Once burned, organizations pick the next developer defensively — and often badly, because they screen for niceness when they should screen for structure. Seven questions, and what the answers mean.

1. “What will I own, in whose accounts?” The only right answer: everything, in yours. Anything muddier is the hostage pattern introducing itself politely.

2. “What happens if you disappear?” Everyone plans for success; professionals plan for the bus. You want an actual answer — documented access, code in your repository, a continuity arrangement — not a laugh.

3. “Can I see how you hand off?” Past behavior beats promises. A pro can describe (or show) a clean exit they’ve done: the handoff checklist is what good looks like.

4. “What do you charge, and for what?” Published or promptly itemized pricing signals an operator; “it depends, let’s hop on a call” for the third time signals a pipeline. (Ours is on one page, which is also your comparison shield.)

5. “Who does the actual work?” Names. If it’s subcontractors, fine — whose, and who’s accountable? You’re hiring judgment, and judgment has a name.

6. “What won’t you do?” Real professionals have edges and say so. “We do everything” means “we’re mediocre at most of it.”

7. “Can I talk to someone who’s been with you three-plus years?” Longevity references beat launch references — anyone can be great for a month. Care is a marathon metric.

Screen with these and the bad actors filter themselves — they can’t fake structure, because structure is the thing they don’t have.