How to hire an associate programmer

How to hire an associate programmer, step by step

Here's a step-by-step associate programmer 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 programmer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new associate programmer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The associate programmer hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   An associate programmer's background is also an important factor in determining whether they'll be a good fit for the position. For example, associate programmers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of associate programmers and their corresponding salaries.

   Type of Associate Programmer	Description	Hourly rate
   Associate Programmer	Computer programmers write and test code that allows computer applications and software programs to function properly. They turn the program designs created by software developers and engineers into instructions that a computer can follow.	$26-43
   Project Developer	Project developers research aspects of each project to check that it follows all regulations and to complete the project on time and under the budget. They are responsible for overseeing various projects for their companies... Show more	$32-57
   Development Team Member	A development team member performs various support tasks to help complete projects according to client specifications and requirements. In the information technology industry, a development team member writes codes, creates programs, implements test systems, troubleshoots issues, performs repairs and upgrades, maintains records, and presents reports to managers... Show more	$8-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Java
   • Macro
   • SAS
   • JavaScript
   • HTML
   • JQuery
   • CSS
   • Development Life
   • J2EE
   • XML
   • Eclipse
   • SQL Server
   • PC
   • Customer Support

   Check all skills

   Responsibilities:

   • Lead solutions engineering that involve process automation, macro conversion and functionality enhancement.
   • Code procedure showing any state disclaimers information if it is applicable, (an HTML table assemble using PL/SQL).
   • Used XML to transfer the application data between client and server.
   • Incorporate PL/SQL commands to extract desire fields that would be used to build the new system.
   • Code, test, implement and maintain batch programs in pacbase-generate COBOL codes for in-house customers.
   • Develop and deploy PHP server scripts for automatic conversion of XML base ONIX documents to CSV format.

   More associate programmer duties

3. Make a budget

   Including a salary range in your associate programmer job description is one of the best ways to attract top talent. An associate programmer can vary based on:

   • Location. For example, associate programmers' average salary in montana is 36% less than in nevada.
   • Seniority. Entry-level associate programmers 38% less than senior-level associate programmers.
   • Certifications. An associate programmer with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an associate programmer's salary.

   Average associate programmer salary

   $71,595yearly

   $34.42 hourly rate

   ---

   Entry-level associate programmer salary

   $56,000 yearly salary

   Updated January 29, 2026

   Average associate programmer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Nevada	$92,498	$44
   2	California	$87,280	$42
   3	Connecticut	$82,334	$40
   4	New Jersey	$81,562	$39
   5	New York	$80,323	$39
   6	Massachusetts	$75,164	$36
   7	Maryland	$74,084	$36
   8	North Carolina	$72,895	$35
   9	New Hampshire	$72,883	$35
   10	Virginia	$72,648	$35
   11	Illinois	$72,279	$35
   12	South Carolina	$72,071	$35
   13	Ohio	$71,941	$35
   14	Delaware	$71,915	$35
   15	Mississippi	$71,522	$34
   16	Pennsylvania	$71,371	$34
   17	Utah	$70,521	$34
   18	Kentucky	$69,928	$34
   19	Alaska	$69,204	$33
   20	North Dakota	$69,159	$33

   Average associate programmer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Knight Capital Funding	$104,543	$50.26
   2	Rockstar Games	$95,171	$45.76	7
   3	Merck	$91,985	$44.22	5
   4	Boehringer Ingelheim	$91,568	$44.02
   5	AstraZeneca	$90,467	$43.49	1
   6	Diners Club International	$84,488	$40.62
   7	Kimberly-Clark	$82,561	$39.69
   8	American Speciality Health	$79,267	$38.11
   9	High Rise Fire and Security	$78,832	$37.90	2
   10	World Economic Forum	$77,089	$37.06	1
   11	Triniti	$76,331	$36.70
   12	W. L. Gore & Associates	$76,292	$36.68
   13	Premier Research	$74,703	$35.91
   14	Kalido Incorporated	$74,472	$35.80
   15	Innovative System Services LLC	$74,466	$35.80
   16	*n/a*	$74,403	$35.77
   17	DFS Corporate Services LLC	$73,404	$35.29
   18	Chiltern	$73,328	$35.25
   19	Unitedheath Group	$73,039	$35.11
   20	Nes Holdings	$72,470	$34.84

4. Writing an associate programmer job description

   A good associate programmer job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an associate programmer job description:

   Associate programmer job description example

   Every Exelixis employee is united in an ambitious cause: to launch innovative medicines that give patients, and their families hope for the future. In this pursuit, we know our employees are our most valuable asset. After operating in the challenging biotech sector for 25 years, we have a proven track record of resiliency in the face of adversity. The success of our lead product has provided a solid commercial foundation allowing us to reinvigorate our research efforts and grow our team in areas such as Drug Discovery, Clinical Development and Commercial.
   
