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How to hire a job developer

Job developer hiring summary. Here are some key points about hiring job developers in the United States:

  • HR departments typically spend 15% of their expenses on recruitment.
  • It usually takes about 12 weeks for a new employee to reach full productivity levels.
  • It typically takes 36-42 days to fill a job opening.
  • The median cost to hire a job developer is $1,633.
  • Small businesses spend an average of $1,105 per job developer on training each year, while large companies spend $658.
  • There are currently 7,020 job developers in the US and 93,354 job openings.
  • New York, NY, has the highest demand for job developers, with 477 job openings.
  • New York, NY has the highest concentration of job developers.

How to hire a job developer, step by step

To hire a job developer, you should clearly understand the skills and experience you are looking for in a candidate, and allocate a budget for the position. You will also need to post and promote the job opening to reach potential candidates. Here's a step-by-step guide on how to hire a job developer:

Here's a step-by-step job developer hiring guide:

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

What does a job developer do?

A job developer advertises job placement services by developing promotional materials and marketing content. Besides serving as a leader employee to other staff members, a job developer also works hand-in-hand with staff members and the organization to monitor and coordinate targeted job fairs, employer panels, and recruitment days. These professionals attend advisory committees with internship coordinators, where they give advice relating to the organization and control of the employment trends. Moreover, job developers work hand-in-hand with employers during the employment process and update the faculty or appropriate staff about the results.

Learn more about the specifics of what a job developer does
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  1. Identify your hiring needs

    Before you start hiring a job developer, 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?

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

    This list shows salaries for various types of job developers.

    Type of Job DeveloperDescriptionHourly rate
    Job DeveloperSchool counselors help students develop academic and social skills and succeed in school. Career counselors assist people with the process of making career decisions by helping them develop skills or choose a career or educational program.$30-54
    Student AdvisorA student advisor is responsible for supporting the students' personal growth and development by guiding them on their learning processes and educational goals. Student advisors provide regular counseling for the students to analyze their career aspirations, identify their strengths and weaknesses, and strategize learning plans to address those difficulties... Show more$14-25
    Student MentorA student mentor is responsible for guiding the students on their educational and professional development by encouraging the students to reach their maximum potential, helping them with their study habits and academic concerns. Student mentors widen the social connection of the students by recommending them to join school activities and other educational organizations... Show more$11-23
    Show more

  2. Create an ideal candidate profile

    Common skills:
    • Excellent Interpersonal
    • Rehabilitation
    • Hudson
    • Local Employers
    • Developmental Disabilities
    • Resume Preparation
    • Vocational Training
    • Training Programs
    • Cold Calls
    • Management System
    • Competitive Employment
    • Mock Interviews
    • Arranging Interviews
    • Community Resources
    Check all skills
    Responsibilities:
    • Manage workers' comp claims; personnel records; administer employee benefits enrollment; payroll; vacation and holiday compensation.
    • Develop and manage grant-fund and other projects, including producing PowerPoint presentations to highlight progress for stakeholder groups and funding agencies.
    • Manage payroll, benefits and insurance administration.
    • Develop and manage TANF participants participating in WEP participation.
    • Utilize aforementioned partnerships to assist TANF recipients in obtaining employment which lead to career advancement and case closure.
    • Create and present PowerPoint sessions and deliverable content in LinkedIn, interviewing, and other career management skills.
    More job developer duties

  3. Make a budget

    Including a salary range in the job developer job description is a good way to get more applicants. A job developer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

    For example, the average salary for a job developer in West Virginia may be lower than in California, and an entry-level engineer typically earns less than a senior-level job developer. Additionally, a job developer with lots of experience in the field may command a higher salary as a result.

