How to hire an instructional developer/designer

How to hire an instructional developer/designer, step by step

Here's a step-by-step instructional developer/designer hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an instructional developer/designer, 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 instructional developer/designer 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.

   Here's a comparison of instructional developer/designer salaries for various roles:

   Type of Instructional Developer/Designer	Description	Hourly rate
   Instructional Developer/Designer	Instructional coordinators oversee school curriculums and teaching standards. They develop instructional material, coordinate its implementation with teachers and principals, and assess its effectiveness.	$20-40
   Curriculum Writer	Curriculum writers are professionals who are responsible for developing new academic instructional materials, lessons, and activities to be used by teachers or instructional staff from school districts, media companies, and other businesses. These writers are required to conduct professional development sessions for all staff about the design and changes in the new curriculum... Show more	$16-45
   Curriculum Coordinator	A curriculum coordinator facilitates the development and implementation of curriculums at schools, colleges, and other organizations that offer learning services. They primarily assist teachers in improving school curriculums by conducting research and assessments, monitoring students' academic progress, developing learning resources and materials, coordinating with internal and external parties, promoting educational programs, and securing the supplies that the curriculum requires... Show more	$16-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Subject Matter Experts
   • Instructional Design
   • Blended Learning
   • Project Management
   • ELearning
   • Articulate Storyline
   • PowerPoint
   • Learning Solutions
   • Training Materials
   • Learning Management System
   • Graphic Design
   • Course Content
   • SMEs
   • Training Programs

   Check all skills

   Responsibilities:

   • Lead the virtualization of military training exercises and provide periods of instruction using virtual simulations.
   • Assess needs and create eLearning modules specific to learning objectives, always ensuring compliance with educational requirements and guidelines.
   • Assist SME in updating PowerPoint presentation relate to the content.
   • Design, develop, and program online courses using HTML editor Dreamweaver.
   • Design universe updates using SQL, objects, classes, and joins.
   • Partner with department managers and SMEs in the design and development of specific product training.

   More instructional developer/designer duties

3. Make a budget

   Including a salary range in your instructional developer/designer job description is a great way to entice the best and brightest candidates. An instructional developer/designer salary can vary based on several factors:

   • Location. For example, instructional developer/designers' average salary in mississippi is 47% less than in district of columbia.
   • Seniority. Entry-level instructional developer/designers earn 49% less than senior-level instructional developer/designers.
   • Certifications. An instructional developer/designer 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 an instructional developer/designer's salary.

   Average instructional developer/designer salary

   $61,258yearly

   $29.45 hourly rate

   ---

   Entry-level instructional developer/designer salary

   $43,000 yearly salary

   Updated January 20, 2026

   Average instructional developer/designer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$81,122	$39
   2	California	$81,012	$39
   3	New York	$76,849	$37
   4	Delaware	$71,837	$35
   5	Washington	$71,609	$34
   6	Pennsylvania	$70,471	$34
   7	Virginia	$69,638	$33
   8	Massachusetts	$69,591	$33
   9	Georgia	$66,369	$32
   10	New Jersey	$65,891	$32
   11	Minnesota	$64,196	$31
   12	Illinois	$63,112	$30
   13	Colorado	$61,562	$30
   14	Maryland	$60,300	$29
   15	New Mexico	$58,381	$28
   16	Florida	$57,588	$28
   17	Texas	$56,932	$27
   18	Ohio	$54,498	$26
   19	Oregon	$53,413	$26
   20	South Carolina	$46,334	$22

   Average instructional developer/designer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Morgan Stanley	$91,363	$43.92	32
   2	NTT Data International L.L.C.	$84,828	$40.78	86
   3	Booz Allen Hamilton	$83,875	$40.32	30
   4	Skire	$72,600	$34.90
   5	Research Foundation of The City University of New York	$71,911	$34.57
   6	Capital One	$69,328	$33.33	47
   7	M Financial Group	$66,832	$32.13
   8	Iatric Systems	$66,438	$31.94
   9	Savannah College of Art and Design	$64,866	$31.19	3
   10	USAA	$64,855	$31.18
   11	Johns Hopkins University	$63,934	$30.74	2
   12	Univ Of Colorado-Colorado Spgs	$63,810	$30.68
   13	Denver Public Schools	$62,377	$29.99	4
   14	University of Colorado	$62,113	$29.86	24
   15	Cardinal Financial	$62,044	$29.83
   16	LG-TEK	$61,787	$29.71
   17	ListenFirst	$61,095	$29.37
   18	The Cincinnati Insurance Companies	$61,037	$29.34
   19	NANA	$60,693	$29.18	10
   20	Minnesota State Fair	$60,595	$29.13	1