   As we expand our global partnerships and further reinvest in R&D to help us discover the next breakthrough for difficult-to-treat cancers, we're seeking to add talented, dedicated employees to power our mission.
   Cancer is our cause. Make it yours, too.
   
   SUMMARY/JOB PURPOSE:
   
   Leads statistical programming activities at the study or project level. Uses statistical software (mainly SAS) to create and maintain macros, listings, tabulations, graphical summaries, and formal statistical estimates and tests. Creates datasets in a standard format (i.e., SDTM, ADaM), assesses quality of dataset programs, and develops automated analysis tools where appropriate. Develops programs to assist with data review such as edit checks and custom listings. May be responsible for data integration used for clinical summaries and/or creation and quality control of statistical submission components to regulatory agencies. May partner with biostatisticians and clinical data management staff in establishing standards for clinical data collection, management and/or reporting of data.
   
   ESSENTIAL DUTIES AND RESPONSIBILITIES:
   As the lead programmer, responsible for helping to identify when additional programming resources are needed for a project, communicating with their supervisor to arrange for those resources, and coordinating and overseeing other statistical programmers' work on the project as needed. Follow SDLC (Software Development Lifecycle) to create new global macros and standard programs to meet department needs. Independently develop SAS or other programs, and specifications, for use in study or other analyses, such as Integrated Safety Summaries, Publication requests and adhoc analyses. As the lead or support programmer on studies, work with clinical data management staff and biostatisticians to coordinate and schedule data transfers and the delivery of required outputs. Oversee the development of datasets in ODS, SDTM, & ADaM format by CROs, including clear documentation of the process that was followed in the form of specifications, trackers, and checklists. Responsible for programming QC oversight of CRO deliverables such as analysis datasets and tables, listings, and figures (TLFs). Must be able to program defensively, check results, and consistently produce accurate output. Adhere to FDA regulations regarding training records, guidelines, and SOPs. Adhere to company SOPs/WIs and department guidelines. Produce study datasets and programs that will help meet CDISC standards. Support ad-hoc requests as needed. Work on multiple tasks at the same time and prioritize tasks to meet business needs. Trouble-shoot technical and project issues. Help with the infrastructure development of the department. Assist team to ensure timelines for the study and/or project are met. Assist with training new employees and contractors, in particular on macros, study specifics and departmental programming conventions and standards. Communicate with outside departments and/or groups. Meet timelines on a regular basis.
   SUPERVISORY RESPONSIBILITIES:
   There will not be any supervisory responsibilities and direct reports. Oversee support programmers and CROs as the lead programmer.
   EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS:
   
   Education:
   BS/BA degree in related discipline and a minimum of 10 years of related experience; or MS/MA degree in related discipline and a minimum of 8 years of related experience; or PhD in related discipline and a minimum of 5-8 years of related experience; or Equivalent combination of education and experience. May require certification in assigned area.
   Experience
   At least 12 years experience in Pharmaceutical/Biotech programming. Demonstrated proficiency in SAS/Base, SAS/Stat, and SAS/Macros. UNIX, CDISC, and SAS graphics experience desirable. Experience with Oncology clinical trials a plus. • NDA submission experience a plus.
   
   Knowledge/Skills:
   Has extensive experience in relevant industry/profession and area of specialization. Uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Ability to communicate verbally and in writing in a clear and timely manner. Leads or manages the work of others by providing guidance to teams based on organizational goals and company policy, with responsibility for results, including costs, methods and staffing. Performs a variety of complicated tasks with a wide degree of creativity and latitude. Has complete understanding and wide application of technical principles, theories, concepts and techniques. Has good general knowledge of other related disciplines. Applies strong analytical and business communication skills.
   WORKING CONDITIONS/JOB COMPLEXITY:
   
   • This is an office-based role and will be required to be onsite.
   Works on complex problems where analysis of situations or data requires an in-depth evaluation of various factors. Exercises judgment within broadly defined practices and policies in selecting methods, techniques and evaluation of criteria for obtaining results. Uses professional concepts and company's policies and procedures to solve a wide range of difficult problems in imaginative and practical ways. Networks with key contacts outside own area of expertise.
   If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!
   
   DISCLAIMER
   The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.
   
   We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

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5. Post your job

   There are a few common ways to find associate programmers 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 associate programmer job on Zippia to find and recruit associate programmer candidates who meet your exact specifications.
   • Use field-specific websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit associate programmers, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   While interviews are great, you will only sometimes learn enough from a conversation with an associate programmer 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 programmer

   Once you've found the associate programmer 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new associate programmer first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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