TypeScript Developers

Usually between 50 and 75% below the full cost of a comparable British hire, once salary, employer national insurance, pension, recruitment fees and overheads are all counted. UK-based TypeScript developers are part of what we place. Most clients land in Eastern Europe, the Philippines or Latin America once they see the same calibre for less, and Eastern Europe fits a British working day almost exactly. TypeScript is now the default for serious web work, so almost every sector, from fintech to retail, competes for the same senior people. Contracts roll monthly with 30 days notice.

TypeScript is JavaScript with a type system on top. You describe what shape your data is meant to be and the compiler catches where it is not, before anything reaches a user. Teams adopt it at a predictable moment, once the codebase has grown past the point where anyone can safely refactor it. That reasoning has strengthened as more code is generated rather than typed, since types are how you check that confident-looking output fits the system it is joining. A model will happily produce something plausible; the compiler tells you whether it is true.

Systems first, code second. Knowing the syntax is a week's work and a model will write it for you. What separates candidates is whether they can model your domain in types rather than reaching for any to make an error disappear, and whether they understand what a change propagates to. Ask about generics, discriminated unions and where they would draw the line on strictness. Coding fundamentals remain essential, but they are now the entry requirement rather than the thing that makes someone valuable. Testing ability matters too.

Put badly typed real code in front of them and ask them to improve it, with their usual tools available including AI. You learn more in ten minutes of that than an hour of questions. Ask when they would use any and whether they have regretted it, how they would type an API response they do not control, and what they would migrate first in an untyped codebase. Then hand them generated code that type-checks but is subtly wrong, and see whether they catch it, because that is the actual job now.

TypeScript has become the default for serious JavaScript work, so demand is high and steady. Most established British codebases have migrated or are partway through. The market underneath has shifted though, because as tooling absorbs routine work, value has moved towards engineers who can design a system and judge what comes back, rather than those who simply produce code quickly. For a new project it is close to automatic, and the type system is arguably more useful now, since it is the cheapest way to verify code nobody wrote by hand.

Yes, and in a typed codebase the guardrails are unusually good, because the compiler catches a whole class of confident mistakes before review does. What we assess is judgement over the tooling rather than familiarity with it. That means treating generated code as a first draft, reviewing it as critically as a colleague's, and never committing something the engineer could not explain line by line. It also means recognising when a model has produced something that compiles and is still wrong for your domain, which types alone will not catch.

We use AI to augment our own hiring, screening and matching across a great deal of data, but the decision stays human, because recruitment is a human endeavour. Vetting is CTO-led rather than recruiter-driven, so a technical assessment on real typed code, live pair programming with a senior engineer, and a psychometric assessment built for software engineers specifically. In the pairing session we hand over weakly typed code and watch whether the candidate reaches for an escape hatch or models the problem properly, explaining the trade-off as they go.

You are typically interviewing matched candidates within 7 working days of a requirements call, and developers are often embedded and pushing code within about two weeks. From there it is a rolling monthly contract with 30 days' notice, one monthly fee, and no placement charges. You can scale up or down as the work changes, and you pay nothing to interview.

There is a two-week money-back guarantee, and if you want to continue we replace the developer free of charge. In practice this rarely comes up, because you interview a shortlist of two candidates who have already passed a CTO-led technical assessment and a live pair programming session, so the fit question is largely settled before anyone starts.