How to hire an architect and developer

How to hire an architect and developer, step by step

Here's a step-by-step architect and developer hiring guide:

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

What does an architect and developer do?

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1. Identify your hiring needs

   Before you start hiring an architect and developer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or 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 architect and developer 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 architect and developer that fits the bill.

   This list shows salaries for various types of architects and developer.

   Type of Architect And Developer	Description	Hourly rate
   Architect And Developer	Software developers are the creative minds behind computer programs. Some develop the applications that allow people to do specific tasks on a computer or another device... Show more	$40-69
   Enterprise Architect	An enterprise architect is responsible for evaluating systems to develop business operations, ensuring efficiency and profit growth. They mostly establish architectural models according to business plans and existing systems, perform research and analysis, recommend changes in the information technology structures, and conduct skills assessment to determine the needs of employees... Show more	$41-77
   Technology Architect	A Technology Architect anticipates and indentifies the IT needs and problems of a company and designs efficient solutions to them. They are usually specialized in specific fields of an IT framework, such as security.	$39-68

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Java
   • Application Development
   • API
   • C++
   • JavaScript
   • Azure
   • Amazon Web Services
   • Web Services
   • Design Patterns
   • Application Architecture
   • Microservices
   • Spring Boot
   • Jenkins
   • Html Css

   Check all skills

   Responsibilities:

   • Lead and perform enhancement activities in UNIX to Linux cloud migration.
   • Create CMS system to manage claim mangers, clients, and claims.
   • Implement continuous integration system to automate builds, first with TeamCity, then with Hudson/Jenkins.
   • Develop PL/SQL scripts and web-base applications to automate maintenance and reporting of schema and database.
   • Manage development of advance OO framework in Java, quickly building thick or thin Internet-ready client/server enterprise applications.
   • Help train developers on design patterns, OOP, web services, and JavaScript libraries.

   More architect and developer duties

3. Make a budget

   Including a salary range in the architect and developer job description is a good way to get more applicants. An architect and developer 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 architect and developer in Florida may be lower than in California, and an entry-level engineer typically earns less than a senior-level architect and developer. Additionally, an architect and developer with lots of experience in the field may command a higher salary as a result.

   Average architect and developer salary

   $110,970yearly

   $53.35 hourly rate

   ---

   Entry-level architect and developer salary

   $84,000 yearly salary

   Updated December 15, 2025

   Average architect and developer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$137,863	$66
   2	Washington	$120,993	$58
   3	District of Columbia	$111,714	$54
   4	New Jersey	$111,432	$54
   5	Virginia	$110,504	$53
   6	New York	$109,801	$53
   7	Pennsylvania	$109,622	$53
   8	Massachusetts	$108,465	$52
   9	Ohio	$108,288	$52
   10	Texas	$108,180	$52
   11	Delaware	$107,467	$52
   12	Georgia	$107,431	$52
   13	Minnesota	$106,917	$51
   14	Colorado	$105,133	$51
   15	Michigan	$103,062	$50
   16	North Carolina	$102,991	$50
   17	Connecticut	$102,951	$50
   18	Iowa	$102,727	$49
   19	Illinois	$102,674	$49
   20	Florida	$101,701	$49

   Average architect and developer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$174,813	$84.04	2,522
   2	The Citadel	$165,088	$79.37	9
   3	Google	$164,390	$79.03	547
   4	Mayo Clinic	$155,397	$74.71	26
   5	Apple	$153,866	$73.97	430
   6	First Republic Bank	$153,483	$73.79
   7	Varian Medical Systems	$152,066	$73.11
   8	PayPal	$149,977	$72.10	10
   9	Fortinet	$149,410	$71.83	16
   10	GameStop	$148,168	$71.23	4
   11	Macy's	$147,944	$71.13	4
   12	Microsoft	$147,439	$70.88	662
   13	Cisco	$147,123	$70.73	217
   14	NVIDIA	$146,785	$70.57	268
   15	CME Group	$145,811	$70.10	5
   16	Fluke	$145,539	$69.97
   17	Wind River	$144,817	$69.62	26
   18	BNY Mellon	$142,515	$68.52	9
   19	Informatica	$142,174	$68.35
   20	Best Buy	$142,094	$68.31	2

4. Writing an architect and developer job description

   A job description for an architect and developer role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an architect and developer job description:

   Architect and developer job description example

   Under general supervision, maintains a high level of analytical and technical expertise while implementing IT solutions in support of the business strategies, strategic vision and goals of the System. Maintains an in-depth knowledge of application and integration architect and inter-dependencies to ensure Core integrity. Proactively acquires and maintains an in-depth knowledge of Application, Technical and Integration capabilities and functionality of IT Systems. Assumes leadership for establishing and maintaining an integrated approach between IT Applications, Technical, Vendor and Customer Teams Collaborates with leadership to provide oversight for strategic Application planning and implementation while incorporating technical impact and input.
   Duties and Responsibilities
   
   Acts as a mentor to all levels of Application Analysts and provides input to their evaluations. Collaborates with customer/analysts/IT teams and project teams to facilitate the design and implementation of operational policies and procedures. Creates and maintains applications in support of enterprise strategies and objectives. Contributes to healthcare enterprise and subject area implementations and may serve as project leader in some cases. Communicates and escalates priorities, issues, solutions, and progress of implementation to team members, Project Managers, vendor and leadership. Proactively acquires and maintains an in-depth knowledge of Application, Technical and Integration capabilities and functionality of IT Systems.
   Qualifications
   Notes: Other combinations of formal education, training and experience may be considered.
   
   Minimum Experience: 5 - 8 years project mgmt experience preferred(Application development/Infrastructure) Experience Archiving clinical, payroll, and supply chain legacy systems preferred Experience decommissioning legacy systems preferred
   
   Minimum Education: Bachelor's Degree
   
   Minimum Field Of Expertise: Computer Science/Information Systems with healthcare data analysis
   Skills: Able to work well in a Team Environment as a leader; Able to accept responsibility; Thorough knowledge of relevant specialty areas; Analytical, technical and logical approach to solving problems; Clarity and discipline in communication skills - written and verbal; Capable of imaginative and abstract reasoning, thinking out of the box with solutions; Proficient advanced trouble shooting skills; Self reliant and capable of independent work; Knowledge of technical system process engineering
   
   #hybrid

   Copy this example

   

5. Post your job

   There are a few common ways to find architects and developer 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 architect and developer job on Zippia to find and attract quality architect and developer candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit architects and developer, 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.

   If your interviews with architect and developer applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 architect and developer

   Once you've found the architect and developer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new architect and developer. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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How much does it cost to hire an architect and developer?