How to hire a geospatial specialist

How to hire a geospatial specialist, step by step

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

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1. Identify your hiring needs

   The geospatial 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 geospatial specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, geospatial 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.

   This list presents geospatial specialist salaries for various positions.

   Type of Geospatial Specialist	Description	Hourly rate
   Geospatial Specialist		$16-36

2. Create an ideal candidate profile

   Common skills:

   • GPS
   • Esri
   • SQL Server
   • Data Management
   • GIS Data
   • Extraction
   • LiDAR
   • POC
   • Aerial Photographs
   • FME

   Responsibilities:

   • Provide employee training and manage all NDT certification records per ASNT SNT-TC-1A.
   • Authore user guides for training on Trimble GeoExplorer 2008 & 6000 GPS units using ArcPad 10 and TerraSync.
   • process and classify Lidar point cloud data.
   • Implement Geo-Server to display GIS data on web.
   • Perform quality control on GIS data and ecosystem services.
   • Contribute to an active case by geocoding GPS data and providing cartographic products.

3. Make a budget

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

   • Location. For example, geospatial specialists' average salary in missouri is 24% less than in rhode island.
   • Seniority. Entry-level geospatial specialists 54% less than senior-level geospatial specialists.
   • Certifications. A geospatial specialist 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 geospatial specialist's salary.

   Average geospatial specialist salary

   $52,208yearly

   $25.10 hourly rate

   ---

   Entry-level geospatial specialist salary

   $35,000 yearly salary

   Updated December 19, 2025

4. Writing a geospatial specialist job description

   A geospatial specialist 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 geospatial specialist job description:

   Geospatial specialist job description example

   General Atomics Systems Integration, LLC (GA-SI), an affiliate of General Atomics, is a provider of military and commercial engineering services. GA-SI is a leading-edge expert in systems integration technologies, reliability improvements, and controls system design.
   
   We have an exciting opportunity for an Experienced Geospatial Imagery Specialist specializing in Electronic Warfare and Signal Intelligence. This is a FLEX position requiring 50% travel on average annually. Employee will deploy from their home base and can live anywhere in the US. The incumbent must be able to onboard and deploy immediately.
   DUTIES AND RESONSIBLITIES:
   
   * Deploys CONUS and OCONUS working with General Atomics operations, US Military Forces and/or Foreign Allied Military Forces in Ground Control Stations, Tactical Operations Centers, PED centers or Manned Aircraft.
   * Provide technical, tactical, and operational Signal Intelligence, Electronic Warfare Analysis, Mission Planning and/or Operations support to external and internal customers.
   * Performs U.S. military intelligence, signal intelligence & electronic warfare analysis, tasking, collection, processing, exploitation, and dissemination (TCPED) systems with an operational background focused on UAV/RPA/Manned ISR and/or Attack mission sets.
   * Collect, assess, exploit, interpret and analyze imagery, databases, and other data sources.
   * Produce intelligence and imagery derived products. Prioritize exploitation and provide quality assurance on all imagery products.
   * Recommend imaging sensor and data collection plan for reconnaissance and surveillance missions.
   * Develop and maintain appropriate electronic and hard copy products, reports and records.
   * May participate with engineering in the development of new and existing technologies; may analyze imagery data in consultation with engineering to determine improvements.
   * Represent the Company as a primary interface with internal and external customers.
   * May provide guidance and training to less experienced Technicians.
   * Maintain the strict confidentiality and proper handling of sensitive information and US government classified material.
   * Responsible for ensuring all laws, regulations and other applicable obligations are observed wherever and whenever business is conducted on behalf of the Company. Responsible for ensuring work is accomplished in a safe manner in accordance with established operating procedures and practices.
   * Perform other duties as assigned or required.
   
   We recognize and appreciate the value and contributions of individuals with diverse backgrounds and experiences and welcome all qualified individuals to apply
   
   We recognize and appreciate the value and contributions of individuals with diverse backgrounds and experiences and welcome all qualified individuals to apply.

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5. Post your job

   There are various strategies that you can use to find the right geospatial specialist for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your geospatial specialist job on Zippia to find and recruit geospatial specialist 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

   Recruiting geospatial specialists requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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.

   Sometimes, it's not enough to interview geospatial specialist 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 geospatial specialist

   Once you've selected the best geospatial 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.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

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