How to hire a hunter

How to hire a hunter, step by step

Here's a step-by-step hunter hiring guide:

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

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1. Identify your hiring needs

   The hunter 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

   You should also consider the ideal background you'd like them a hunter 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 a hunter that fits the bill.

   This list presents hunter salaries for various positions.

   Type of Hunter	Description	Hourly rate
   Hunter		$27-58
   Administrative Support	Administrative support specialists provide different types of governmental assistance. They carry out varied clerical duties in almost all industries... Show more	$12-25
   Special Projects Coordinator	A special project manager spearheads and oversees special projects and programs, ensuring it adheres to deadlines and budgets. Among their responsibilities include managing staff and timelines, setting objectives and guidelines, monitoring the progress of projects, and producing progress reports for the executives... Show more	$14-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Facebook
   • Cold Calls
   • Top Sales
   • DNA
   • UAS
   • Human Resources
   • Assembly Line
   • Trade Shows
   • Patient Care

   Responsibilities:

   • Manage shelf standards and conditions, tagging, rotating, and placing POS materials for products on shelf.
   • Prepare DNA for sequencing and then annotate its genome.
   • Deploy overseas working as a Mech/Tech on NGC UAV's.
   • Work closely with the CMC and his spouse to restart a failing FRG.
   • Supervise, inspect, and perform maintenance functions in UAS aviation field maintenance units.
   • Develop and staff contract proposals for prime customer, which result in the company retaining a long-term presence supporting UAV training.

3. Make a budget

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

   • Location. For example, hunters' average salary in hawaii is 37% less than in new york.
   • Seniority. Entry-level hunters earn 52% less than senior-level hunters.
   • Certifications. A hunter 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 hunter's salary.

   Average hunter salary

   $84,127yearly

   $40.45 hourly rate

   ---

   Entry-level hunter salary

   $58,000 yearly salary

   Updated January 18, 2026

4. Writing a hunter job description

   A hunter 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 hunter job description:

   Hunter job description example

   Cybersecurity Hunt Team / Computer Forensic & Intrusion Analyst - is responsible for ensuring information security efforts are implemented as a function of the Information Technology Engineering life cycle to reduce risks, respond to incidents and limiting exposure to liability and risk to technology systems, networks, and applications. Candidate will apply existing strong policy and process knowledge, as well as deep skill and expertise, for the development and implementation of security standards, procedures, guidelines and tools for multiple platforms and diverse system environments. Must be a team player, willing to work challenging assignments and tasks concerning Cyber Security, Information Assurance and Computer Network Defense policy, procedures and guidance; must be willing to travel, on occasion, throughout the AOR (which includes Afghanistan, Iraq, Bahrain, Qatar, and other Southwest Asia nations).
   **Primary Job Responsiblilities:**
   
   + Implement Cyber Security processes for the Cyber Operations / Cybersecurity Operations Cell (CSOC) Branch and Hunt team; develop tools and processes to define, deter, detect and defend USCENTCOM networks against internal and external threats attempting to gain access or exploit critical information, infrastructure and systems.
   
   + Candidate will participate as a member of integrated government/contractor teams of technical and subject matter experts conducting Cyber Security, Information Assurance / Computer Network Defense (IA/CND), Incident Handling and Response in support of HQ USCENTCOM.
   
   + Independently conduct Hunt operations using combinations current threat intelligence, individual research, statistical analysis, and industry standard tools.
   
   + Duties include anomaly detection, tracking, reporting and response specifically targeted towards computer or network security incidents; investigations of events and detailed analysis are required.
   
   + Create correlations and other logic to identify attackers and defend the network against advanced attacks.
   
   + Candidate will be responsible to provide reports, briefings, and updates to senior Military/Government/Contractor leadership, academic and executive audiences.
   
   + Candidate will provide expert analytical support that includes research, documentation and development of tactics, techniques, and procedures to support Active Cyber Defense and IA/CND mission.
   
   + Manage escalated security issues from investigation through recommendation and remediation plan implementation.
   
   + Identify and address key threats, controls, and operational gaps to ensure a solid security practice.
   
   + Mentor junior security analysts in any areas of personal or professional subject mastery.
   
   **Qualifications**
   
   **Experiences Requirements:**
   
   + 9 years demonstrated Information Security Incident Response, Cyber Threat Hunting including Indicators of Compromise (IOC) & Tactics and Techniques & Procedures (TTPs) development.
   
   + Excellent interpersonal skills, outstanding oral and written communication skills, good organizational skills, ability to work in a team and work independently.
   
   **Education and/or Certifications:**
   
   + Bachelor's degree in Computer Science, Engineering, or related discipline (Cybersecurity or Information Assurance concentration preferred) or nine (9) years of real-world or military experience in information assurance, network security or close-related experience is required.
   
   + Candidate must be 8570 compliant (minimum Security+) and requires additional Certified Ethical Hacker (CEH) Certification, or equivalent.
   
   **Required Skills:**
   
   + Candidate must have experience within the USCENTCOM AOR and must be familiar with its mission.
   
   + Candidate must have a solid familiarity with application and network security. Must be able to provide technical subject matter expertise for a wide range of security technologies including, but not limited to Security Information Event Management (SIEM) Intrusion Protection and Intrusion Detection Systems (IDS/IPS), Host Intrusion Detection System (HIDS), malware analysis and protection, content filtering, perimeter access controls, logical access controls, identity and access management, and data loss prevention.
   
   + Candidate must have strong communications skills both verbally and in writing.
   
   + Candidate must have an understanding of vulnerabilities, exploits, and practical working knowledge of DoD Cyber Security program.
   
   + Candidate must be able to read and understand DoD Cyber Security orders, policies and procedures.
   
   + Experience briefing senior military and civil service employees
   
   **Desired Skills:**
   
   + Military Experience (Active Duty or Reserves)
   
   + IAT/IAM Level III Certification
   
   + Experience with Host Based Security System (HBSS), Firewall and ARCSIGHT software
   
   + Experience with Cyber Security in a Joint and Coalition Partner environment
   
   Covid Policy: SAIC does not require COVID-19 vaccinations or boosters. Customer site vaccination requirements must be followed when work is performed at a customer site.
   REQNUMBER: 2211888
   
   SAIC is a premier technology integrator, solving our nation's most complex modernization and systems engineering challenges across the defense, space, federal civilian, and intelligence markets. Our robust portfolio of offerings includes high-end solutions in systems engineering and integration; enterprise IT, including cloud services; cyber; software; advanced analytics and simulation; and training. We are a team of 23,000 strong driven by mission, united purpose, and inspired by opportunity. Headquartered in Reston, Virginia, SAIC has annual revenues of approximately $6.5 billion. For more information, visit saic.com. For information on the benefits SAIC offers, see Working at SAIC. EOE AA M/F/Vet/Disability

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit hunters, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 hunter

   Once you've found the hunter 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new hunter first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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