How to hire a development mechanic

How to hire a development mechanic, step by step

Here's a step-by-step development mechanic hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the development mechanic you need to hire. Certain development mechanic roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

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

   Type of Development Mechanic	Description	Hourly rate
   Development Mechanic	Machinists and tool and die makers set up and operate a variety of computer-controlled and mechanically controlled machine tools to produce precision metal parts, instruments, and tools.	$23-45
   Grinder	Depending on the industry, a grinder has a diverse range of duties. Typically, they oversee setting up and operating bearing grinders, cam grinders, and CNC lathes... Show more	$12-19
   Machinist	Machinists are skilled professionals who create metal works by using different machines. They work with clients to bring their clients' vision to life... Show more	$13-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Prototype
   • Hand Tools
   • R
   • Test Equipment
   • CNC
   • MIG
   • Solidworks
   • Test Data

   Responsibilities:

   • Manage daily QC meetings to ensure all handbag products fully adhere to BULGA standards.
   • Travele to various vendors for prototype runs of product and to install test equipment in production lines.
   • Design using CATIA V5 and translating from NX.
   • Present to NASA mentors/engineers, and compete with other universities at NASA.
   • Fabricate and modify prototype aircraft.
   • Design mechanical components in SolidWorks.

3. Make a budget

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

   • Location. For example, development mechanics' average salary in hawaii is 44% less than in washington.
   • Seniority. Entry-level development mechanics 48% less than senior-level development mechanics.
   • Certifications. A development mechanic 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 development mechanic's salary.

   Average development mechanic salary

   $68,747yearly

   $33.05 hourly rate

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   Entry-level development mechanic salary

   $49,000 yearly salary

   Updated December 19, 2025

4. Writing a development mechanic job description

   A job description for a development mechanic 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 development mechanic job description:

   Development mechanic job description example

   R&D Mechanic FULL-TIME
   $34/hr We are searching for highly motivated, technically competent, and mechanically inclined individuals to join our growing production team. In this position you will play a key role in producing the components and assemblies that make up our unique generators. You will work within our newly established Pilot Manufacturing facility in Menlo Park, collaborating with our highly talented team of mechanics and engineers to bring affordable, dispatchable and clean energy to the world. For those inclined, there are ample growth opportunities within Mainspring, and we offer full benefits, including vacation and sick time, 401K, and pre-IPO stock options. * Work with a quick-learning build and test team to help develop the next generation of high efficiency generators
   * Build components and assemblies that make up our generators in accordance with procedures and build checklists in order to meet the production schedule
   * Collaborate with engineers to fix, repair, and redesign components and assemblies
   * Conduct mechanical inspections of test units, documenting condition information for use by our engineers
   * Identify with coworkers opportunities to improve safety and productivity SFO-03 WS-03
   Schedule
   Shift start: 8:00AM or 1:00PM
   Shift length: 8 hours
   Monday-Friday
   Benefits
   Health, dental, vision insurance - available after 30 days Paid time off 401(k) plan
   Qualifications
   Must pass background check Can lift 50 lbs Must be at least 18+ years old * Minimum of 3 years of experience with mechanical assembly and/or repair. Experience with automotive or heavy equipment assembly a plus * Experience with precision measuring, down to .001, using micrometers, bore gauges, gauge blocks, etc. * Candidates must be able to stand for long periods of time, lift up to 50 lbs., and wear required PPE * Metal fabrication skills a plus
   
   About Mainspring Energy
   Driven by its mission to advance global access to low-carbon, dispatchable energy, Mainspring Energy has developed a new category of power generation the linear generator that delivers onsite, 24/7, fuel-flexible power at lower cost and lower carbon than the electric grid. The unique combination of attributes offered by Mainsprings linear generator enables applications on both the customer and utility sides of the meter for the $750B global electricity equipment market. Mainspring is based in Menlo Park and is backed by top-tier venture and strategic investors such as Khosla Ventures, Bill Gates, American Electric Power, and Centrica Innovations. RequiredPreferredJob Industries Customer Service

   Copy this example

   

5. Post your job

   There are a few common ways to find development mechanics for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   To successfully recruit development mechanics, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 development mechanic

   Once you've selected the best development mechanic 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

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