4. Writing an instructional developer/designer job description

   A job description for an instructional developer/designer role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an instructional developer/designer job description:

   Instructional developer/designer job description example

   If you're one of the best and brightest, a highly motivated innovator, a fast worker, and a fierce competitor, you may be just the person we're looking for! Entrata's Knowledge and Education Department is looking for an Instructional Designer / Developer based in our Lehi, Utah, HQ. This individual will be a key team member in creating Entrata's first-ever Client Certification Program. The Instructional Designer / Developer for this program will conceptualize, strategize, and implement a certification for adult learners. This will involve creating a new team and department processes for course production and publication. This individual will be expected to manage and work on multiple projects simultaneously while completing them within specified timelines. They will collaborate with subject matter experts to understand product functionality.
   
   The ideal candidate is excited to be the expert, produce creative and professional e-learning programs, focused on outcomes vs. outputs, and have an innovative mindset in order to build something never before seen at Entrata.
   
   ResponsibilitiesConceptualize, design, and develop training content, including video and course content, assessments, scenario-based training, interactive elements, and other training materials Lights, Camera, Action! Plan and direct video production shoots for training videos and course content Use a variety of multimedia technology and authoring tools to build content that engages the audience, increases retention, transfers skill/knowledge, and drives sustained behavior change Maintain knowledge of new learning approaches, technology, and measurement tools through continual research to ensure that our solutions deliver innovation Collaborate with colleagues and support projects that drive team initiatives and larger organizational goals Design and create motion graphics for use in content related to a variety of products
   
   Preferred QualificationsBachelor's degree or higher in Instructional Design or related field or equivalent work experience2+ years experience using eLearning development tools. Articulate Storyline 360 experience is a must; Articulate Rise and Adobe Captivate experience are helpful.2+ years experience with capturing images and using screen capture tools such as Snagit2+ years experience with video production and editing using tools such as Premiere or Final Cut ProAdobe After Effects experience a plus Must have 2+ years experience developing training content for business software and/or technical software topics for eLearning and adults. Ability to add creativity and design elements to the development process Exceptional verbal and written communication skills Works well in a team environment, with the ability to work independently Strong project management and organizational skills with the ability to plan project tasks/events and execute the timeline
   
   Minimum Qualifications2+ years experience using eLearning development tools like Articulate Storyline or Adobe Captivate2+ years of experience with video production and editing using tools such as Adobe Premiere or Final Cut Pro2+ years experience developing training content for business software and/or technical software topics for eLearningExcellent project management and prioritization skills with the ability to meet tight deadlines Bachelor's degree in a relevant field or equivalent work experience
   
   BenefitsMedical, Dental, and Vision Benefits 401K with MatchingLife InsuranceFlexible Spending AccountShort-term and Long-term Disability
   
   When Entrata claims “Be the Joneses'' as one of our core values, we mean what we say. We have been setting the standard for property management technology for nearly 20 years and continue to lead innovation in an industry that provides housing to tens of thousands of apartment communities around the world. People who come to work at Entrata are the Real Deal: straight-talking, forward-thinking, hard workers who come together both to collaborate and to have a good time.
   
   But members of the 'Jones Family' aren't just smart and ambitious, they're the living embodiment of another core Value: “Be Excellent to Each Other.” Entrata is dedicated to creating a workplace where a diverse and inclusive team thrives in an environment free from discrimination. We provide equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, protected veteran status, or any other applicable characteristics protected by law.
   It's a great place to work; a place where we live by the words “Business in the Front, Party in the Back.” Will you join us?

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit instructional developer/designers, 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 instructional developer/designer

   Once you've found the instructional developer/designer 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 instructional developer/designer 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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