How to hire an exchange engineer

How to hire an exchange engineer, step by step

Here's a step-by-step exchange engineer hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the exchange engineer you need to hire. Certain exchange engineer 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

   You should also consider the ideal background you'd like them an exchange engineer to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an exchange engineer that fits the bill.

   Here's a comparison of exchange engineer salaries for various roles:

   Type of Exchange Engineer	Description	Hourly rate
   Exchange Engineer	Computer networks are critical parts of almost every organization. Network and computer systems administrators are responsible for the day-to-day operation of these networks.	$36-63
   Administrator	Administrators are administrative professionals who oversee the whole office or department. They manage office activities and supervise administrative functions in the office... Show more	$22-54
   Network Technician	A network technician is responsible for system malfunction diagnosis and troubleshooting operations. Network technicians duties' include repairing damaged system components, analyzing computer systems and blueprints, installing network connections, and upgrading accessories for efficient operations... Show more	$24-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PowerShell
   • O365
   • Azure
   • Skype
   • Cloud
   • Microsoft Exchange
   • Windows Server
   • Troubleshoot
   • DNS
   • SharePoint
   • Exchange Server
   • Technical Support
   • Service Packs
   • Disaster Recovery

   Check all skills

   Responsibilities:

   • Manage sites, trusts, replication and all active directory GPO issues.
   • Create PowerShell script to automate ActiveSync policy deployment.
   • Work with Sharepoint department to troubleshoot email issues.
   • Add new UPN suffix and appropriate DNS records.
   • Monitor and stabilize the environment in co-existence with SCOM.
   • Test user functionality from the cloud to on premise resources.

   More exchange engineer duties

3. Make a budget

   Including a salary range in your exchange engineer job description helps attract top candidates to the position. An exchange engineer 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 an exchange engineer in Oklahoma may be lower than in Oregon, and an entry-level exchange engineer usually earns less than a senior-level exchange engineer. Additionally, an exchange engineer 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 exchange engineer salary

   $100,373yearly

   $48.26 hourly rate

   ---

   Entry-level exchange engineer salary

   $75,000 yearly salary

   Updated January 22, 2026

   Average exchange engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$109,846	$53
   2	New York	$109,458	$53
   3	Illinois	$104,760	$50
   4	Pennsylvania	$103,497	$50
   5	Maryland	$102,978	$50
   6	Utah	$102,750	$49
   7	Texas	$99,876	$48
   8	Massachusetts	$96,899	$47
   9	Virginia	$94,537	$45
   10	Missouri	$94,121	$45
   11	Florida	$92,236	$44
   12	Alabama	$91,718	$44
   13	North Carolina	$91,542	$44
   14	Ohio	$90,184	$43
   15	Iowa	$89,936	$43
   16	Georgia	$88,107	$42
   17	South Carolina	$87,840	$42
   18	Arkansas	$87,797	$42
   19	Colorado	$87,368	$42
   20	Michigan	$86,773	$42

   Average exchange engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Pwc	$104,086	$50.04	248
   2	Amazon	$102,009	$49.04	328
   3	Neuberger Berman	$101,566	$48.83
   4	Randstad North America, Inc.	$100,870	$48.50	6
   5	Precision Inc	$98,508	$47.36	1
   6	Constellation Energy Partners	$97,489	$46.87
   7	TEKsystems	$97,324	$46.79	58
   8	KBR	$96,830	$46.55	113
   9	Stanford Health Care	$96,725	$46.50	3
   10	Osi, LLC	$96,465	$46.38	1
   11	Navisite	$95,917	$46.11
   12	Robert Half	$95,624	$45.97	70
   13	Analysts	$95,446	$45.89
   14	LendingClub	$94,744	$45.55	3
   15	BAE Systems	$93,722	$45.06	240
   16	Bank of America	$92,507	$44.47	31
   17	Charter Communications	$92,292	$44.37
   18	Nes Holdings	$90,803	$43.66
   19	Rackspace	$90,556	$43.54
   20	General Dynamics	$89,444	$43.00	337

4. Writing an exchange engineer job description

   A job description for an exchange engineer 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 an exchange engineer job description:

   Exchange engineer job description example

   • Active TS/SCI clearance and ability to obtain and maintain a CI poly
   • Must meet DoD 8570 IAT Level II requirements including one of the following: Security+ CE, CND, SSCP, GSEC, GICSP, CySA+, or CCNA Security.
   • Education: Bachelor of Science Degree, or a related technical discipline, or the equivalent combination of education, technical certifications or training, or work experience
   • Minimum of 9 years of technical related experience
   • Ability to work independently with minimal management supervision
   • Experience with Exchange Server versions 2007-2019: design, install, configuration, maintenance, performance, tuning, migration, and upgrades to server
   • Knowledge of ATO and Project Management processes and experience in certifying products for use in production networks
   • Knowledge of Enterprise Vault and the integration process of Enterprise Vault into Exchange Environments
   • PowerShell

   WHAT GDIT CAN OFFER YOU:

   • Full-flex work week
   • 401K with company match
   • Internal mobility team dedicated to helping you own your career
   • Collaborative teams of highly motivated critical thinkers and innovators
   • Ability to make a real impact on the world around you

   Not sure this job's the one for you? Check out our other openings at gdit.com/careers.

   Do you have a friend or colleague this posting describes? Let them know about the opportunity.

   #JET

   Scheduled Weekly Hours:

   40

   Travel Required:

   None

   Telecommuting Options:

   Onsite

   Work Location:

   USA MD Annapolis Junction

   Additional Work Locations:

   COVID-19 Vaccination: GDIT does not have a vaccination mandate applicable to all employees. To protect the health and safety of its employees and to comply with customer requirements, however, GDIT may require employees in certain positions to be fully vaccinated against COVID-19. Vaccination requirements will depend on the status of the federal contractor mandate and customer site requirements.We are GDIT. The people supporting some of the most complex government, defense, and intelligence projects across the country. We deliver. Bringing the expertise needed to understand and advance critical missions. We transform. Shifting the ways clients invest in, integrate, and innovate technology solutions. We ensure today is safe and tomorrow is smarter. We are there. On the ground, beside our clients, in the lab, and everywhere in between. Offering the technology transformations, strategy, and mission services needed to get the job done.GDIT is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status, or any other protected class.

   Copy this example

   

5. Post your job

   To find exchange engineers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any exchange engineers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level exchange engineers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your exchange engineer job on Zippia to find and recruit exchange engineer 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 exchange engineer 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. You can move on to the technical interview if a candidate is good enough for the next step.

   If your interviews with exchange engineer 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 exchange engineer

   Once you have selected a candidate for the exchange engineer position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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 exchange engineer. 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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