How to hire a deployment lead

How to hire a deployment lead, step by step

Here's a step-by-step deployment lead hiring guide:

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

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1. Identify your hiring needs

   The deployment lead 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

   A deployment lead's background is also an important factor in determining whether they'll be a good fit for the position. For example, deployment leads 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 shows salaries for various types of deployment leads.

   Type of Deployment Lead	Description	Hourly rate
   Deployment Lead		$39-65
   Configuration Manager	A configuration manager is in charge of spearheading configuration management procedures, ensuring efficiency and smooth workflow. Their responsibilities revolve around devising strategies to optimize operations, coordinating with supervisors and analysts in establishing guidelines, and addressing various issues, resolving them promptly and effectively... Show more	$37-78
   Scrum Master	A scrum master is a job that's rooted in leadership. It is the scrum master's responsibility to ensure a scrum process over the development of a project... Show more	$31-54

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Project Management
   • Continuous Improvement
   • Sigma
   • HR
   • Architecture
   • ERP
   • Technical Issues
   • Business Process
   • Logistics
   • Value Stream
   • Project Plan
   • Process Improvement
   • Go-Live
   • PMO

   Check all skills

   Responsibilities:

   • Maintain and manage network and fiber optic cables for servers and switches.
   • Manage PC deployments through mass refreshes base on PC age and user job function.
   • Develop and manage SharePoint sites for migration pilots.
   • Recognize for outstanding ability to consistently manage workload and successfully troubleshoot desktop support issues.
   • Lead team that develop an integrate database with a web-base user interface that allow repair crews in locating information and equipment.
   • Perform SQL queries to validate the data and generate reports.

   More deployment lead duties

3. Make a budget

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

   • Location. For example, deployment leads' average salary in hawaii is 44% less than in california.
   • Seniority. Entry-level deployment leads 40% less than senior-level deployment leads.
   • Certifications. A deployment lead 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 deployment lead's salary.

   Average deployment lead salary

   $105,820yearly

   $50.88 hourly rate

   ---

   Entry-level deployment lead salary

   $82,000 yearly salary

   Updated December 17, 2025

   Average deployment lead salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$142,324	$68
   2	Virginia	$114,299	$55
   3	Arizona	$109,341	$53
   4	New York	$106,794	$51
   5	New Hampshire	$106,361	$51
   6	Massachusetts	$105,806	$51
   7	Pennsylvania	$105,779	$51
   8	New Jersey	$105,147	$51
   9	Connecticut	$104,481	$50
   10	Texas	$103,536	$50
   11	Maryland	$100,471	$48
   12	West Virginia	$100,315	$48
   13	Georgia	$98,324	$47
   14	Colorado	$97,870	$47
   15	Oregon	$97,838	$47
   16	North Carolina	$97,833	$47
   17	Minnesota	$97,608	$47
   18	South Carolina	$97,165	$47
   19	Ohio	$96,806	$47
   20	Michigan	$96,746	$47

   Average deployment lead salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Google	$148,538	$71.41	24
   2	Amazon	$122,479	$58.88	17
   3	SAP	$116,912	$56.21
   4	M-I LLC	$107,939	$51.89
   5	Maven Wave	$107,090	$51.49
   6	Blend	$106,876	$51.38
   7	XpertTech	$105,867	$50.90	1
   8	Seek Now	$105,599	$50.77
   9	Jacobs Enterprises	$105,368	$50.66	5
   10	G K N Aerospace Aerostructures Inc	$105,361	$50.65
   11	CSL Plasma	$104,830	$50.40
   12	Neste	$104,433	$50.21
   13	Superlative Technologies	$103,877	$49.94
   14	Pfizer	$103,791	$49.90
   15	C3 AI	$103,312	$49.67
   16	ING USA Holding Corporation	$99,868	$48.01
   17	Accenture	$98,709	$47.46	15
   18	Axiologic Solutions	$98,618	$47.41
   19	General Dynamics	$95,892	$46.10	2
   20	Johnson & Johnson	$95,691	$46.01	1

4. Writing a deployment lead job description

   A job description for a deployment lead 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 a deployment lead job description:

   Deployment lead job description example

   Why Patients Need You
   At Pfizer, our mission is to inspire a best-in-class culture of continuous improvement and project management that empowers colleagues and enables simple, effective processes. Whether you are managing projects or liaising with others, your contribution in this team will help in making our work easier and faster so that we can deliver breakthroughs that change patients' lives.
   
