How to hire a media developer

How to hire a media developer, step by step

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

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1. Identify your hiring needs

   The media developer 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

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

   Here's a comparison of media developer salaries for various roles:

   Type of Media Developer	Description	Hourly rate
   Media Developer	Web developers design and create websites. They are responsible for the look of the site... Show more	$22-40
   Java Programmer	Java programmers design and develop programs with the goal of not taking up too much data and less to almost no latency that can be useful to their users every day. They aim to write testable, well designed, and efficient computer codes... Show more	$29-49
   Software Development Engineer	A software development engineer is responsible for designing and developing software systems and applications based on clients' specifications and business needs. Software development engineers manage operating systems and analyze network codes to maintain the compatibility of the software applications and control systems... Show more	$38-70

   Show more

2. Create an ideal candidate profile

   Common skills:

   • JavaScript
   • CSS
   • Python
   • HTML
   • Video Production
   • Graphic Design
   • API
   • HTML5
   • Html Css
   • Adobe Creative Suite
   • UI
   • JQuery
   • Java
   • Animation

   Check all skills

   Responsibilities:

   • Manage and create updates to company website including graphics, animation and overall functionality.
   • Web and user experience design/development using XML, HTML, and CSS, JavaScript.
   • Develop client-side JavaScript and DHTML for several sites.
   • Produce dynamic content for AOL local channels coding in HTML and Tcl.
   • Supervise a team of html developers in updating and creatingcontent for students and educators.
   • Create interactive GUI which is used to classify any web page base on the language of its content.

   More media developer duties

3. Make a budget

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

   • Location. For example, media developers' average salary in florida is 33% less than in california.
   • Seniority. Entry-level media developers 44% less than senior-level media developers.
   • Certifications. A media developer 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 media developer's salary.

   Average media developer salary

   $63,241yearly

   $30.40 hourly rate

   ---

   Entry-level media developer salary

   $47,000 yearly salary

   Updated December 18, 2025

   Average media developer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$78,040	$38
   2	New York	$67,755	$33
   3	Illinois	$61,884	$30
   4	Georgia	$58,399	$28
   5	Massachusetts	$58,377	$28
   6	Indiana	$57,532	$28
   7	Texas	$56,057	$27
   8	Arkansas	$54,827	$26
   9	Colorado	$53,017	$25
   10	Florida	$49,960	$24

   Average media developer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Amazon	$109,676	$52.73	113
   2	Sony Interactive Entertainment America	$94,644	$45.50
   3	IBM	$82,978	$39.89	285
   4	Praxair	$79,757	$38.34
   5	CyberCoders	$73,319	$35.25
   6	WGBH	$72,970	$35.08	1
   7	COLLEGE OF SOUTHERN MARYLAND	$71,232	$34.25	1
   8	Sonalysts	$69,518	$33.42	1
   9	Sam Houston State University	$68,562	$32.96
   10	Indiana University Bloomington	$64,858	$31.18	3
   11	CAE	$64,507	$31.01	1
   12	University of Houston	$64,495	$31.01	2
   13	Dealmoon	$63,788	$30.67
   14	Cognizant	$63,625	$30.59	394
   15	The Home Depot	$55,702	$26.78	15
   16	B&H Photo Video	$51,042	$24.54
   17	University of South Florida	$48,742	$23.43	1
   18	Metropolitan State University of Denver	$43,372	$20.85	2
   19	American Museum of Natural History	$37,435	$18.00	1

4. Writing a media developer job description

   A media 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. Below, you can find an example of a media developer job description:

   Media developer job description example

   Located 45 minutes from the Nation's Capital, nestled in a history-rich community of southern Maryland, The College of Southern Maryland (CSM) is a two-time Aspen Award-winning institution (top 15% of Community Colleges) with academic programs in over 100 disciplines. CSM is among America's top 100 producers of Minority Associate Degrees in twenty categories, according to
   
   Diverse Issues in Higher Education. CSM offers excellent health insurance benefits; State Retirement Pension plan; wellness programs; Code Green early closure Fridays in the summer; college closure for spring break and several major holidays, including the week between Christmas and New Year; and for several days in March for Spring Break. We are an innovative institution committed to student success and well known for our flexibility to meet student and community needs.
   
