How to hire an e-learning developer

How to hire an e-learning developer, step by step

Here's a step-by-step e-learning developer hiring guide:

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

What does an e-learning developer do?

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1. Identify your hiring needs

   Before you start hiring an e-learning developer, 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

   An e-learning developer's background is also an important factor in determining whether they'll be a good fit for the position. For example, e-learning developers 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 e-learning developer salaries for various positions.

   Type of E-Learning Developer	Description	Hourly rate
   E-Learning Developer	Web developers design and create websites. They are responsible for the look of the site... Show more	$31-56
   Webmaster	A webmaster is responsible for monitoring website activities for the operating systems and browser database of an organization. Webmasters analyze website traffics and visits and create strategic plans on search optimizations of web servers... Show more	$21-41
   Software Trainer	Software Trainers are training specialists who teach computer programs and applications like desktop publishing programs, computer network systems software, and spreadsheets. They effectively explain the technical complexities of computer software... Show more	$27-38

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Subject Matter Experts
   • SMEs
   • Adobe Photoshop
   • Instructional Design
   • Course Development
   • Adobe Captivate
   • Articulate Storyline
   • JavaScript
   • HTML
   • CSS
   • Adobe Creative Suite
   • SCORM
   • Learning Management System
   • ELearning

   Check all skills

   Responsibilities:

   • Manage complex e-Learning projects involving SME s and reviewers from multiple levels and departments in the organization.
   • Manage intranet updates while administering user access to corporate projects.
   • Write new blog entries using XHTML, CSS and JavaScript.
   • Develop web pages for e-commerce using HTML and java code.
   • Develop e-learning test items for web-base technologies using InDesign storyboards, audio, HTML5 and CSS.
   • Develop HTML and modify PHP code, maintain database, provide technical support, and customer service.

   More e-learning developer duties

3. Make a budget

   Including a salary range in the e-learning developer job description is a good way to get more applicants. An e-learning developer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an e-learning developer in Michigan may be lower than in Washington, and an entry-level engineer typically earns less than a senior-level e-learning developer. Additionally, an e-learning developer with lots of experience in the field may command a higher salary as a result.

   Average e-learning developer salary

   $88,260yearly

   $42.43 hourly rate

   ---

   Entry-level e-learning developer salary

   $66,000 yearly salary

   Updated January 19, 2026

   Average e-learning developer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$107,561	$52
   2	California	$103,351	$50
   3	Massachusetts	$100,927	$49
   4	Arizona	$92,691	$45
   5	Texas	$88,414	$43
   6	New Jersey	$88,248	$42
   7	Pennsylvania	$87,608	$42
   8	Missouri	$85,836	$41
   9	Georgia	$80,596	$39
   10	New York	$80,430	$39
   11	New Mexico	$79,045	$38
   12	Indiana	$72,593	$35
   13	Colorado	$71,962	$35
   14	Nebraska	$71,191	$34

   Average e-learning developer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Google	$136,347	$65.55	31
   2	Macy's	$127,089	$61.10	3
   3	Natural Grocers	$105,970	$50.95
   4	Jefferies	$103,869	$49.94	2
   5	Talbots	$103,194	$49.61
   6	Wells Fargo	$102,226	$49.15	20
   7	Michael Kors	$100,880	$48.50
   8	Teledyne Technologies Incorporated	$100,355	$48.25	6
   9	Udacity	$99,406	$47.79
   10	Jill Acquisition LLC	$98,661	$47.43
   11	MOHELA	$92,223	$44.34
   12	TaisTech	$90,292	$43.41
   13	VWR, Part of Avantor	$87,249	$41.95
   14	Texas Health Resources	$87,239	$41.94	1
   15	Samsung Electronics Device Solutions (Semiconductor & Display)	$86,647	$41.66	16
   16	WWF Operating Company	$85,599	$41.15
   17	AvL Technologies	$85,331	$41.02
   18	Lassonde Pappas & Co	$85,070	$40.90
   19	ServiceTitan	$84,713	$40.73
   20	Gulfstream Aerospace	$84,278	$40.52

4. Writing an e-learning developer job description

   A good e-learning developer 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 an e-learning developer job description:

   E-learning developer job description example

   Benzinga Money is looking for the crazy ones that are going to change the world. If you're looking to make a difference while also generating personal success, this role will provide you with the ability to impact the outcome and long-term growth potential. Join us at a magical time in our company's growth.
   
   Benzinga is a high-growth, global company that provides content & tools to investors of all stripes from the average joe to the sophisticated trader. BZ is striving to democratize the world of investing.
   
   We're an experienced team that is looking for smart, driven, self-starters who have a high-level awareness to anticipate things that need to be done. Additionally, you'll be expected to ideate solutions to enhance the product experience to create raving fans.
   
   If you can solve seemingly complex problems with simple solutions and are excited by the opportunity to take ownership within a small development team, then this is for you. You must enjoy creating something from nothing, moving fast, breaking things and iterating.
   
   Seeking a seasoned web developer with significant Laravel, PHP and WordPress experience and a passion for building engaging, community-focused, user-friendly and scalable websites.
   Required Experience: Built frontend applications using Laravel Blade and React.js Built applications that use large relational databases and Laravel Nova to manage and manipulate data at scale. Integrated Wordpress custom post types and ACF to build an advanced CMS Experience building consumer web applications and websites Knowledge of existing WordPress functions Preferred Experience: Experience building applications with the spatie permissions Laravel package Demonstrable portfolio of work (such as a portfolio website or GitHub link) Experience knowing when to leverage third-party plugins, modules or frameworks React.js experience a plus knowledge, HTML and CSS/SCSS Responsibilities: Build and manage applications using Laravel Build exciting front-end experiences that cleanly integrate with back-end, microservices Ability to lead other team members throughout the world Leverage your experience with a broad range of technology stacks, platforms and tools to do your best work and teach others to do the same Knowledge of how to interact with RESTful APIs and formats (JSON, XML) a plus. Benefits: Flexible and remote work environment with HQ in Detroit, MI Comprehensive medical, insurance, and startup benefits program Competitive base salary + bonus + equity stock grant options Regularly planned team outings and company events (monthly & quarterly) Opportunity to make a meaningful impact in a revolutionary space Our team within Benzinga develops websites, services and experiences in support of giving consumers an edge when it comes to dealing with their money. Our core values are everything to us: We Do What We Say
   Do what you say, say what you do
   Own your responsibilities
   Run through the finish line It's the What, Not the Who
   Give and receive constructive feedback
   Be transparent
   Understand the problem, focus on the solution We Find a Better Way
   Attention to detail now will save time later
   Create leverage by working as one ecosystem
   Raise your level of awareness
   Work smarter, not harder Urgency is the Ante to Play
   Every second counts
   Execute quickly and make better mistakes tomorrow
   Indecision leads to inaction We Create [Raving] Fans
   Create products people love
   Go above and beyond with every person, every time
   Be memorable
   Love your customer; love your colleague

   Copy this example

   

5. Post your job

   To find the right e-learning developer 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 e-learning developers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit e-learning developers 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 e-learning developer job on Zippia to find and attract quality e-learning developer candidates.
   • Use niche websites such as dribbble, authentic jobs, working not working, coroflot.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit e-learning developers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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.

   While interviews are great, you will only sometimes learn enough from a conversation with an e-learning developer 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 e-learning developer

   Once you've selected the best e-learning developer 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 e-learning developer. 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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