How to hire a design, development

How to hire a design, development, step by step

Here's a step-by-step design, development hiring guide:

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

What does a design, development do?

Post a design, development job for free, promote it for a fee

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1. Identify your hiring needs

   The design, development 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 design, development's background is also an important factor in determining whether they'll be a good fit for the position. For example, designs, development 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 designs, development and their corresponding salaries.

   Type of Design, Development	Description	Hourly rate
   Design, Development	Software developers are the creative minds behind computer programs. Some develop the applications that allow people to do specific tasks on a computer or another device... Show more	$32-61
   Applications Developer	An application developer is responsible for creating program applications for devices based on clients' specifications and business needs. Application developers must have excellent knowledge of computer systems, as well as a strong command of programming languages to develop customized programs... Show more	$32-56
   Development Administrator	A community development administrator is responsible for planning, coordinating, and overseeing a community's social, physical, and economic growth. Your duties typically include supervising the construction of public infrastructures such as roads and schools, providing assistance to both private and public developers, and managing public projects, including parks and hospitals... Show more	$31-60

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Web Application
   • JavaScript
   • CSS
   • HTML
   • Design Development
   • C++
   • C #
   • CAD
   • Java
   • Html Css
   • Architecture
   • WordPress
   • Front End
   • UI

   Check all skills

   Responsibilities:

   • Develop multiple database applications to streamline and automate core processes: including human resources in-boarding, payroll systems and article/advertising layouts.
   • Develop several iPad/iPhone applications base on the HTML framework NimbleKit that contains also CSS, CSS3 and JavaScripts.
   • Web API is used to populate certain UI fields base on data enter by user without causing any post backs.
   • Create interactive prototypes and UI specifications such as screen layouts, color palettes, typography, and user interface elements.
   • Create animations, menu using JQuery.
   • Programme printed circuit boards with linux.

   More design, development duties

3. Make a budget

   Including a salary range in your design, development job description helps attract top candidates to the position. A design, development 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 design, development in Nebraska may be lower than in Hawaii, and an entry-level design, development usually earns less than a senior-level design, development. Additionally, a design, development 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 design, development salary

   $93,226yearly

   $44.82 hourly rate

   ---

   Entry-level design, development salary

   $67,000 yearly salary

   Updated December 15, 2025

   Average design, development salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Hawaii	$110,978	$53
   2	Washington	$110,304	$53
   3	California	$110,196	$53
   4	New Jersey	$96,891	$47
   5	Florida	$96,806	$47
   6	Texas	$92,984	$45
   7	New York	$91,520	$44
   8	Michigan	$90,332	$43
   9	District of Columbia	$89,196	$43
   10	Wisconsin	$88,600	$43
   11	Georgia	$87,408	$42
   12	Ohio	$85,749	$41
   13	North Carolina	$85,590	$41
   14	Arizona	$84,726	$41
   15	Illinois	$84,039	$40
   16	Pennsylvania	$82,083	$39
   17	Virginia	$81,173	$39
   18	Minnesota	$80,934	$39
   19	Colorado	$75,902	$36
   20	Missouri	$75,062	$36

   Average design, development salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Apple	$140,568	$67.58	796
   2	Google	$139,626	$67.13	530
   3	NVIDIA	$130,141	$62.57	216
   4	Pinterest	$128,396	$61.73	3
   5	Microsoft	$126,898	$61.01	636
   6	JPMorgan Chase & Co.	$125,112	$60.15	657
   7	Amazon	$123,169	$59.22	1,044
   8	Mapbox	$121,089	$58.22	1
   9	Oak Ridge National Laboratory	$121,011	$58.18	2
   10	Bank of America	$119,619	$57.51	99
   11	Ford Motor	$118,118	$56.79	517
   12	Wells Fargo	$118,114	$56.79	56
   13	SiriusXM	$117,693	$56.58	5
   14	Rockstar Games	$117,357	$56.42	5
   15	Alere	$116,626	$56.07
   16	AIG	$115,736	$55.64	10
   17	L.L.Bean	$115,632	$55.59	1
   18	Johnson & Johnson	$115,391	$55.48	33
   19	Tesla	$114,240	$54.92	1
   20	The Dow Chemical Company	$114,098	$54.85	49

4. Writing a design, development job description

   A good design, development 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 design, development job description:

   Design, development job description example

   Do you want to be part of a team that encourages your growth, supports your ambitions and makes it a priority for you to reach your goals? Is helping people part of who you are? At MassMutual, we help millions of people find financial freedom, offer financial protection and plan for the future. We do this by building trust with our customers by being knowledgeable problem solvers and prioritize their needs above all else. We Live Mutual.
   Description
   
   What your days and weeks will look like.
   Support our SAP upgrade from ECC 6.0 to S4 HanaShare knowledge of S4 Hana and help establish S4 Hana best practices and standards Design and build changes into the DSP system using SAP ABAP and SAP ICM on S4 HanaCreate and maintain solutions with OO ABAP, CDS, OData Services, FIORI & SAPUI5Use Integrated Development Environments including SAP Web IDE, SAP HANA Studio and EclipseSupport SAP specific knowledge around Incentive Compensation Management (ICM), SAP module: Organizational Management (PD Org) Implement high-quality, cost-effective and sustainable solutions. Meet today's needs with the potential to scale or adapt to the needs of the future Collaborate within a team construct, support and learn from others Optimize - seek to understand existing process/procedures and drive improvements Innovate - discover, create, and seek out new and different approaches that will enable our team to be more effective, efficient, and successful Effectively collaborate with our teammates in the US and India, particularly in the hours of 8AM EST to 11AM EST.
   
   The skills that make you a great fit.
   2+ years of experience with SAP S4 Hana Development Technologies (CDS Views, OData, FIORI base App development and maintenance)5+ years of experience of SAP programming experience5+ years of experience integrating with non-SAP systems 5+ years of experience working with Agile and Waterfall Methodologies5+ years of experience working with services (REST/SOAP)
   
   #LI-DR1
   #LI-Remote
   
   Salary Range:
   $104,900.00-$137,700.00
   
   At MassMutual, we focus on ensuring fair equitable pay, by providing competitive salaries, along with incentive and bonus opportunities for all employees. Your total compensation package includes either a bonus target or in a sales-focused role a Variable Incentive Compensation component.
   
   Why Join Us.
   
   We've been around since 1851. During our history, we've learned a few things about making sure our customers are our top priority. In order to meet and exceed their expectations, we must have the best people providing the best thinking, products and services. To accomplish this, we celebrate an inclusive, vibrant and diverse culture that encourages growth, openness and opportunities for everyone. A career with MassMutual means you will be part of a strong, stable and ethical business with industry leading pay and benefits. And your voice will always be heard.
   
   We help people secure their future and protect the ones they love. As a company owned by our policyowners, we are defined by mutuality and our vision to put customers first. It's more than our company structure - it's our way of life. We are a company of people protecting people. Our company exists because people are willing to share risk and resources, and rely on each other when it counts. At MassMutual, we Live Mutual.
   
   MassMutual is an Equal Employment Opportunity employer Minority/Female/Sexual Orientation/Gender Identity/Individual with Disability/Protected Veteran. We welcome all persons to apply. Note: Veterans are welcome to apply, regardless of their discharge status.

   Copy this example

   

5. Post your job

   To find the right design, development 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 designs, development they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit designs, development 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 design, development job on Zippia to find and recruit design, development 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 design, development 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.

   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.

   If your interviews with design, development 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 design, development

   Once you've found the design, development 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 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.

   After that, you can create an onboarding schedule for a new design, development. 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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