How to hire a camera engineer

How to hire a camera engineer, step by step

Here's a step-by-step camera engineer hiring guide:

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

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1. Identify your hiring needs

   Before you post your camera engineer 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 a camera engineer 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 a camera engineer 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 a camera engineer that fits the bill.

   This list shows salaries for various types of camera engineers.

   Type of Camera Engineer	Description	Hourly rate
   Camera Engineer	Film and video editors and camera operators manipulate moving images that entertain or inform an audience.	$25-59
   Camera Operator	A camera operator is responsible for operating various technical equipment to support technical operations, such as media productions and live events. Camera operators must have extensive knowledge of different camera features to select the appropriate device and manage the production's overall visual presentation... Show more	$12-35
   Engineer	Engineers are highly trained professionals who determine the feasibility of various projects, usually related to the construction industry. They are considered experts in mathematics and science, two disciplines that they need to use in designing and coming up with plans for projects... Show more	$31-62

2. Create an ideal candidate profile

   Common skills:

   • Design Methodology
   • Camera Module
   • CG

   Responsibilities:

   • Resolve EMC issues with existing products.
   • Used broadcast camera to shoot sports for college TV station
   • Coordinate with other camera operators and photography director to ensure professional video footage.
   • Mail tapes, progress reports, production notes and footage to MTV's NY office.

3. Make a budget

   Including a salary range in your camera engineer job description helps attract top candidates to the position. A camera engineer salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a camera engineer in Michigan may be lower than in New York, and an entry-level camera engineer usually earns less than a senior-level camera engineer. Additionally, a camera engineer with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average camera engineer salary

   $80,765yearly

   $38.83 hourly rate

   ---

   Entry-level camera engineer salary

   $52,000 yearly salary

   Updated December 5, 2025

   Average camera engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Texas	$95,380	$46
   2	California	$93,649	$45
   3	California	$93,523	$45
   4	California	$93,449	$45
   5	California	$93,418	$45
   6	California	$93,368	$45
   7	California	$93,342	$45
   8	California	$93,325	$45
   9	California	$93,322	$45
   10	California	$93,278	$45
   11	California	$93,158	$45
   12	California	$88,786	$43
   13	California	$87,980	$42
   14	Illinois	$74,015	$36
   15	Michigan	$64,189	$31
   16	Michigan	$63,910	$31

   Average camera engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Apple	$139,691	$67.16	8
   2	Zoox	$134,213	$64.53
   3	Google	$129,711	$62.36	3
   4	Amazon	$108,125	$51.98
   5	General Motors	$100,532	$48.33
   6	Qualcomm	$99,311	$47.75	9
   7	Tesla	$95,343	$45.84
   8	Lucid Motors	$93,902	$45.15
   9	Ford Motor	$92,200	$44.33
   10	Planet Labs	$75,718	$36.40
   11	Nuro	$75,545	$36.32
   12	Kodiak Robotics	$72,725	$34.96
   13	Nexstar Media Group	$61,846	$29.73
   14	Randstad North America, Inc.	$53,695	$25.81
   15	Kodiak	$48,729	$23.43

4. Writing a camera engineer job description

   A good camera engineer 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 a camera engineer job description:

   Camera engineer job description example

   Zoox is developing the first ground-up, fully autonomous vehicle fleet and the supporting ecosystem required to bring this technology to market. Sitting at the intersection of artificial intelligence, robotics, and design, Zoox aims to provide the next generation of mobility-as-a-service in urban environments. We're looking for top talent that shares our passion and wants to be part of a fast-moving and highly execution-oriented team.
   
   In this role, Zoox is looking for a candidate with a strong background in camera module development from design to production. In this role, candidates are expected to own and maintain the Zoox camera specification. Regularly engage and lead technical relationships with camera and component suppliers. Support internal engineering teams with technical decision-making and definition of test plans. Provide regular technical status reports to upper-level management.
   
   ResponsibilitiesDrive camera module end to end activities with a holistic understanding of camera module hardware Manage camera builds - manufacturing process, End of line testing, IQC/OQC testing and test specifications Collaborate with cross functional teams (TPM, optics, ME, EE, SW and Integration teams) to communicate, drive and provide solutions to technical issues Drive technical conversations with suppliers and internal core teams in a regular basis Provide summary of technical blockers/issues to the management Lead Research and development work for next generation cameras
   
   QualificationsB.S. in Optics, Physics, or EE3-5 years of technical leadership in designing, building and integration of CamerasExperience guiding camera module hardware from requirements to high-volume production Experience with development, qualification, and reliability testing of camera modules Experience integrating cameras with complex hardware/software platforms Strong technical documentation and communication skills Ability to thrive in ambiguity
   
   Bonus QualificationsRequirement management tools (e.g. DOORS, Polarion) Familiarity with PPAP, ISO 26262, AEC Q100, ISO1675
   Vaccine Mandate
   
   Employees working in this position will be required to have received a single dose of the J&J/Janssen COVID-19 vaccine OR have completed the two-dose Pfizer or Moderna vaccine series. In addition, employees will be required to receive a COVID-19 booster vaccine by the earlier of (1) April 15 or (2) within two months of becoming eligible for the booster vaccine.
   
   Employees will be required to show proof of vaccination status upon receipt of a conditional offer of employment. That offer of employment will be conditioned upon, among other things, an Applicant's ability to show proof of vaccination status. Please note the Company provides reasonable accommodations in accordance with applicable state, federal, and local laws.
   
   About Zoox
   
   Zoox is developing the first ground-up, fully autonomous vehicle fleet and the supporting ecosystem required to bring this technology to market. Sitting at the intersection of robotics, machine learning, and design, Zoox aims to provide the next generation of mobility-as-a-service in urban environments. We're looking for top talent that shares our passion and wants to be part of a fast-moving and highly execution-oriented team.
   
   Follow us on LinkedIn
   
   A Final Note:
   You do not need to match every listed expectation to apply for this position. Here at Zoox, we know that diverse perspectives foster the innovation we need to be successful, and we are committed to building a team that encompasses a variety of backgrounds, experiences, and skills.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right camera engineer 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.

   Post your job online:

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

6. Interview candidates

   Recruiting camera engineers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 camera engineer

   Once you've selected the best camera engineer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   To prepare for the new camera engineer 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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