   The individual in this position creates designs for various target audiences through electronic communications using state-of-the-art technology and software applications. The Developer creates designs specifically for the Internet, email platforms, e-marketing campaigns, social networking sites, and other multi-media outlets that are integrated with the College's current marketing initiatives. Multi-media designs are to include but are not limited to dynamic emails and newsletters, web pages, UTMs, personalized URLs (PURLs), digital ads, graphics for internal digital display, interactive pdfs, and more. This is a journey level position. The incumbent works under general supervision with moderate latitude for the use of initiative and independent judgement.
   
   The Media and Graphics Developer should also be capable of taking digital designs from concept to completion to support the Creative Services Director when necessary.
   
   College of Southern Maryland conducts background checks in order to ensure the safety and well-being of the College's staff and students. The final candidate for this position will be subject to the following background checks: Criminal History Check and Sex Offender Registry Check.
   
   This position is open until filled. The College of Southern Maryland is an Equal Opportunity Employer.
   Essential Functions:
   Promotes the college by consistently designing and producing creative and professional HTML email and multi-media designs that are mobile-friendly and ADA compliant using various computer platforms and software applications that are integrated with current marketing initiatives Coordinates with the Creative Services Director, Creative Services, Web Services, and Marketing team members, along with other college stakeholders, to take digital and multi-media designs from concept to completion Utilizes the department's project management system to produce proofs and communicate with team members and customers regarding email/project status, questions, etc. Produces and facilitates the use of emails and graphics for the Admissions, Continuing Education and Workforce Development areas of the college as necessary for customer recruitment and retention within each area's customer relations management (CRM) systems Coordinates with other departments on text messaging sends for recruitment or retention on behalf of Marketing Provides regular reporting from Google Analytics as needed for email and marketing campaign insights Regularly monitors and records, at specified intervals, number of emails sent, open rates, unique click through rates, and unsubscribes Maintains soft copy and electronic filing systems per the departments organizational processes, including bi-weekly, monthly, and quarterly reports Maintains a working knowledge of list management and mass email best practices Has knowledge of, stays current on, and continually utilizes best practices for email accessibility (ADA Compliance) Stays current with the latest trends in email and responsive (mobile) design Maintains a current knowledge of marketing metrics such as UTMs and digital tracking, Google Analytics, PURLs, and social media. Continually learns new software through manuals, webinars, online resources, conferences, seminars, and keeps up to date with software upgrades Co-manages the scheduling and content of internal monitor system in conjunction with other departments and campuses Edits copy to be appropriate for multi-media designs to support readability Proofreads and verifies copy as necessary to ensure accuracy of content and style using the college's Style Manual, AP Stylebook, and Webster's Dictionary Utilizes the college's website content management system (CMS) to create, edit, and publish web pages and content Additional Duties: Performs other related work as required Assists in the entire process of creating, organizing, proofing, and distributing emails Serves as backup for uploading lists and sending emails through Marketing's email service provider Assists other departments with templates, imagery, and graphics for digital materials as needed Attends departmental as well as other meetings as required Participates in training that will add to job knowledge Participates in college-sponsored activities, committees, etc. as time allows Anticipates future software needs Has an ability to design and produce various digital materials using Adobe Creative Suite as needed Works together with other members of the department in learning new software, and operation of new equipment BA in art or graphic design required; or, a bachelor's degree and relevant experience in multi-media and graphic design Knowledge, Skills and Abilities: Has a demonstrated proficiency in Client Side Coding (HTML, CSS, etc.) for email Thorough understanding of email marketing development tools and email service providers (e.g., Salesforce Marketing Cloud, Constant Contact) Proficient using software in the latest versions of Adobe's Creative Suite including Dreamweaver, Photoshop, Illustrator, InDesign, Acrobat, etc. Three years of experience in marketing for an agency, higher education institution, or business Demonstrated artistic talent and design capability as evidenced by a strong portfolio Understands and adheres to all pertinent copyright laws Grammar and proofreading skills Knowledge of Section 508 ADA Compliance (email accessibility) and CAN-SPAM law
   Physical Requirements:
   
   The work is sedentary work which requires exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly.
   
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   Copy this example

   

5. Post your job

   To find media developers 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 media developers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level media developers 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 media developer job on Zippia to find and recruit media developer candidates who meet your exact specifications.
   • Use field-specific websites such as dribbble, authentic jobs, working not working, coroflot.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit media developers, 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. You can move on to the technical interview if a candidate is good enough for the next step.

   If your interviews with media developer 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 media developer

   Once you've selected the best media 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 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 media developer. 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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