How to hire a core network engineer

How to hire a core network engineer, step by step

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

What does a core network engineer do?

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1. Identify your hiring needs

   Before you post your core network 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 core network 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

   A core network engineer's background is also an important factor in determining whether they'll be a good fit for the position. For example, core network engineers 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.

   This list presents core network engineer salaries for various positions.

   Type of Core Network Engineer	Description	Hourly rate
   Core Network Engineer	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.	$37-65
   Systems Administrator	Systems administrators are employees who oversee information technology infrastructures in the office. They are skilled information technology professionals who are knowledgeable about the company's network systems and other technology-related infrastructures... Show more	$28-48
   Administrator	Administrators are administrative professionals who oversee the whole office or department. They manage office activities and supervise administrative functions in the office... Show more	$22-54

   Show more

2. Create an ideal candidate profile

   Common skills:

   • IP
   • Java
   • Troubleshoot
   • Linux
   • Network Design
   • Ethernet
   • Juniper
   • Debugging
   • Unix
   • Ip Networks
   • IoT
   • Virtualization
   • OSPF
   • BGP

   Check all skills

   Responsibilities:

   • Design and manage printer repair and installation for the corporate Nortel campus.
   • Manage Cisco NAS, QNAP NAS encrypt storage device configurations, perform IOS upgrades.
   • Provide technical support with managing data from the Verizon LTE network to pass through WiFi access points.
   • Manage deployment and testing updates for wireless systems, such as WCS, WiSM, and WLC.
   • Manage marketing and exec team's ad-hoc inquiries via PERL, PL/SQL, SQL and Unix script processes.
   • Utilize advanced encryption devices to secure communications between all locations manage by the department.

   More core network engineer duties

3. Make a budget

   Including a salary range in your core network engineer job description is one of the best ways to attract top talent. A core network engineer can vary based on:

   • Location. For example, core network engineers' average salary in minnesota is 43% less than in california.
   • Seniority. Entry-level core network engineers 43% less than senior-level core network engineers.
   • Certifications. A core network engineer 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 a core network engineer's salary.

   Average core network engineer salary

   $103,964yearly

   $49.98 hourly rate

   ---

   Entry-level core network engineer salary

   $78,000 yearly salary

   Updated January 19, 2026

   Average core network engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$147,928	$71
   2	Washington	$123,565	$59
   3	New York	$115,795	$56
   4	Georgia	$113,543	$55
   5	North Carolina	$101,837	$49
   6	Texas	$99,272	$48
   7	Pennsylvania	$97,976	$47
   8	Virginia	$97,350	$47
   9	Colorado	$91,198	$44
   10	Alabama	$89,691	$43
   11	Massachusetts	$88,197	$42
   12	Michigan	$87,328	$42
   13	New Jersey	$85,562	$41
   14	Illinois	$84,799	$41
   15	Minnesota	$79,830	$38
   16	Puerto Rico	$58,428	$28

   Average core network engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Flipboard	$138,488	$66.58
   2	Atlassian	$134,441	$64.64
   3	The Walt Disney Company	$132,792	$63.84	13
   4	Apple	$131,138	$63.05	41
   5	Rivian	$129,138	$62.09	2
   6	Pinterest	$124,031	$59.63
   7	JPMorgan Chase & Co.	$121,687	$58.50	5
   8	Marchon Partners	$121,473	$58.40
   9	Electronic Arts	$120,252	$57.81
   10	Grubhub	$119,021	$57.22
   11	UBS	$116,343	$55.93	1
   12	Motion Recruitment	$115,327	$55.45	14
   13	Activision Blizzard	$115,080	$55.33
   14	Epitec	$113,647	$54.64	3
   15	Infinity Consulting Solutions	$112,631	$54.15
   16	Telecom	$112,601	$54.14	1
   17	Randstad North America, Inc.	$112,446	$54.06	10
   18	Ford Motor	$112,358	$54.02	19
   19	Robert Half	$111,911	$53.80	66
   20	Peloton Interactive, Inc.	$111,594	$53.65	2

4. Writing a core network engineer job description

   A core network engineer 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 a core network engineer job description:

   Core network engineer job description example

   Become a key member of a team participating in the Integration and Verification of a future Intel CPU. This position requires and Engineer with broad Physical Design and STA skills, coupled with leadership skills necessary to drive methodology and to collaborate effectively with multiple functional teams within the CPU design team.
   