   What You Will Achieve
   The Ecosystem Deployment Lead is responsible for the deployment of IMEx within individual Process Centric Teams (PCT). They support the development of the deployment and resourcing plans for that PCT along with communication and branding of IMEx throughout the site. They will be responsible for building site capabilities by providing education and guidance of IMEx elements (M1, 5S, Visual Management, Standard Work, etc).
   
   What You Will Achieve
   Responsible for deployment plan and execution within specific process centric team working with Network deployment lead and Site IMEx lead.Provides technical expertise and support for PCTs within areas of deployment. Operates as a SME for the IMEx Elements for the site.Performs data analysis and supports health checks/maturity assessments for the IMEx team.Supports monthly Inflight status Updates for responsible deployments.Supports site by delivering educational material and facilitating Application workshops for IMEx deployments.Represents the IMEx team as a key member related to IMEx and change management for the site.Assures alignment to standards and ecosystem maturity as deployment activities progress
   
   QUALIFICATIONS
   Applicant must have a high school diploma with a minimum 10 years of relevant pharmaceutical experience; OR an associate degree with eight years of pharmaceutical experience OR a bachelor's degree with at least five years of pharmaceutical experience; OR a master's degree with more than three years of pharmaceutical experience; OR a Ph.D. with 0-2 years of pharmaceutical experience Preferred: Knowledge/Experience in Lean/Six Sigma with demonstrated capabilities in project management.Preferred: Knowledge of cGMPs and manufacturing procedures and standards. Demonstrated proficiency in Coaching and Managing change.Demonstrated proficiency in influencing and motivating teams without a direct authority, presenting data, and stakeholder management. Strong verbal and written communication skills. Utilizing a can do attitude as a motivating force to bolster morale of all colleagues.Takes accountability/ownership for projects collaborating cross-functionally.Become a company ambassador by embracing Pfizer and McPherson's vision, mission, and goals.Works independently with minimal guidance.Demonstrated proficiency in MS Office programs, including MS Project or equivalent.
   
   PHYSICAL/MENTAL REQUIREMENTS
   Job will include standing, walking, sitting, ability to perform mathematical calculations and complex data analysis. Occasional lifting may be required. This position may require frequent time in the manufacturing areas around production equipment and may also require weekend or off-shift work to support project demands and timelines.
   
   NON-STANDARD WORK SCHEDULE, TRAVEL OR ENVIRONMENT REQUIREMENTS
   
   This is a day (1st) shift role with support to night shift (2nd and 3rd) production. Job may require occasional weekend/evening work supporting a 24-hour/7-day operation.
   
   Other Job Details
   Eligible for Relocation AssistanceWork Location Assignment: On PremiseLast Date to Apply: October 21, 2022
   
   Relocation assistance may be available based on business needs and/or eligibility.
   
   Pfizer requires all U.S. new hires to be fully vaccinated for COVID-19 prior to the first date of employment. As required by applicable law, Pfizer will consider requests for Reasonable Accommodations.
   
   Sunshine ActPfizer reports payments and other transfers of value to health care providers as required by federal and state transparency laws and implementing regulations. These laws and regulations require Pfizer to provide government agencies with information such as a health care provider's name, address and the type of payments or other value received, generally for public disclosure. Subject to further legal review and statutory or regulatory clarification, which Pfizer intends to pursue, reimbursement of recruiting expenses for licensed physicians may constitute a reportable transfer of value under the federal transparency law commonly known as the Sunshine Act. Therefore, if you are a licensed physician who incurs recruiting expenses as a result of interviewing with Pfizer that we pay or reimburse, your name, address and the amount of payments made currently will be reported to the government. If you have questions regarding this matter, please do not hesitate to contact your Talent Acquisition representative.
   
   EEO & Employment EligibilityPfizer is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status. Pfizer also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as work authorization and employment eligibility verification requirements of the Immigration and Nationality Act and IRCA. Pfizer is an E-Verify employer.
   
   Continuous Imprv and Proj Mgmt
   
   #LI-PFE

   Copy this example

   

5. Post your job

   To find the right deployment lead for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with deployment leads they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit deployment leads who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your deployment lead job on Zippia to find and recruit deployment lead 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

   Your first interview with deployment lead candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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.

   If your interviews with deployment lead 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 deployment lead

   Once you've selected the best deployment lead 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 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.

   After that, you can create an onboarding schedule for a new deployment lead. 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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