    Average job developer salary

    $85,236yearly

    $40.98 hourly rate
    Entry-level job developer salary
    $63,000 yearly salary
    Updated December 5, 2025

    Average job developer salary by state

    RankStateAvg. salaryHourly rate
    1California$126,471$61
    2Washington$110,560$53
    3Virginia$92,920$45
    4New York$92,861$45
    5District of Columbia$92,684$45
    6Massachusetts$92,581$45
    7New Jersey$90,468$43
    8Texas$81,256$39
    9Pennsylvania$80,069$38
    10Colorado$79,415$38
    11North Carolina$79,130$38
    12Arizona$79,044$38
    13Georgia$78,553$38
    14Minnesota$76,894$37
    15Delaware$76,411$37
    16Rhode Island$74,460$36
    17Missouri$72,695$35
    18Arkansas$72,167$35
    19Illinois$68,366$33
    20Michigan$67,698$33

    Average job developer salary by company

    RankCompanyAverage salaryHourly rateJob openings
    1Credit Karma$156,848$75.41
    2The Citadel$156,664$75.321
    3Meta$145,099$69.7615
    4Netflix$138,218$66.45
    5Pacific Investment Management Company LLC$138,040$66.375
    6Roku$137,579$66.14
    7Twitter$136,859$65.80
    8Google$135,819$65.3027
    9Jane Street$135,443$65.121
    10Apple$134,897$64.8525
    11King Street Capital Management$132,673$63.79
    12Microsoft$132,232$63.571
    13Snowflake Computing$131,979$63.45
    14Atlassian$131,920$63.42
    15Algolia$130,761$62.87
    16Neuberger Berman$130,483$62.733
    17First Republic Bank$130,213$62.60
    18Neighborly$129,714$62.36
    19BlueCrest Capital Management$129,411$62.22
    20AQR Capital Management$129,183$62.11

  4. Writing a job developer job description

    A job developer 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 job developer job description:

    Job developer job description example


    + Design/develop and Consume 3 rd party APIs


    + Embody FROSCH Core Values at all times: Respect, Integrity, Excellence, Communication, Commitment and Delivering the Unexpected


    **REQUIRED** **COMPETENCIES**


    + Proficiency with fundamental front-end languages such as HTML, CSS, and JavaScript.


    + Proficiency with server-side languages such as Python, Ruby, Java, PHP, and .Net.


    + Familiarity with JavaScript frameworks such as Angular JS, React, and Amber.


    + Familiarity with database technology such as .NET Core, GraphQL/Restful Web Services, SQL and Object Orientation.


    + Must have experience as a backend coding experience C# / .NET.


    + Must have experience in MS SQL Server in developing applications.


    + Must have experience with git, unit testing, Dev Ops, CI/CD


    + Have experience with authentication protocols SAML and JWT


    + Experience with Docker and Azure are a bonus


    + Azure Cloud native application development experience is a plus (cloud services such web jobs, functions, app services etc)


    + Strong organizational and project management skills.


    + Excellent verbal communication skills.


    + Good problem-solving skills.


    + Attention to detail


    **EDUCATION & EXPERIENCE**


    + BS or equivalent - Computer Science or some Engineering degree


    + Any online or additional education acquired to keep up with new technologies/coding practices


    JPMorgan Chase & Co., one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.


    We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.


    The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.


    As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. Employees are expected to follow the Firm's current COVID-19 or other infectious disease health and safety requirements, including local requirements. Requirements include sharing information including your vaccine card in the firm's vaccine record tool, and may include mask wearing. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests as required by applicable law.


    Equal Opportunity Employer/Disability/Veterans


  5. Post your job

    There are a few common ways to find job developers 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 job developer job on Zippia to find and recruit job developer candidates who meet your exact specifications.
    • Use field-specific websites.
    • Post a job on free websites.

  6. Interview candidates

    Recruiting job developers 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.

    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 job developer

    Once you've selected the best job developer 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.

    To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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How much does it cost to hire a job developer?

Before you start to hire job developers, it pays to consider both the one-off costs like recruitment, job promotion, and onboarding, as well as the ongoing costs of an employee's salary and benefits. While most companies that hire job developers pay close attention to the initial cost of hiring, ongoing costs are much more significant in the long run.

You can expect to pay around $85,236 per year for a job developer, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for job developers in the US typically range between $30 and $54 an hour.

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Updated December 5, 2025

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