How to hire a design team lead

How to hire a design team lead, step by step

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

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1. Identify your hiring needs

   Before you start hiring a design team lead, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A design team lead's background is also an important factor in determining whether they'll be a good fit for the position. For example, design team 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.

   Here's a comparison of design team lead salaries for various roles:

   Type of Design Team Lead	Description	Hourly rate
   Design Team Lead	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	$31-64
   Software Engineering Internship	A software engineer intern is responsible for assisting the technology department's operations, using their class knowledge on performing practical applications. Software engineer interns support software engineers on their processes, shadowing their daily tasks, and performing duties under mentors' supervision... Show more	$14-35
   Software Developer Internship	A software developer intern is responsible for assisting the software engineers with the design implementation and shadowing their duties to understand the processes more efficiently. Software developer interns use their classroom knowledge on practical applications, suggesting recommendations on how to make the project successful... Show more	$14-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sketch
   • CAD
   • Product Design
   • Architecture
   • Design Concepts
   • Subject Matter Experts
   • Solidworks
   • R
   • JavaScript
   • Design Process
   • Lead Design
   • SMEs
   • Database
   • Design Reviews

   Check all skills

   Responsibilities:

   • Deliver high-level n-tier architecture design, managing project expectations and timetables throughout all phases of development process.
   • Simulate 3-D and 2-D Matlab contours.
   • Design high-quality HTML base sales and service email marketing campaigns in a fast pace/high volume atmosphere.
   • Adapt key attributes of HTML screens for translation into multiple languages and support on various browsers.
   • Assist in calculating, designing, drafting, and 3D modeling in SolidWorks of a roadside turbine.
   • Coordinate with QA to ensure that the solution develop is of acceptable quality as per the company standards.

   More design team lead duties

3. Make a budget

   Including a salary range in your design team lead job description is a great way to entice the best and brightest candidates. A design team lead salary can vary based on several factors:

   • Location. For example, design team leads' average salary in hawaii is 49% less than in new york.
   • Seniority. Entry-level design team leads earn 51% less than senior-level design team leads.
   • Certifications. A design team lead with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a design team lead's salary.

   Average design team lead salary

   $94,522yearly

   $45.44 hourly rate

   ---

   Entry-level design team lead salary

   $66,000 yearly salary

   Updated December 15, 2025

   Average design team lead salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$110,199	$53
   2	New York	$109,351	$53
   3	North Carolina	$107,117	$52
   4	Michigan	$105,164	$51
   5	Pennsylvania	$104,115	$50
   6	Delaware	$100,767	$48
   7	Washington	$99,948	$48
   8	Connecticut	$91,264	$44
   9	Massachusetts	$91,200	$44
   10	Maryland	$91,047	$44
   11	Texas	$87,615	$42
   12	Illinois	$87,575	$42
   13	Florida	$83,592	$40
   14	Indiana	$82,897	$40
   15	Wisconsin	$82,563	$40
   16	Minnesota	$80,947	$39
   17	South Carolina	$80,855	$39
   18	Arizona	$80,557	$39
   19	Georgia	$78,979	$38
   20	Tennessee	$76,011	$37

   Average design team lead salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	TEKsystems	$122,827	$59.05	2
   2	Joby Aviation	$120,899	$58.12	9
   3	Datadog	$118,010	$56.74	1
   4	PepsiCo	$117,806	$56.64	8
   5	ICONMA	$116,033	$55.79
   6	Tesla	$115,378	$55.47	1
   7	Stoneridge	$109,502	$52.65	4
   8	Blue Cross Blue Shield of Michigan	$107,392	$51.63
   9	Nifco America	$106,503	$51.20
   10	Garver, LLC	$102,490	$49.27	11
   11	Los Alamos National Laboratory	$100,266	$48.20	5
   12	Axis	$100,111	$48.13
   13	Burns & McDonnell	$99,803	$47.98	5
   14	MSA Professional Services	$99,619	$47.89	9
   15	Activision Blizzard	$95,889	$46.10
   16	David Evans and Associates	$95,106	$45.72	9
   17	Stantec	$93,345	$44.88	176
   18	PSEA	$92,195	$44.32	1
   19	Fortna	$91,649	$44.06
   20	Philly Shipyard Inc	$91,228	$43.86

4. Writing a design team lead job description

   A design team lead 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. Below, you can find an example of a design team lead job description:

   Design team lead job description example

   The Design Team Lead (Human Resources) will play an important role for CampusWorks' university client that is in the process of implementing the Workday ERP system.
   
