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Salesforce Developers

A Salesforce developer builds what configuration alone can't: business logic in Apex, user interfaces in Lightning Web Components, and integrations through Salesforce's APIs. Most also build and maintain Flows, and work with admins on the data model and security.

Salesforce's own Platform Developer exam guide describes a typical candidate as having one to two years of experience as a developer and at least six months on the platform. The exam covers developer fundamentals (27%), process automation and logic (28%), user interface (25%), and testing, debugging and deployment (20%).

Hourly rates for each model, in the US and India, are in the Salesforce developer hourly rates guide. If the role is design and process rather than code, hire a Salesforce consultant instead.

It depends on the model, seniority and region. The table shows published hourly rates by seniority; they are third-party figures, not Techila prices.

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The Salesforce developer hourly rates guide compares these with partner and freelancer rates and explains what to check before hiring.

1. Verify certifications by name on Trailhead's credential verification page, rather than relying on a CV.
2. Ask for code with tests. Salesforce requires unit tests to cover at least 75% of Apex code, and the tests must pass, before code deploys to production. A good developer writes meaningful tests, not just enough to reach the number.
3. Give a small paid task in a sandbox that matches your real work: a trigger, a component or an API call.
4. Ask how they deploy: change sets, Salesforce DX or a DevOps pipeline, and how they handle Salesforce's three major releases a year.
5. Check communication. Developers on a shared team need to explain trade-offs to admins and business owners.

To meet developers for your backlog, book a discovery call.

• Hiring on certification alone. A certification shows the developer passed an exam. It does not show how they write code for an org like yours, so pair it with a code sample and a small paid task.
• No code review. Code that goes to production without a second developer reading it is where governor-limit failures, hard-coded IDs and missing tests slip through. Agree who reviews each change before the first one is written.
• Unclear org access. Giving a new developer broad production access on day one is a security risk, while giving too little slows the work. Decide up front which sandboxes they use, what they can see in production and who deploys.
• No handover documentation. When a developer leaves, undocumented Apex, Flows and integrations become hard to change. Make documentation and a handover part of the contract, not a favor at the end.
• A Flow versus Apex mismatch. Some developers reach for Apex where a Flow your admins can maintain would do, and others push Flow past what it handles well. Ask candidates when they would choose each, and check that the answer fits how your org is run.
• Comparing on hourly rate only. A lower rate can cost more if the work needs rework or more hours. Compare the model, seniority and what is included, not just the number.

Published rates by region, seniority and hiring model are in the Salesforce developer hourly rates guide. To meet developers who fit your backlog, book a discovery call.