How to hire a junior network specialist

How to hire a junior network specialist, step by step

Here's a step-by-step junior network specialist hiring guide:

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

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1. Identify your hiring needs

   The junior network specialist 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

   A junior network specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, junior network specialists 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.

   This list presents junior network specialist salaries for various positions.

   Type of Junior Network Specialist	Description	Hourly rate
   Junior Network Specialist	Computer networks are critical parts of almost every organization. Network and computer systems administrators are responsible for the day-to-day operation of these networks.	$12-46
   Systems Administrator	Systems administrators are employees who oversee information technology infrastructures in the office. They are skilled information technology professionals who are knowledgeable about the company's network systems and other technology-related infrastructures... Show more	$28-48
   Administrator	Administrators are administrative professionals who oversee the whole office or department. They manage office activities and supervise administrative functions in the office... Show more	$22-54

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Client Service
   • Switches
   • Novell
   • Technical Support
   • Troubleshoot
   • PC
   • Symantec

   Responsibilities:

   • Lead the Linux desktop team in both training and deployment as well as end user support.
   • Create and resolve PC desktop problems using TrackIT ticketing.
   • Utilize Novell local area network utilities for user and network support.
   • Diagnose, troubleshoot, and resolve a wide range of hardware, software, and connectivity issues.
   • Conduct research using online federal regulations, review Medicare and Medicaid policy and guidelines to complete an accurate and well-support decision.
   • Assist in any ATM network connection issues.

3. Make a budget

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

   • Location. For example, junior network specialists' average salary in montana is 57% less than in hawaii.
   • Seniority. Entry-level junior network specialists earn 74% less than senior-level junior network specialists.
   • Certifications. A junior network specialist 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 junior network specialist's salary.

   Average junior network specialist salary

   $50,205yearly

   $24.14 hourly rate

   ---

   Entry-level junior network specialist salary

   $25,000 yearly salary

   Updated December 17, 2025

4. Writing a junior network specialist job description

   A junior network specialist 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. Below, you can find an example of a junior network specialist job description:

   Junior network specialist job description example

   Leidos is seeking a Network Transport Monitoring Analyst to support efforts for the NMCI/SMIT program to perform network engineering support for a broad range of programs including planning, designing, and evaluating various components of the Navy's NMCI network. Under the Service Management, Integration, and Transport portion of the SMIT program, the Leidos team will deliver the core backbone of the Navy-Marine Corps Intranet, including cybersecurity services, network operations, service desk, and data transport. Ultimately, Leidos will support the Navy in unifying its shore-based networks and data management to improve capability and service while also saving significant dollars by focusing efforts under one enterprise network.
   
   Network Transport Monitoring Specialist is responsible for monitoring and resolving events and incidents that affect network and service health across the Enterprise and documenting all relevant information and process steps.
   Primary Responsibilities
   
   + The Transport Monitor Team is responsible for monitoring events and incidents that affect Network Transport and service health across the Enterprise, documenting outage information including actions taken to respond to incidents, and resolve or escalate any outage.
   
   + The Current Operations Watch team monitors multiple Transport solutions (WLAN, LAN, and WAN) which are critical to the functionality of our users' ability to perform their mission on a daily basis.
   
   + Excellent verbal and written communication skills are a must.
   
   + Utilize internal systems to report incidents to leadership.
   
   + Create trouble tickets for incidents and events observed through monitoring tools or customer reports.
   
   + Performs initial assessment and triage on the criticality and impact of events and engages the appropriate processes and personnel if escalation outside OC is required.
   
   + Facilitates escalation to higher tiers as required.
   
   + Interact with outside vendors and specialist WAN/BAN teams to resolve WAN events and incidents
   
   + Ability to leverage knowledge of Vendor products used in the environment
   
   + Provides support to Site Operations and other external organizations through the use of problem resolution skills and independent decision making.
   
   + Maintains timely (5 minutes or less) response to network infrastructure warning, critical and fatal event alert notices.
   
   + Ensures the Critical Situation Manager is apprised of all details regarding any significant events or incidents.
   
   Basic Qualifications
   
   + Requires 1-2 years of prior relevant experience or training
   
   + US Citizen and DoD Secret Clearance
   
   + Minimum of DoD 8570.01 IAT Level II Certification required prior to onboarding: CompTIA Security+ CE, Cisco CCNA Security, ISC2 SSCP, GSEC, GICSP, or CYSA+ (See DoD 8570.01-M Appendix 3 for valid certifications)
   
   + Familiarity with ITIL best practices (ITIL Foundations)
   
   + Knowledgeable on tools used in an Enterprise organization that aids in Event Management; Incident Management and performance Management including experience with SNMP-based network monitoring tools
   
   + Worked in a DOD environment and understands customer communication
   
   + Experience in a data center environment
   
   + Familiarity with Network WAN and LAN Transport technologies, including MPLS, Routing Protocols, Cisco IOS and IOS XE, VLANs, VoIP, Subnet addressing, and switching protocols along with general troubleshooting concepts
   
   + Performs well under pressure and ability to calm end users
   
   + Hands-on Experience in working with DoD networks, including NIPR and SIPR
   
   + Willing to perform shift work
   
   + Shift 2: Sunday - Tuesday with every other Saturday 1800 - 0600 HST
   
   Preferred Qualifications
   
   + Prior military experience a plus; USMC or USN IT experience preferred
   
   + Experience working with networking technologies and data centers
   
   + Exceptional communication abilities, both verbal and written, including long-form business writing on complex topics
   
   + An entrepreneurial spirit with the ability to drive innovation independently; have a passion to improve at every opportunity
   
   + Ability to define program goals and roadmaps based on customer needs and strategic direction, and ensure that committed projects are delivered on schedule by the relevant team members
   
   + Ability to work in a matrix organization with other teams to resolve issues and communicate status effectively to peers, subordinates and program leadership
   
   + Motivated self-starter with strong written and verbal communication skills, and the ability to create complex technical reports on analytic findings
   
   Pay Range:Pay Range $36,400.00 - $56,000.00 - $75,600.00
   
   The Leidos pay range for this job level is a general guideline onlyand not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.
   
   REQNUMBER: R-00094721
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. Leidos will consider qualified applicants with criminal histories for employment in accordance with relevant Laws. Leidos is an equal opportunity employer/disability/vet.

   Copy this example

   

5. Post your job

   To find the right junior network specialist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with junior network specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit junior network specialists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your junior network specialist job on Zippia to find and recruit junior network specialist candidates who meet your exact specifications.
   • Use field-specific websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit junior network specialists, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   If your interviews with junior network specialist applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • 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 junior network specialist

   Once you've selected the best junior network specialist 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 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 junior network specialist 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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