own words. This shows clarity and avoids misunderstandings.
2. Clarify Everything
Ask about:
Input format
Output format
Constraints
Edge cases
Good engineers never assume.
3. Think Out Loud
Before coding, explain your approach, start with a brute-force solution, then optimize it. Interviewers care about how you think, not just the final answer.
4. Code Like a Professional
While coding, speak your thoughts, use clear variable names, and teat it like pair programming, not an interrogation
5. Test Your Code
When finished, walk through the code step by step, use example inputs, and try to catch bugs yourself. Debugging your own code is a huge positive signal.
6. Explain Complexity
Always finish with time complexity and space complexity.
Short, clear, confident.
Step 4: Closing the Interview Strong
Ask Smart Questions
When you're wrapping up, make sure you ask smart questions to show your genuine interest and thoughtfulness.
Ask about:
Tech stack
Architecture
Development process
Team collaboration
Avoid salary or benefits here – that’s for HR.
Send a Follow-Up
Within 24 hours, thank them and show appreciation.
If you realized you made a mistake, you can briefly explain the correct approach – this shows growth mindset.
Learn From Every Interview
Even failed interviews are data. After each one, ask yourself:
Where did I get stuck?
What topic do I need to improve?
Practical checkpoint: You don’t pass technical interviews by luck. You pass them by deep fundamentals, structured thinking, and practice.
9. HR and Behavioral Interview
The HR / behavioral interview is not just a formality. Very often, this round decides whether you move forward or not.
Unlike technical interviews, this one is about who you are, how you communicate, and whether the team can work with you long-term.
Step 1: Pre-Interview Research (Do Your Homework)
Before the interview, go deeper than your CV.
Research the company
Learn about their mission and values, their product or service, and any recent news, releases, or updates involving them.
This helps you sound intentional, not generic.
Study the job description
Make sure you highlight your soft skills and responsibilities, and then prepare 2–3 real examples that match those requirements.
Build a story bank
Prepare 8–10 short stories from your experience that demonstrate:
Solving a problem
Working in a team
Handling conflict
Taking ownership
These stories are your proof. Much better than buzzwords.
Step 2: Use the STAR Method (Always)
Remember the STAR method we talked about above? Use it here, too.
Also, think out loud. HR wants to hear how you reason, not just the final answer.
And practice explaining technical things without jargon. HR people are usually non-technical.
Step 3: Common HR Questions (How to Answer)
“Tell me about yourself”
Keep it to ~2 minutes.
Focus on your current role or level, your main tech stack (for example, JavaScript, React, SQL), and where you want to grow next.
Skip personal life unless asked.
Strengths
Pick role-relevant strengths here and back each one with a quick example.
Example:
“I’m strong at ownership. In my last role, I took responsibility for…”
Weaknesses
This is a tough one. So be honest, but smart. Show self-awareness + improvement, and avoid clichés like “I’m a perfectionist”.
Good structure:
Real weakness
What you’re doing to improve it
Step 4: Teamwork, Conflict & Feedback
Web development is teamwork-heavy, so expect these.
Conflicts
Don’t blame others
Focus on communication and resolution
Show maturity and accountability
Code reviews & feedback
Treat feedback as growth
Show you don’t take criticism personally
Mistakes
Admit them
Explain how you fixed the issue
Share what you learned
This signals professionalism and emotional intelligence.
Step 5: Closing the Interview + Salary Questions
Always ask questions
Good examples:
What does success look like in the first 3 months?
How does the team collaborate?
What do you personally enjoy about working here?
Saying “I have no questions” is a bad signal.
Salary expectations
If possible, avoid giving a number too early.
If pushed, give a range, not a single number. And make sure you base it on market research. Also, say it’s negotiable. All this keeps leverage on your side.
Step 6: After the Interview (Don’t Skip This)
Similar strategies here:
Send a thank-you email within 24 hours
Thank them for their time
Reconfirm your interest
Simple, polite, professional.
Practical checkpoint: Technical skills get you noticed. Behavior, communication, and attitude get you hired.