   AccountabilitiesFacilitate the University planning for the comprehensive Enterprise Systems implementation, including overall approaches to process roll-out, data migration, application integrations, integration plans of existing third-party applications Experience working in Human ResourcesParticipate in the project-related leadership and steering committee meetings, as needed, to ensure that project milestones are met, dependencies are tracked, and issues & next steps are proactively identified Collaborate and coach the Design Team Members, to manage and execute comprehensive sub-plans for the Enterprise Systems implementation project's tasks Assure PM's design plans are in coordination with the Enterprise Systems implementation project plan, including data migration, integrations, testing, change management, training, roll-out, etc.Align defined University implementation team in support of implementing the Enterprise Systems vendor's solution and in accordance with the vendor's supplied plan and agreed upon role and staffing expectations Support the first framing of the Enterprise Systems project team, including the roles and responsibilities and required staffing skills, in concert with the selected Enterprise Systems vendor's contract and Service Level AgreementProvide guidance on all major deliverables to advise on the design and implementation of the Enterprise Systems implementation project Proactively facilitate the University member alignment with the Enterprise Systems vendor team and activities to reduce Enterprise Systems vendor productivity impediments and additional costs Assess ERP implementation major deliverables to advise on the design and implementation of the Enterprise Systems implementation project Provide the ERP steering committee and leadership with feedback on the project and outstanding deliverables status, especially concerning issues affecting the timeline, scope, and cost
   
   ExperienceERP implementation experience in a higher education environment Working knowledge of business process flows in an ERP system, particularly in HRWorkday and/or PeopleSoft experience is preferred
   What You Can Expect from Us
   At CampusWorks, we don't just help our clients succeed; we help our employees succeed. Competitive pay, robust benefits for full-time employees, and professional development opportunities are a few of the many reasons that CampusWorks is a great place to build your career. Our employees enjoy:
   
   Meaningful work. Our employees often tell us that their work gives them a sense of purpose because it makes a difference in the lives of students and educators.
   A CEO who cares. Chairman and CEO Liz Murphy has made it her mission to create a culture that appreciates and takes good care of its people. As a result, being an employee of CampusWorks feels like being a member of a big family.
   A virtual and onsite workplace. In an effort to reduce our environmental footprint, CampusWorks became a virtual company in 2012. As such, our team members are located across the U.S. and Canada, where they work from their home offices and at client sites.
   Flexibility. We value work-life balance because we know that happy employees create happy customers. T hat's why CampusWorks offers both full-time and part-time 1099 consulting career opportunities to fit life's unique demands.
   A company that gives back. Every year CampusWorks proudly supports numerous charitable fundraising initiatives that align with our vision to make higher education accessible to everyone.
   
   There are many things our employees love about working for CampusWorks, but don't take our word for it. Hear what they have to say. Read employee testimonials»
   
   About CampusWorks
   Founded in 1999, CampusWorks is dedicated to helping higher education overcome business and technological challenges that stand in the way of student success and completion. We work with community colleges, technical colleges, four-year public and private institutions, multi-college districts, and statewide higher education systems to tackle problems big and small. Our services are rooted in systems thinking and reach across the institution-from Student Services to Human Resources to Finance to Academics-to achieve transformative results.
   
   AAP/EEO Statement: CampusWorks, Inc. provides equal employment opportunities (EEO) and Affirmative Actions (AA) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws.

   Copy this example

   

5. Post your job

   To find the right design team 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 design team leads they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit design team 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 design team lead job on Zippia to find and recruit design team lead candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with design team 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.

   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.

   Sometimes, it's not enough to interview design team lead candidates, so you can ask them to do a test project. If you are not a technical person and don't know what a test project should be, you can use these websites:

   • 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 team lead

   Once you've decided on a perfect design team lead candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

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