How to hire an archer

How to hire an archer, step by step

Here's a step-by-step archer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an archer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new archer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your archer job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an archer for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them an archer to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an archer that fits the bill.

   This list presents archer salaries for various positions.

   Type of Archer	Description	Hourly rate
   Archer		$11-48

2. Create an ideal candidate profile

   Common skills:

   • GRC
   • Data Feeds
   • PCI
   • Data Imports
   • Core Solutions
   • Management Solution
   • System Analysis

   Responsibilities:

   • Create PCI DSS relate control procedures and PCI system and application inventory SAQ categories.
   • Administer the GRC platform supporting applications and solution configuration management and maintenance.
   • Administer the GRC platform supporting applications and solution configuration management and maintenance.

3. Make a budget

   Including a salary range in the archer job description is a good way to get more applicants. An archer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an archer in Iowa may be lower than in Alaska, and an entry-level engineer typically earns less than a senior-level archer. Additionally, an archer with lots of experience in the field may command a higher salary as a result.

   Average archer salary

   $49,532yearly

   $23.81 hourly rate

   ---

   Entry-level archer salary

   $24,000 yearly salary

   Updated December 16, 2025

   Average archer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$63,988	$31
   2	New Jersey	$63,639	$31
   3	California	$54,792	$26
   4	Rhode Island	$53,003	$25
   5	Ohio	$52,134	$25
   6	District of Columbia	$51,451	$25
   7	Texas	$49,755	$24
   8	Arizona	$48,904	$24
   9	North Carolina	$48,281	$23
   10	Massachusetts	$47,542	$23
   11	Tennessee	$45,760	$22
   12	Missouri	$42,704	$21
   13	Illinois	$39,679	$19
   14	Washington	$37,035	$18
   15	Florida	$36,508	$18
   16	Georgia	$34,964	$17

   Average archer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	First Republic Bank	$121,049	$58.20
   2	American Express	$114,920	$55.25
   3	Infoway software	$90,658	$43.59
   4	Ernst & Young	$88,906	$42.74
   5	Emory Healthcare	$75,015	$36.06
   6	Perkins&Will	$72,549	$34.88
   7	TechDemocracy	$67,246	$32.33
   8	JELD-WEN	$50,716	$24.38
   9	Amazon	$50,175	$24.12
   10	DIVERSANT	$43,507	$20.92

4. Writing an archer job description

   An archer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an archer job description:

   Archer job description example

   Required Travel: 0 - 10%
   
   Employment Type: Part Time/Hourly/Non-Exempt
   
   Hours Per Week: 40
   
   Security Clearance: Top Secret
   
   Level of Experience: Senior
   
   Job Description
   
   Huntington Ingalls Industries, Mission Technologies Division (HII-MT) is looking for a Systems Architecture Subject Matter Expert to support the Strike Systems Program Office located at Wright-Patterson AFB, Ohio.
   
   Essential Job Responsibilities
   
   The candidate shall have a Chief Engineer level engineering skills and credentials.
   
   * Knowledge of: 9 March 2021 31 of 74 GS05Q17BMA0010
   * Knowledge and experience establishing, building, fielding, and sustaining secure, trusted, core processing architectures and networks to include:
   
   o Definition and development of open mission systems architecture standards
   
   o Identification of weapon system information assurance boundaries and definition
   
   o Approval of security controls for each boundary consistent with the Intelligence Community Directive 503 Risk Management Framework
   
   o Development and coordination of comprehensive weapon system interoperability exchange requirements
   
   o Expert knowledge of managing the development of state-of-the-art, secure, resilient, interoperable, and scalable ground-support system networks.
   
   * Knowledge and experience in engineering principles, criteria, and procedures to Air Force systems, subsystems, and equipment procurement activities, post award project/program management tasks, and acquisition programs throughout their life cycles.
   * Provide products and services as described below in execution of its engineering support mission.
   * Knowledge and experience to organize and manage resources and personnel needed to accomplish the programs objectives consistent efficiently and effectively with DoD 5000.02 policies and procedures.
   
   Minimum Qualifications
   
   Minimum of a Bachelor's Degree in engineering, mathematics, or science and 25 years of relevant DoD experience. Ten (10) of these years must be broad, proven experience in government or industry leadership roles on major ACAT I aircraft development programs with at least two (2) years SAP experience accrued within the last four (4) years prior to selection for employment under this contract.
   
   US Citizen with active Top Secret Clearance
   
   This opportunity resides with Cyber & Electronic Warfare, a business group within HII's Mission Technologies division. HII works within our nation's intelligence and cyber operations communities to defend our interests in cyberspace. Our deep expertise in network architecture, software and hardware development, cybersecurity and the electromagnetic environment uniquely enables us to support sensitive missions for federal agency partners.
   
   HII is a global engineering and defense technologies provider. With a 135-year history of trusted partnerships in advancing U.S. national security, HII delivers critical capabilities ranging from the most powerful and survivable naval ships ever built, to unmanned systems, ISR and AI/ML analytics. HII leads the industry in mission-driven solutions that support and enable a networked, all-domain force. Headquartered in Virginia, HII's skilled workforce is 44,000 strong. For more information, please visit:

   Copy this example

   

5. Post your job

   There are a few common ways to find archers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your archer job on Zippia to find and recruit archer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit archers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new archer

   Once you've decided on a perfect archer candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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