How to hire a front end specialist

How to hire a front end specialist, step by step

Here's a step-by-step front end specialist hiring guide:

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

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1. Identify your hiring needs

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

   Type of Front End Specialist	Description	Hourly rate
   Front End Specialist	Customer service representatives interact with customers to handle complaints, process orders, and provide information about an organization’s products and services.	$12-41
   Front End Cashier	A front end cashier is an employee who provides quality customer service such as scanning items and taking the final payments. Front end cashiers are responsible for greeting customers professionally and being friendly to everyone who enters the store... Show more	$7-17
   Front Desk Receptionist	Front desk receptionists are usually the first contact of clients or visitors in an office or building. They are responsible for welcoming and receiving guests, documenting guests' arrival and updating the visitor logbook, informing hosts and other involved employees that the guests have arrived, and directing the guests to where they should go next... Show more	$11-18

2. Create an ideal candidate profile

   Common skills:

   • Customer Issues
   • Store Opening
   • Front End Operations
   • Service Desk
   • Phone Calls
   • Customer Complaints
   • CSS
   • HTML
   • JavaScript
   • Customer Transactions
   • Sales Floor
   • Front Desk
   • Loss Prevention
   • Customer Satisfaction

   Check all skills

   Responsibilities:

   • Achieve traffic tracking and SEO with multiple satellite web sites.
   • Assist in training new associates, specifically how to utilize the POS system and front end procedures.
   • Maintain POS systems - install and removal of equipment, troubleshooting with aid of help desk and on own.
   • Conduct research using online federal regulations, review Medicare and Medicaid policy and guidelines to complete an accurate and well-support decision.
   • Assist associates in the layaway department when need.

3. Make a budget

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

   • Location. For example, front end specialists' average salary in idaho is 42% less than in district of columbia.
   • Seniority. Entry-level front end specialists earn 69% less than senior-level front end specialists.
   • Certifications. A front end specialist 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 front end specialist's salary.

   Average front end specialist salary

   $48,996yearly

   $23.56 hourly rate

   ---

   Entry-level front end specialist salary

   $27,000 yearly salary

   Updated December 19, 2025

4. Writing a front end specialist job description

   A good front end specialist 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 front end specialist job description:

   Front end specialist job description example

   With us, you’ll do meaningful work from Day 1. Our collaborative culture is built on three core behaviors: We Play to Win, We Get Better Every Day & We Succeed Together. And we mean it — we want you to grow and make a difference at one of the world's leading digital banking and payments companies. We value what makes you unique so that you have an opportunity to shine.

   Come build your future, while being the reason millions of people find a brighter financial future with Discover.

   Job Description

   At Discover, be part of a culture where diversity, teamwork and collaboration reign. Join a company that is just as employee-focused as it is on its customers and is consistently awarded for both. We’re all about people, and our employees are why Discover is a great place to work. Be the reason we help millions of consumers build a brighter financial future and achieve yours along the way with a rewarding career.

   Build and release reliable software systems at scale. By partnering with enterprise-wide teams, develop and maintain full stack solutions that fit business needs. Design elegant solutions and strategize the future state of our larger technical ecosystem. Advocate for best practices, solve complex problems and guide project teams on the implementation of solutions from inception to delivery to product teams. Incubate new opportunities in partnership with business groups and partners. Embrace learning and be a mentor. Collaborate with designers and domain specialists across the business to apply state of the art technologies and architecture patterns to challenging business problems. Lead multiple rapid solution prototyping squads focused on the incubation and validation of concept proposals. Contribute to standards bodies, open-source communities and research partnerships with business partners and/or leading-edge Universities.

   Responsibilities

   • Contribute to project ideation and design to understand needs, propose features, create early prototypes and transform them into exciting experiences. Design, development and iterate on a solution for a specific innovative business objective (concept proposal). Develop front-end and backend components with a focus on user experience and microservices-based architecture. Leverage best-practice knowledge, reference architectures, and patterns from prior projects to promote re-use across the innovation Lab. Ensures Minimal Viable Prototypes/Pilots/Products can be taken through the necessary steps to become scalable, supportable managed solutions. Develop and present detailed technical demonstrations to C-level sponsors and project stakeholders.
   • Uses holistic knowledge open-source tools for improved consistency and developer time to value. Bring a deep understanding of the full technology stack, working with emerging and traditional technologies, adjusting between the art of the possible and the requirements to adhere to corporate privacy, risk and security protection guidelines.
   • Write high-quality code with best practices and design patterns in mind. Have fun brainstorming and collaborating in team that is excited to answer your questions and share their wisdom with you. We expect you to do the same.
   • Innovates on and advocates for best practices and improved processes within the team and with internal partners; stays up to date with technology trends and innovations; mentors team members. Propose innovative tools, frameworks, automations and processes where appropriate. Be a champion of architecture decision records (ADRs) within your squad, and across the organization
   • Architect, develop, and maintain tools to improve the scale and efficiency of the Lab. Continuously refine our DevOps, SecDevOps and CI/CD pipeline tools. Creates and maintains devops processes, application infrastructure, and utilizes cloud services (including database systems and models).
   • Researches new technology opportunities and how they can be used to add technical capabilities at Discover Drives strategic technology decisions based on collaboration with a board field of experts outside of Discover. Contributes to the external image of Discover Technology as a desired workplace to learn technology best practices.

   Minimum Qualifications

   At a minimum, here’s what we need from you:

   • Bachelors – Computer Science or related
   • 8+ Years – Information Technology, (Software) Engineering, or related
   • Internal applicants only: technical proficiency rating of expert on the Dreyfus engineering scale

   #LI-MF1

   What are you waiting for? Apply today!

   The same way we treat our employees is how we treat all applicants – with respect. Discover Financial Services is an equal opportunity employer (EEO is the law). We thrive on diversity & inclusion. You will be treated fairly throughout our recruiting process and without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status in consideration for a career at Discover.

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5. Post your job

   To find front end specialists 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 front end specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level front end specialists 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 front end specialist job on Zippia to find and recruit front end specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit front end specialists, 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.

   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 front end specialist

   Once you've selected the best front end specialist 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.

   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 front end specialist. 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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