Tip: Before EVERY interview even a first one I always contact HR or recruiter and ask what should I prepare for the interview round. Surprisingly, almost every time I get specific directions.
I always use interview checklist when I prepare for one. It helps you remember all critical points. You can download it here.
9. Salary Negotiation and Job Offers
Congrats — getting an offer means you already won half the battle. Now comes the part where many developers make costly mistakes: accepting too fast or negotiating poorly.
Let’s break this down step by step.
1. When You Receive an Offer: Pause First
When you hear “We’d like to make you an offer”:
Say thank you
Show excitement
Do NOT accept immediately
This is very important.
What to say instead:
Ask for the offer in writing
Request 24–48 hours (sometimes up to a week) to review it
This is completely normal and professional. The pause helps you move from emotions to logic.
2. Look at Total Compensation (Not Just Salary)
Many developers only look at base salary, but that’s a mistake.
Check the full package for things like:
Base salary
Health insurance (medical, dental, vision)
Retirement plans (401k, matching, vesting period)
Equity (stock options / RSUs)
Bonuses (sign-on or performance)
Remote / hybrid flexibility
Equipment budget
Learning budget
Sometimes a lower salary + great benefits is actually the better deal.
3. Salary Negotiation Rules (Very Important)
Rule #1: Don’t Give the First Number
If possible, avoid saying a salary number first.
Why? Because employers will anchor low, and you lose leverage immediately.
If asked early, say something like:
“Right now I’m focused on finding a strong mutual fit. I’m open to a fair market offer once we’re aligned.”
If You MUST Give a Number
Give a range, not a single number. Your ideal salary should be at the lower end of that range
4. Advanced Negotiation Tips (Most Devs Skip This)
Negotiation Is Expected
About 80%+ of companies expect negotiation. It doesn’t make you difficult – it makes you look confident.
Use Other Offers (If You Have Them)
If you have another offer, be honest and respectful about it.
Example:
“You’re my top choice, but I have another offer that’s slightly higher. Is there room to adjust?”
Negotiate Non-Money Items
If salary is capped, try asking instead for extra vacation days, a sign-on bonus, a learning budget, or a faster salary review (after 6 months).
Managers often have more flexibility here.
5. Final Step: Close Everything Properly
Before accepting:
Get everything in writing
Read the contract carefully
Check:
Job title
Salary & bonuses
Notice period
Non-compete clauses
In many countries, verbal acceptance can be legally binding. Don't say “yes” unless you are 100% sure.
If you reject an offer:
Be polite
Thank them
Keep the relationship open
You never know when paths cross again.
Practical checkpoint: Your first offer sets the baseline for your future career. Take your time, stay professional, and don’t be afraid to negotiate.
Real story: In 2021 I received a very nice job offer. I liked it. The CEO said: “Here is the salary range: A to B. What would you like?“. I said let’s go with middle point. I always prefer win-win situations.
Conclusion
Getting a web developer job today is not about luck – it’s about strategy, preparation, and consistency. The market has changed. Competition is higher, expectations are clearer, and companies are more selective than ever. But the good news is that developers who approach the process the right way still get hired, again and again.
In this guide, you’ve seen the full journey: defining your direction, preparing your skills, building a strong portfolio, crafting a clear CV and cover letter, optimizing LinkedIn, applying smart, preparing for technical and HR interviews, and finally negotiating your offer with confidence. Each stage matters, and skipping even one can significantly lower your chances.
Remember: job searching itself is a skill. The more intentional you are, the better your results will be. Track your progress, learn from rejections, improve weak spots, and don’t rush the process. One strong offer is worth more than a hundred rushed applications.
Most importantly, don’t underestimate your value. If you’ve put in the work, you deserve a role that fits your skills, goals, and lifestyle.
I wish you the best of luck on your journey. Stay consistent, stay confident, and go get that job 🚀
p.s. if you still haven’t you can get Dev Job Application Toolkit here: 99cards.dev/toolkit