How to hire a human factors engineer

How to hire a human factors engineer, step by step

Here's a step-by-step human factors engineer hiring guide:

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

What does a human factors engineer do?

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1. Identify your hiring needs

   Before you start hiring a human factors engineer, 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

   Hiring the perfect human factors engineer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of human factors engineers and their corresponding salaries.

   Type of Human Factors Engineer	Description	Hourly rate
   Human Factors Engineer	Industrial engineers find ways to eliminate wastefulness in production processes. They devise efficient systems that integrate workers, machines, materials, information, and energy to make a product or provide a service.	$35-59
   Engineer	Engineers are highly trained professionals who determine the feasibility of various projects, usually related to the construction industry. They are considered experts in mathematics and science, two disciplines that they need to use in designing and coming up with plans for projects... Show more	$31-62
   Human Factors Scientist	A human factors scientist conducts analysis and research on human behavior. Depending on which industry they are in, they analyze human behavior relevant settings and apply that data... Show more	$28-62

2. Create an ideal candidate profile

   Common skills:

   • User Research
   • Human Centered Design
   • User Experience
   • FDA
   • Medical Devices
   • Data Collection
   • Product Development
   • Systems Engineering
   • HFE
   • ISO
   • User Interface Design
   • UI
   • HCI
   • Industrial Design

   Check all skills

   Responsibilities:

   • Manage and conduct fusion analysis of HUMINT, SIGINT, IMINT and OSINT.
   • Provision, manage and deploy dedicated Linux hosting solutions for various small businesses.
   • Accomplish QA of inspector worksheets during shipboard inspection, and generate certification report for government approval.
   • Procure EEG, ergonomic testing equipment, receive approvals from elementary schools, school districts, and parents.
   • Develop and maintain spreadsheets and SharePoint sites.
   • Develop HCI operational concepts and requirements for the control and monitoring of space shuttle payloads.

   More human factors engineer duties

3. Make a budget

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

   • Location. For example, human factors engineers' average salary in south dakota is 36% less than in new jersey.
   • Seniority. Entry-level human factors engineers 40% less than senior-level human factors engineers.
   • Certifications. A human factors engineer 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 human factors engineer's salary.

   Average human factors engineer salary

   $96,427yearly

   $46.36 hourly rate

   ---

   Entry-level human factors engineer salary

   $74,000 yearly salary

   Updated December 14, 2025

   Average human factors engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$120,265	$58
   2	Oklahoma	$103,319	$50
   3	Washington	$99,507	$48
   4	Massachusetts	$98,500	$47
   5	Nevada	$96,979	$47
   6	Minnesota	$96,365	$46
   7	Delaware	$95,260	$46
   8	Colorado	$94,998	$46
   9	Oregon	$94,394	$45
   10	Tennessee	$93,993	$45
   11	Texas	$93,461	$45
   12	Illinois	$91,601	$44
   13	Pennsylvania	$90,958	$44
   14	North Carolina	$90,921	$44
   15	Michigan	$90,841	$44
   16	Florida	$88,982	$43
   17	Missouri	$88,474	$43
   18	Arizona	$87,910	$42
   19	New York	$87,722	$42
   20	Virginia	$87,089	$42

   Average human factors engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Twitter	$147,010	$70.68	1
   2	PayPal	$143,292	$68.89
   3	eBay	$142,967	$68.73	6
   4	Apple	$136,015	$65.39	28
   5	Amazon	$131,852	$63.39	58
   6	Zappos.com	$125,750	$60.46
   7	Kelly Services	$123,393	$59.32	8
   8	CyberCoders	$121,974	$58.64
   9	Best Buy	$116,795	$56.15
   10	Genentech	$115,125	$55.35	3
   11	Epitec	$114,367	$54.98
   12	Sony Electronics	$114,295	$54.95	1
   13	Delve	$112,707	$54.19	15
   14	Magic Leap	$111,863	$53.78
   15	Randstad North America, Inc.	$110,684	$53.21	3
   16	AstraZeneca	$110,442	$53.10
   17	Joby Aviation	$109,701	$52.74
   18	Populus Group	$108,855	$52.33
   19	Intuitive Surgical	$107,314	$51.59	3
   20	Qualcomm	$106,094	$51.01	9

4. Writing a human factors engineer job description

   A human factors engineer 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. To help get you started, here's an example of a human factors engineer job description:

   Human factors engineer job description example

   We are currently looking to fill a Human Factors Engineer position. This role is focused on human factors evaluation of delivery systems, ensuring that assigned devices, labelling and packaging are designed to be safe and effective for use by intended users.
   In this role, a typical day might include the following:
   Developing human factors (HF) engineering strategies and leading HF activities on drug-device combination product program teams, including ethnography, heuristic analyses, requirements definition research, use-related risk analysis, formative usability studies and validation usability studies based on user needs and usability guidance principles Authoring, reviewing and editing study protocols and reports, research summaries, usability requirements and design control documentation Performing task analysis, usability-related risk analyses, interface evaluations and providing design recommendations Conducting and being responsible for user inquiries, user studies, data gathering and data analysis Working with other HF team members to develop and implement HF process improvements.
   This role might be for you if:
   You have a shown understanding of: FDA Human Factors Guidance, Design Controls, ANSI/AAMI HE75, ISO/IEC 62366 is a plus. You enjoy collaborating with internal multi-functional design team and external vendors as needed. You thrive in a dynamic work environment where you can have a positive impact on our patients lives. You are able to travel up to 25%.
   To be considered for this role you must meet the below requirements:
   
   Engineer: Requires Bachelor's degree in Biomedical Engineering or another relevant engineering discipline, Human Factors, Systems Engineering, Cognitive Psychology, Psychology or Applied Science and 2 years of relevant work experience.
   
   Senior Engineer: Requires Bachelor's degree in Biomedical Engineering or another relevant engineering discipline, Human Factors, Systems Engineering, Cognitive Psychology, Psychology or Applied Science and 5 years of relevant work experience.
   
   Level is determined based on qualifications relevant to the role.
   
   Does this sound like you? Apply now to take your first steps toward living the Regeneron Way! We have an inclusive and diverse culture that provides amazing benefits including health and wellness programs, fitness centers and stock for employees at all levels!
   
   Regeneron is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion or belief (or lack thereof), sex, nationality, national or ethnic origin, civil status, age, citizenship status, membership of the Traveler community, sexual orientation, disability, genetic information, familial status, marital or registered civil partnership status, pregnancy or maternity status, gender identity, gender reassignment, military or veteran status, or any other protected characteristic in accordance with applicable laws and regulations. We will ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application process. Please contact us to discuss any accommodations you think you may need.
   
   #LI-KS1
   
   #REGNCOMBO

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right human factors engineer 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 human factors engineer job on Zippia to find and recruit human factors engineer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting human factors engineers 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 human factors engineer

   Once you've found the human factors engineer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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 human factors 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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