How to hire an implementer

How to hire an implementer, step by step

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

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

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1. Identify your hiring needs

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

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

   Here's a comparison of implementer salaries for various roles:

   Type of Implementer	Description	Hourly rate
   Implementer	Computer systems analysts study an organization’s current computer systems and procedures and design information systems solutions to help the organization operate more efficiently and effectively. They bring business and information technology (IT) together by understanding the needs and limitations of both.	$28-64
   Behavioral Technician	A behavioral technician is responsible for supporting patients to overcome their behavior problems and difficulties. Behavioral technicians evaluate the patient's condition through counseling and administer behavioral treatment plans according to the patients' needs... Show more	$11-21
   Functional Consultant	A functional consultant is responsible for supporting a team of business analysts and software engineers in designing and creating a software system and related computer applications, following the specifications of a client on their software needs. Functional consultants analyze different technological approaches, evaluate technical solutions, and utilize the best system method to meet the requirements of a client efficiently... Show more	$31-52

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Autism
   • Applied Behavior Analysis
   • Behavior Analysis
   • BCBA
   • Data Collection
   • Discrete Trial
   • Lean Manufacturing
   • Value Stream
   • Direct Care
   • SQL Server
   • Sigma
   • API
   • HTML
   • Developmental Disabilities

   Check all skills

   Responsibilities:

   • Manage the information systems architecture in relation to assign projects.
   • Manage post-conversion support including team supervision, documentation, and issue resolution within SLA timeframes.
   • Implement natural environment and discrete trial programming to individuals with autism.
   • Learned XML for communicating client.
   • Implement each IEP with each student.
   • Involve in writing UNIX scripts for data cleansing/data masking.

   More implementer duties

3. Make a budget

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

   • Location. For example, implementers' average salary in kentucky is 31% less than in new york.
   • Seniority. Entry-level implementers 56% less than senior-level implementers.
   • Certifications. An implementer 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 an implementer's salary.

   Average implementer salary

   $90,692yearly

   $43.60 hourly rate

   ---

   Entry-level implementer salary

   $60,000 yearly salary

   Updated December 14, 2025

   Average implementer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$107,684	$52
   2	California	$107,146	$52
   3	New Mexico	$102,121	$49
   4	Washington	$98,537	$47
   5	Utah	$98,374	$47
   6	Florida	$97,574	$47
   7	Arizona	$96,946	$47
   8	Massachusetts	$96,629	$46
   9	Texas	$94,439	$45
   10	Maryland	$93,463	$45
   11	Illinois	$92,669	$45
   12	District of Columbia	$92,427	$44
   13	North Carolina	$90,765	$44
   14	Pennsylvania	$89,266	$43
   15	Minnesota	$88,711	$43
   16	Missouri	$88,606	$43
   17	Virginia	$87,336	$42
   18	Connecticut	$85,846	$41
   19	Wisconsin	$84,867	$41
   20	Colorado	$82,670	$40

   Average implementer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Microsoft	$130,049	$62.52
   2	Citi	$128,053	$61.56
   3	Lazard	$113,645	$54.64
   4	Amdocs	$102,700	$49.38
   5	Mack Trucks	$98,480	$47.35
   6	Hub City Media	$98,230	$47.23
   7	Naughty Dog	$97,983	$47.11
   8	Easter Seals Midwest	$95,484	$45.91	4
   9	Bank of America	$94,150	$45.26
   10	Eurofins	$93,416	$44.91
   11	Deloitte	$91,837	$44.15	196
   12	York	$90,862	$43.68
   13	TempWorks Software	$90,189	$43.36
   14	Liberty Bank	$90,129	$43.33
   15	Simpson Manufacturing Co	$89,050	$42.81
   16	Intone Networks	$88,802	$42.69
   17	Fidelity National Information Solutions	$88,445	$42.52
   18	Denken Solutions	$87,497	$42.07
   19	Johnson Controls	$87,415	$42.03
   20	Randstad North America, Inc.	$87,255	$41.95

4. Writing an implementer job description

   An implementer 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 an implementer job description:

   Implementer job description example

   Role you will play:
   
   The ITAM Solution Implementer is a vital contributor to the success of MCPc's newest and rapidly growing division, IT Asset Management, as well as to the success of our valued clients.
   
   This dynamic position leads the successful implementation of Hardware Asset Management (HAM) solutions. This includes solution design, creating a data dictionary, writing process and procedure documentation, managing other contributors such as outside technical consultants/integrators, and training client and internal staff. It also includes traditional project management responsibilities such as maintaining a formal project plan, status and progress reporting, contract change request management, and issue escalation. Ultimately the ITAM Solution Implementer ensures that client engagements are completed on-time, on-budget, on-scope/price, and to the client's satisfaction.
   
   The ITAM Solution Implementer leads and oversees multiple client engagements at the same time, some of which may include subscription (multi-year) account support and on-going data quality management such as root cause analysis and correction. For subscription accounts, the position supports the clients in achieving targeted business outcomes (metrics) across the various value dimensions of ITAM which are: IT operations improvement, financial management, cyber/risk mitigation, compliance, and overall business agility. The ITAM Solution Implementer is a also a creative contributor to the design of asset-related reports and dashboards.
   
   The position also provides ITAM industry best practice direction and work-related guidance to involved parties. To enable consistency and quality as well as the profitable growth of the division, the ITAM Solution Implementer develops repeatable, scalable processes, templates, checklists, and other intellectual property.
   
   Secondary responsibilities include special projects and pre-sales support activities such as contributing to proposals, statements of work, and engagement pricing including obtaining any necessary quotes from qualified outside parties.
   
   Location/Community: MCPc is a global organization, but we are headquartered in Cleveland, OH which is a source of pride for everyone here at MCPc. MCPc has an unwavering commitment to the Northeast Ohio area and we show this through a culture of giving back to the community.
   
   

   Copy this example

   

5. Post your job

   There are a few common ways to find implementers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your implementer job on Zippia to find and attract quality implementer candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit implementers, 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.

   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.

   Sometimes, it's not enough to interview implementer 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 implementer

   Once you have selected a candidate for the implementer 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.

   To prepare for the new implementer 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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