How to hire a lead uat

How to hire a lead uat, step by step

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

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1. Identify your hiring needs

   The lead uat 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?

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   Hiring the perfect lead uat 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 shows salaries for various types of lead uats.

   Type of Lead UAT	Description	Hourly rate
   Lead UAT		$38-62
   Quality Assurance Consultant	A quality assurance consultant specializes in recommending and optimizing quality-control procedures ensuring efficiency and smooth workflow. They typically conduct research and analysis to identify the strengths and weaknesses of current quality control operations, implement solutions on problem areas, review policies and regulations, and coordinate with other staff to gather necessary data, analyzing them to find new opportunities for improvement... Show more	$32-52
   Quality Assurance Engineer	A Quality Assurance Engineer's role is to oversee the overall production and ensure that the product is cost-efficient and aligns with the company's standards. The responsibility mainly revolves around conducting activities that examine and scrutinize the condition of a product or service to identify issues and come up with possible solutions to resolve the issue or attain stronger customer satisfaction... Show more	$29-52

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Test Cases
   • Test Plan
   • Status Reports
   • Test Scripts
   • Test Results
   • Test Execution
   • Jira
   • Regression
   • Test Strategy
   • Test Data
   • Test Scenarios
   • QA
   • Development Life
   • SharePoint

   Check all skills

   Responsibilities:

   • Manage resources and documents on SharePoint.
   • Lead test team to record and manage testers defects in SharePoint.
   • Used python to automate post processing performance results and debugging logs.
   • Maintain defect tracking and reporting using JIRA.
   • Work on SQL and PL/SQL and perform backend validations.
   • Design and execute scripts using QC locally and remotely.

3. Make a budget

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

   • Location. For example, lead uats' average salary in alabama is 39% less than in california.
   • Seniority. Entry-level lead uats 38% less than senior-level lead uats.
   • Certifications. A lead uat 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 uat's salary.

   Average lead uat salary

   $103,460yearly

   $49.74 hourly rate

   ---

   Entry-level lead uat salary

   $81,000 yearly salary

   Updated December 16, 2025

4. Writing a lead uat job description

   A lead uat 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 lead uat job description:

   Lead uat job description example

   Interfaces with the customer in developing requirements for major projects of considerable complexity; prepares system test design specifications; conducts research to resolve customer initiated issues related to core systems processing; and coordinates and manages project test resources in the development of large multi-system, multi-platform test project. Responsible for accurate and timely creation and execution of UAT test artifacts and tasks. May also assigns and manages the workload for a team of analysts on the project
   
   • Works closely with customer to develop test requirements for major projects of considerable complexity.
   • Prepares general system test design specifications.
   
   • Creates, reviews, analyzes and estimates project test requests.
   
   • Performs research and analysis of customer initiated inquiries and requests, utilizing technical tools as necessary to fully test reported issues/requirements .
   
   • Fields direct questions from Molina Operations Staff regarding business, technical and operations rules that may impact testing.
   
   • Develops technical tests to complex business and system problems.
   
   • Provides guidance for development teams through project testing as needed.
   
   • Provides excellent customer service to internal and external customers handling all aspects of client relations concerning testing for technical projects, including notifying the client of implementation schedules and co-ordination and assistance in presentation of results.
   
   • Provides leadership by mentoring others and sharing business and system knowledge.
   
   • Develops, reviews and validates test results per requirements.
   
   • Develops and documents a test plan that describes the testing steps and test cases needed to prove that the components of the solution work as expected for any and all solutions, including complex solutions
   
   • Creates, presents and executes functional and acceptance test cases in accordance with the requirements of the solution/project.
   
   • Manages complex project testing tasks from requirements review through deployment, including work assignment, prioritization, issue triage etc.
   
   • Understands other Molina changes in process that may impact the customer, and notifies the customer of such changes well ahead of their implementation.
   
   • Supports Integrated Test Facility (QA) as needed through audit and validation of testing wor completed.
   
   • Able to work in a project team setting while also able to complete tasks individually within the provided timeline or as needed, accelerated timeline to meet the desired deployment deadline.
   
   • Provides testing guidance to Business Systems Analysts as needed for the project.
   
   Job Qualifications
   
   REQU I RED ED U C A TI O N :
   
   Bachelor's Degree in Business Administration or Information Technology or equivalent combination of education and experience
   
   REQU I RED E X PE R I E N C E/KNOWLEDGE, SKILLS & ABILITIES:
   
   7 + years experience in a combination of applicable business and business systems
   
   PHY S I C AL DEM A N D S :
   
   W o rki n g en v i r o nm ent is g e n erally f a vo r a b le and li gh t i n g and t e m p erature are a d eq u at e . W o rk is g eneral l y p erf o r m ed in an o ff i ce e n v i r o n m ent in w h i c h t h ere is o n l y m i n i m al e x p o su r e to u np leasa n t a nd /o r ha z ar d o u s w o rki n g c o nd iti o n s. M u s t h a v e t h e a b ility t o s i t f o r l o n g p eri o d s. Rea s o n a b le acc om mo d a ti o n s m a y be m a d e to e n a b le in d i v i du als with d i sa b ilities t o p er f o r m t h e e ssential fu n cti o n .
   
   To all current Molina employees: If you are interested in applying for this position, please apply through the intranet job listing.
   
   Molina Healthcare offers a competitive benefits and compensation package. Molina Healthcare is an Equal Opportunity Employer (EOE) M/F/D/V.

   Copy this example

   

5. Post your job

   To find lead uats 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 lead uats they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level lead uats 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 lead uat job on Zippia to find and attract quality lead uat candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Recruiting lead uats 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.

   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 lead uat 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 lead uat

   Once you've decided on a perfect lead uat 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.

   To prepare for the new lead uat 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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