   We are looking for a highly motivated and technically savvy experienced engineer to drive the timing convergence for Full-Chip models. As a FC Design Engineer, you will perform constraints management and STA verification. You will also be responsible for coordinating collateral handoffs between the FC Design team and other functions within back-end design such as Clocking, Power Delivery and Partition synthesis/APR. You will drive timing closure and provide collateral for SOC drops.
   What we offer:
   We give you opportunities to transform technology and create a better future, by delivering products that touch the lives of every person on earth.
   As a global leader in innovation and new technology, we foster a collaborative, supportive, and exciting environment where the brightest minds in the world come together to achieve exceptional results.
   We offer a competitive salary and financial benefits such as bonuses, life and disability insurance, opportunities to buy Intel stock at a discounted rate, and Intel stock awards (eligibility at the discretion of Intel Corporation).
   We provide benefits that promote a healthy, enjoyable life: excellent medical plans, wellness programs, and amenities, time off, recreational activities, discounts on various products and services, and much more creative perks that make Intel a Great Place to Work!
   We're constantly working on making a more connected and intelligent future, and we need your help. Change tomorrow. Start today.
   
   Qualifications:
   Minimum qualifications are required to be initially considered for this position. Preferred qualifications are in addition to the minimum requirements and are considered a plus factor in identifying top candidates.Minimum Qualifications:The candidate must have a Bachelor's in Electrical/Computer Engineering and 5+ years of experience.
   OR
   Master's degree in Electrical/Computer Engineering and 4+ years of experience in the industry.8+ years experience in/with:
   Back-end design and/or integration.Static Timing Analysis including constraint generation, clock stamping and timing closure.Perl and/or Tcl scripting.
   Preferred Qualifications:
   Teamwork and collaboration skills in a high-paced atmosphere.Productive under demanding schedules.Excellent communications skills.Self-motivator with strong problem solving skills.
   
   Job Type:
   Experienced Hire
   
   Shift:
   Shift 1 (United States of America)
   
   Primary Location:
   US, Texas, Austin
   
   Additional Locations:
   US, Oregon, Hillsboro
   
   Intel strongly encourages employees to be vaccinated against COVID-19. Intel aligns to federal, state, and local laws and as a contractor to the U.S. Government is subject to government mandates that may be issued. Intel policies for COVID-19 including guidance about testing and vaccination are subject to change over time.
   
   Business group:
   In the Design Engineering Group (DEG), we take pride in developing the best-in-class SOCs, Cores, and IPs that power Intel's products. From development, to integration, validation, and manufacturing readiness, our mission is to deliver leadership products through the pursuit of Moore's Law and groundbreaking innovations. DEG is Intel's engineering group, supplying silicon to business units as well as other engineering teams. As a critical provider of all Intel products, DEG leadership has a responsibility to ensure the delivery of these products in a cost efficient and effective manner.
   
   Posting Statement:
   All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.
   
   Position of Trust
   N/A
   
   Work Model for this Role
   This role will be eligible for our hybrid work model which allows employees to split their time between working on-site at their assigned Intel site and off-site. In certain circumstances the work model may change to accommodate business needs.

   Copy this example

   

5. Post your job

   To find core network engineers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any core network engineers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level core network engineers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your core network engineer job on Zippia to find and recruit core network engineer 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

   Recruiting core network 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.

   While interviews are great, you will only sometimes learn enough from a conversation with a core network engineer 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 core network engineer

   Once you have selected a candidate for the core network engineer 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 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 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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