How to hire a junior test engineer

How to hire a junior test engineer, step by step

Here's a step-by-step junior test engineer 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 test engineer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new junior test engineer
• Step 8: Go through the hiring process checklist

What does a junior test engineer do?

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1. Identify your hiring needs

   First, determine the employments status of the junior test engineer you need to hire. Certain junior test engineer 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

   Hiring the perfect junior test engineer 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.

   This list presents junior test engineer salaries for various positions.

   Type of Junior Test Engineer	Description	Hourly rate
   Junior Test Engineer		$27-39
   Quality Assurance	The primary role of quality assurance specialists is to inspect the quality system's implementation and perform quality assurance audits. They are responsible for monitoring and recording results from procedures and processes within manufacturing industries... Show more	$13-44
   Test Analyst	The duties of a test analyst depend on one's line of work or industry of employment. In the information technology setting, a test analyst is responsible for testing computer software or hardware to ensure its quality before being released in the market... Show more	$26-42

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Java
   • Test Results
   • C #
   • C++
   • Linux
   • Test Scripts
   • Test Data
   • Test Procedures
   • Jira
   • Regression
   • Jenkins
   • Test Scenarios
   • Test Environment
   • UI

   Check all skills

   Responsibilities:

   • Involve in tracking the defects between components and managing them through QC tool.
   • Perform smoke testing, functional testing, front end testing, regression testing and also support client acceptance testing
   • Utilize sequential processing and single XML for transactions.
   • Identify, analyze, and document defects on Jira.
   • Used JIRA application to create and modify defects, change requests, enhancements.
   • Support senior testers in conducting QA and QC tests and in observing the results.

   More junior test engineer duties

3. Make a budget

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

   • Location. For example, junior test engineers' average salary in alabama is 31% less than in new hampshire.
   • Seniority. Entry-level junior test engineers 31% less than senior-level junior test engineers.
   • Certifications. A junior test engineer 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 a junior test engineer's salary.

   Average junior test engineer salary

   $69,443yearly

   $33.39 hourly rate

   ---

   Entry-level junior test engineer salary

   $57,000 yearly salary

   Updated December 19, 2025

   Average junior test engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$78,153	$38
   2	Washington	$74,430	$36
   3	California	$73,321	$35
   4	Massachusetts	$72,502	$35
   5	New York	$72,296	$35
   6	South Carolina	$71,630	$34
   7	Virginia	$71,256	$34
   8	Illinois	$69,622	$33
   9	Minnesota	$69,175	$33
   10	Arizona	$68,745	$33
   11	Oregon	$68,624	$33
   12	Colorado	$68,347	$33
   13	Ohio	$68,330	$33
   14	Michigan	$68,318	$33
   15	North Carolina	$68,128	$33
   16	Wisconsin	$68,108	$33
   17	Texas	$67,874	$33
   18	Georgia	$67,695	$33
   19	Arkansas	$67,344	$32
   20	Missouri	$66,431	$32

   Average junior test engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Sony Interactive Entertainment America	$100,044	$48.10
   2	Koch Industries	$90,496	$43.51
   3	TEOCO	$74,681	$35.90
   4	Randstad North America, Inc.	$74,338	$35.74	11
   5	Artech Realtors	$72,367	$34.79
   6	AML Communications	$72,337	$34.78
   7	Peraton	$72,294	$34.76	47
   8	The Blackstone	$71,477	$34.36	7
   9	Dovel Technologies	$71,334	$34.30
   10	Chenega	$71,133	$34.20	15
   11	Nes Holdings	$70,979	$34.12
   12	Cree	$70,952	$34.11	3
   13	Babcock	$70,782	$34.03
   14	PeopleTec	$70,691	$33.99	2
   15	Blue Origin	$68,722	$33.04	79
   16	Wipro Limited	$68,366	$32.87	20
   17	Kforce	$68,146	$32.76	38
   18	QinetiQ North America	$67,763	$32.58
   19	SimVentions	$67,342	$32.38	2
   20	Parsons	$67,332	$32.37	27

4. Writing a junior test engineer job description

   A junior test engineer 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 junior test engineer job description:

   Junior test engineer job description example

   ASRC Federal NetCentric is a premier provider of systems engineering, software engineering, system integration and product support services for Army C5ISR mission-critical systems.
   We are seeking a Junior Test Engineer to support Project Manager, Positioning Navigation and Timing (PM PNT) Systems Engineering and Technical Assistance (SETA) Support Services by providing administrative, business management, programmatic, contracting, information technology (IT), program management, engineering, logistics, test and evaluation (T E), training, operations, security, technology protection, foreign military sales, and acquisition and strategic planning services.
   
   Roles/Responsibilities:
   
   The Junior Test Engineer will be responsible for performing the following:
   
   Assist in the development of classified and unclassified test programs, plans, and procedures, conduct testing, and evaluate and document the results in briefings and reports for PM PNT products and PNT supported clients and platforms. This testing may include: cybersecurity, hardware and software components, subsystem and system level development, system compatibility, acceptance, functional, integration, full qualification, field, environmental and stress screening, electromagnetic interference, electromagnetic compatibility and TEMPEST. Participate in planning and conducting classified and unclassified test efforts for PM PNT products and PNT supported clients and platforms. Develop, review, comment and staff test documentation. Provide classified and unclassified briefing materials, updates, and attend technical and program reviews. Participate in IPTs and working groups; and provide inputs to IMSs, risks, and budgeting processes. Assist in drafting SOOs, SOWs, PWSs, performance specifications, and associated solicitation documentation and provide technical advice and assistance regarding proposal evaluation. Participate in classified (Secret and Top Secret) meetings, as required.
   
   Requirements
   
   Bachelor's degree in engineering and 3 years of experience in testing for the Department of Defense (DoD) or DoD products OR a master's degree with 1 year of experience in testing for the DoD or DoD products. Current Top Secret clearance.
   
   **COVID-19 Vaccination Requirement Statement
   
   The COVID-19 vaccination requirement in Executive Order 14042 and FAR 52.223-99 is currently not effective. But please note that if those or other related requirements become effective, positions will require successful candidates to obtain and show proof of COVID-19 vaccination(s). ASRC Federal is an equal opportunity employer and will provide reasonable accommodation to those individuals who are unable to be vaccinated consistent with federal, state, and local law.
   
   EEO Statement
   
   ASRC Federal and its Subsidiaries are Equal Opportunity / Affirmative Action employers. All qualified applicants will receive consideration for employment without regard to race, gender, color, age, sexual orientation, gender identification, national origin, religion, marital status, ancestry, citizenship, disability, protected veteran status, or any other factor prohibited by applicable law.

   Copy this example

   

5. Post your job

   To find junior test engineers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any junior test engineers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level junior test engineers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your junior test engineer job on Zippia to find and recruit junior test engineer 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

   Your first interview with junior test engineer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   Sometimes, it's not enough to interview junior test engineer 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 junior test engineer

   Once you have selected a candidate for the junior test engineer 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 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.

   After that, you can create an onboarding schedule for a new junior test engineer. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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