How to hire a lead applier

How to hire a lead applier, step by step

Here's a step-by-step lead applier hiring guide:

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

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1. Identify your hiring needs

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

   A lead applier's background is also an important factor in determining whether they'll be a good fit for the position. For example, lead appliers 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.

   The following list breaks down different types of lead appliers and their corresponding salaries.

   Type of Lead Applier	Description	Hourly rate
   Lead Applier	Glaziers install glass in windows, skylights, and other fixtures in storefronts and buildings.	$28-97
   Glazier	Glaziers are professional artists who specialize in expressing their art using glass. They are responsible for measuring, cutting, and installing glass windows, window frames, skylights, solarium, and other structures... Show more	$11-25

2. Create an ideal candidate profile

   Common skills:

   • ABA
   • Autism
   • Behavior Analysis
   • Applied Behavior Analysis
   • BCBA
   • Behavioral Programs
   • Data Collection
   • EKG
   • Hazardous Materials
   • Safety Procedures

   Responsibilities:

   • Manage the behavior of students using the CPI training skills when necessary.
   • Train newly hire therapist in the applied behavior analysis (ABA) methodology.
   • Utilize databases, spreadsheets, Minitab, Matlab, SEM analysis to catalogue and coordinate experiment data.
   • Provide therapeutic crisis intervention base upon apply behavior analysis (ABA) targeting aggressive behaviors.
   • Apply 12 lead EKG for heart monitoring.
   • Debug the mappings using debugger option in informatica tool to validate the data conversion mapping.

3. Make a budget

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

   • Location. For example, lead appliers' average salary in district of columbia is 44% less than in new york.
   • Seniority. Entry-level lead appliers 70% less than senior-level lead appliers.
   • Certifications. A lead applier 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 lead applier's salary.

   Average lead applier salary

   $110,782yearly

   $53.26 hourly rate

   ---

   Entry-level lead applier salary

   $60,000 yearly salary

   Updated December 14, 2025

4. Writing a lead applier job description

   A job description for a lead applier 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 a lead applier job description:

   Lead applier job description example

   Thornton Tomasetti provides engineering design, investigation and analysis services to clients worldwide on projects of every size and level of complexity. We are a growing 1500+ person firm with 10 practices: Structural Engineering, Forensics, Applied Science, Renewal, Resilience, Construction Engineering, Protective Design and Security, Facade Engineering, Sustainability and Transportation. We work on everything from landmark buildings to small-scale specialty structures, from the historic to the high performing, while balancing multiple objectives, including form, function, schedule, sustainability, constructability and budget. TALENT is at the core of our business.
   
   Our Applied Science practice leverages a unique combination of technologies and expertise to engineer practical solutions to problems of national and international importance. We apply expertise in solid and fluid dynamics, materials science, acoustics, risk assessments, and computational simulation methods to solve complex problems. We perform research, mathematical modeling, software development, and design to manage risks to life safety in military platforms and installations, ships and submarines, critical infrastructure, tall buildings, public facilities, industrial and petrochemical plants, and automotive and airborne vehicles. Military, government, corporate, and academic clients value the validation of Applied Science's software and the critical insights gained from correlating analysis with testing
   
   The Role: We have an opportunity for an Associate Architect, responsible for leading all phases of architectural design and analysis for a variety of industrial and laboratory projects ranging from programming to construction administration. The primary focus of this role will be to attend site visits with Sandia National Laboratories (SNL) customers to learn the project scope and to write proposals/fees for new projects at SNL and other clients. Also included will be working with design team members to assemble a design package, attend site visits and meet with client engineers to discuss the design in review meetings.
   
   Duties: As an Associate Architect with us, you will lead projects and work with other design team members on various projects. You will work on the architectural design and coordination of various projects, involving industrial, and laboratory projects and associated building systems, as well as surveying and evaluating existing facilities. You will independently support the project team from the initial design through the construction stages of the projects.
   
   Team: You will work within multi-discipline project teams based around the US, to develop and deliver drawings and specification documents that meet client standards. You will lead and provide oversight of all architectural design and drawings prior to issuance. You will ensure client satisfaction by regularly communicating concepts and decisions with clients and the project team.
   Requirements:
   NCARB Licensed Architect.Professional degree from a NAAB-accredited program8+ years of relevant architecture experience. Knowledge of facilities, commercial, and/or laboratory design and construction, and industry standards and practices.Experience with IBC code, ADA, architectural programming, and preparation of bid documents.Experienced with AutoCAD and optionally REVITThe position requires the candidate to gain and hold US Security clearance.
   
   Thornton Tomasetti is proud to be an equal employment workplace. Individuals seeking employment at Thornton Tomasetti are considered without regards to age, ancestry, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, race, religion (including beliefs and practices or the absence thereof), sexual orientation, military or veteran status, or any other characteristic protected by federal, state, or local laws.
   
   (US Locations Only) In our culture of collaboration and innovation, we find we do our best work when we are together while minimizing the risks of COVID-19. For new hires at Thornton Tomasetti, we require COVID-19 vaccination to the extent allowed by access and permitted by government jurisdiction in your area and barring any religious or medically approved exemption.
   
   Thornton Tomasetti Global Terms of Use and Privacy Statement
   Carefully read these Terms of Use before using this website. Your access to and use of this website and application for a job at Thornton Tomasetti are conditioned on your acceptance and compliance with these terms.
   
   Please access the linked document by clicking here, select the country where you are applying for employment, and review. Before submitting your application you will be asked to confirm your agreement with the terms.

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5. Post your job

   To find the right lead applier 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 lead appliers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit lead appliers 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 lead applier job on Zippia to find and attract quality lead applier candidates.
   • Use niche websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit lead appliers, 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 lead applier

   Once you've decided on a perfect lead applier candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new lead applier. 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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