How to hire an associate network administrator

How to hire an associate network administrator, step by step

Here's a step-by-step associate network administrator hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the associate network administrator you need to hire. Certain associate network administrator roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect associate network administrator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of associate network administrators.

   Type of Associate Network Administrator	Description	Hourly rate
   Associate Network Administrator	Computer networks are critical parts of almost every organization. Network and computer systems administrators are responsible for the day-to-day operation of these networks.	$20-37
   Network Engineer	A network engineer is responsible for managing a network system, monitoring its performance, and upgrading its features to optimize performance and boost efficiency. Network engineers also create new systems, designing them based on clients' specifications and business needs... Show more	$29-53
   Clinic Administrator	A clinic administrator is primarily in charge of overseeing the daily operations in a clinic or similar establishment, ensuring everything runs smoothly and efficiently. Their responsibilities include setting objectives, managing the budgets and schedules, supervising insurance procedures, spearheading new programs and treatments, and developing strategies to optimize clinic operations... Show more	$23-50

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Lan Wan
   • Network Issues
   • Switches
   • Network Devices
   • Network Security
   • VoIP
   • Windows XP
   • Linux
   • Network Operations
   • Network Infrastructure
   • Desk Support
   • Telecommunication
   • Troubleshoot

   Check all skills

   Responsibilities:

   • Manage the storage infrastructure for virtualization, high availability systems and data consolidation.
   • Set up, configure, and troubleshoot desktops and servers.
   • Install, maintain, and troubleshoot all computer/server hardware and software.
   • Install and maintain workstations, servers, business software and application.
   • Prepare and update technical resolution documentation for current and resolve issues and creatingupdating remedy on the known issues.
   • Work closely with the Linux/Unix teams for new server builds and datacenter moves.

3. Make a budget

   Including a salary range in your associate network administrator job description is a great way to entice the best and brightest candidates. An associate network administrator salary can vary based on several factors:

   • Location. For example, associate network administrators' average salary in florida is 42% less than in washington.
   • Seniority. Entry-level associate network administrators earn 47% less than senior-level associate network administrators.
   • Certifications. An associate network administrator with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an associate network administrator's salary.

   Average associate network administrator salary

   $57,954yearly

   $27.86 hourly rate

   ---

   Entry-level associate network administrator salary

   $42,000 yearly salary

   Updated December 20, 2025

4. Writing an associate network administrator job description

   An associate network administrator 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. To help get you started, here's an example of an associate network administrator job description:

   Associate network administrator job description example

   Assist in the support of the telecommunications environment globally as well as at the individual server level.
   ESSENTIAL DUTIES AND RESPONSIBILITIES
   Maintain database standards to attain a high degree of system integrity. Manage all database security, coordinating system usage to ensure productivity within the environment. Create queries/programs to satisfy users request for service. Support all aspects of the day-to-day Network Environment to include but not limited to: Configuration of hardware such as servers Assist in upgrade, repair and maintenance of individual corporate networks Assist in troubleshooting various network issues Provide technical assistance in complex application-based programming projects Maintain and update production documentation. Maintain integrity within Disaster Recovery system, including assistance with system backup strategy. Manage corporate eMail structure to include setup and license management. Manage corporate web-proxy services. Support all aspects of Clinics outside entities MedPro, etc. Support Helpdesk and telephone system trouble calls. Other duties as assigned.
   CORPORATE CULTURE RESPONSIBILITIES
   Follow established corporate and department-specific policies and procedures. Attend all corporate and department-specific required training. Uphold MCC's Purpose, Values, and Vision. Abide by MCC's Corporate Culture Responsibilities. Perform other duties as may be assigned cheerfully and willingly.
   
   Requirements
   
   EDUCATION/EXPERIENCE REQUIREMENTS
   Minimum education requirement is Computer Information Systems degree.
   KNOWLEDGE, SKILLS AND ABILITIES
   Display customer services skills, strong interpersonal skills, close attention to detail, and excellent verbal and written communication skills. Be a person of integrity and character, willing to embrace change and make a positive impact in the lives of patients and co-workers. Ability to work with staff members at all levels of the organization in a cooperative, team-oriented manner. Expert network and basic computer skills. Ability to make complex decisions without supervision. Proficient in use of English language both in written and verbal communication. Must be able to effectively communicate with individuals of varying socio-economic backgrounds with diplomacy.
   PHYSICAL REQUIREMENTS OF THE ESSENTIAL JOB FUNCTIONS
   Strength (Lift/Carry/Push/Pull): Sedentary (exerting up to 10 pounds of force occasionally) Standing/Walking: Occasionally; activity exists up to 1/3 of the time Keyboarding/Dexterity: Frequently; activity exists from of the time Ability to look at a computer screen for extended periods. Ability to perform constant repetitive hands and finger motions. Ability to work in various positions (standing, sitting, bending, and walking) for extended periods of time. Talking (Must be able to effectively communicate verbally): Yes Seeing: Yes Hearing: Yes
   EMOTIONAL REQUIREMENTS OF THE ESSENTIAL JOB FUNCTIONS
   Must exhibit stable work behaviors daily. Must possess adequate individual coping skills. Ability to remain calm and professional regardless of workload or time constraints. Must be able to work under stress and remain calm and professional.
   WORK ENVIRONMENT
   Exposed to frequent and constant interruptions in daily functions/schedule. Must be available to customers and staff throughout the day. May be required to work extended hours to meet department needs.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right associate network administrator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   To find associate network administrator candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as dice, engineering.com, stack overflow, it job pro.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit associate network administrators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   While interviews are great, you will only sometimes learn enough from a conversation with an associate network administrator applicant. In those cases, having candidates complete a test project can go a long way in figuring out who's the most likely to succeed in the role. If you aren't a technical person and 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 associate network administrator

   Once you have selected a candidate for the associate network administrator position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new associate network administrator. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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