How to hire a migration specialist

How to hire a migration specialist, step by step

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

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1. Identify your hiring needs

   The migration 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

   Hiring the perfect migration specialist 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.

   The following list breaks down different types of migration specialists and their corresponding salaries.

   Type of Migration Specialist	Description	Hourly rate
   Migration Specialist	Computer support specialists provide help and advice to people and organizations using computer software or equipment. Some, called computer network support specialists, support information technology (IT) employees within their organization... Show more	$20-50

2. Create an ideal candidate profile

   Common skills:

   • Desktop Support
   • Azure
   • SharePoint
   • Customer Service
   • PowerShell
   • PC
   • SQL Server
   • Migration Process
   • Technical Support
   • Windows XP
   • SCCM
   • Linux
   • Troubleshoot
   • Java

   Check all skills

   Responsibilities:

   • Used LDAP / LDIF scripts to automate the provisioning of groups and users.
   • Utilize VNC remote control solution in support financial industry applications while employing remedy call tracking system to manage problem tickets.
   • Work on automating tasks using PowerShell for SCOM and SCCM for server reporting and maintenance.
   • Test connectivity with Unix platforms.
   • Format hard drive and install OS and device drivers.
   • Automate, where possible, server deployment using PowerShell.

   More migration specialist duties

3. Make a budget

   Including a salary range in your migration specialist job description helps attract top candidates to the position. A migration specialist salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a migration specialist in Tennessee may be lower than in Rhode Island, and an entry-level migration specialist usually earns less than a senior-level migration specialist. Additionally, a migration specialist with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average migration specialist salary

   $67,228yearly

   $32.32 hourly rate

   ---

   Entry-level migration specialist salary

   $43,000 yearly salary

   Updated December 16, 2025

   Average migration specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Pennsylvania	$84,503	$41
   2	Massachusetts	$80,945	$39
   3	Virginia	$77,243	$37
   4	Nevada	$74,486	$36
   5	North Carolina	$73,422	$35
   6	Washington	$73,186	$35
   7	District of Columbia	$72,707	$35
   8	Maryland	$71,575	$34
   9	New York	$70,501	$34
   10	New Jersey	$70,406	$34
   11	California	$68,390	$33
   12	South Carolina	$67,387	$32
   13	Georgia	$66,640	$32
   14	Michigan	$66,483	$32
   15	Louisiana	$61,289	$29
   16	North Dakota	$60,293	$29
   17	Minnesota	$59,589	$29
   18	Oregon	$59,111	$28
   19	Florida	$56,757	$27
   20	West Virginia	$56,112	$27

   Average migration specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	NTT Data International L.L.C.	$101,298	$48.70	63
   2	Zillion Technologies	$96,167	$46.23	6
   3	ServiceNow	$85,244	$40.98	6
   4	Accenture	$84,208	$40.48	25
   5	Cognosante	$80,537	$38.72
   6	PepsiCo	$79,733	$38.33	7
   7	Deloitte	$79,042	$38.00	511
   8	PC Network	$75,587	$36.34
   9	Amazon	$72,483	$34.85	126
   10	Hewlett Packard Enterprise	$71,290	$34.27	16
   11	Hexagon US Federal	$68,719	$33.04
   12	Mitel	$68,365	$32.87
   13	Slack	$67,846	$32.62
   14	Salesforce	$67,355	$32.38
   15	Rutgers University	$64,894	$31.20	12
   16	Oracle	$63,917	$30.73	635
   17	Business Impact Group	$63,731	$30.64	2
   18	CyberGrants	$60,893	$29.28
   19	Randstad North America, Inc.	$56,601	$27.21	9
   20	Robert Half	$55,122	$26.50	155

4. Writing a migration specialist job description

   A good migration specialist job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a migration specialist job description:

   Migration specialist job description example

   PCN's is recruiting for an Infoblox migration specialist, for our DDI Expert+ Service. This is a WORK FROM HOME opportunity. Support our customer's Microsoft DNS/DHCP to Infoblox migration..
   
   The "+” in our DDI Expert+ service means that you will be actively backed up by PCN's world-class DDI Architecture & PMO teams for documentation, consultation, escalations & peer review.
   
   Candidate Must have: Expertise designing, transforming, managing, and migrating complex Infoblox Environments.
   Been technical lead & completed at least 3 Infoblox implantations/migrations.
   Expert understanding of Network Services, DNS, DHCP, ISC BIND, NTP and TCP/IP
   5-10 years Designing/Build/Migration experience of complex DDI systems in enterprise environments.
   Experience architecting, implementing, and configuring OEM platforms such as InfoBlox, BlueCat or VitalQIP is a plus.
   Experience with Microsoft DDI and Open-source DDI (ISC BIND and ISC DNS, etc.) Desired.
   Proven experience planning and executing migrations to or from any of the various DDI OEM platforms
   Perl and Python scripting is desired
   Knowledge of switches, routers, load balancers and firewalls and their interactions with DDI is a must.
   Network Operating Systems: MS Active Directory, Linux, UNIX, etc.
   
   PCN is a recognized leader in the managed DDI space with world-class capabilities to design, deliver, and manage modern, scalable, resilient, and secure DDI solutions. PCN's Security Management system is ISO27001 certified. Our architects and engineers are certificated across most major DDI OEMs, and have significant experience designing, building, migrating, and performing day-to-day operations of DDI environments for global enterprises.
   
   This position requires a successful drug screen and background check. To be considered for the position you must be eligible to work in the United States without sponsorship. We do not provide relocation assistance.
   
   Be a Part of the PCN Team
   Inquisitive. Honest. Collaborative. Our customers use these words to describe the PCN team. We understand that our employees are the foundation of our success now and in the future. Because of this, we encourage our team members to be individuals, supporting teamwork, entrepreneurism, and authenticity. We look for individuals who seek enriching experiences and challenges in their projects and career. Our philosophy of a successful employee includes making resources and tools readily available such as mentors and continuing education to facilitate long term success.
   
   PCN is a dynamic IT services company, headquarter in the greater Philadelphia area and serving clients and partners globally. We support our customers in over 20 countries and strive to be the top DDI managed service provider in the world. Visit our website www.PCN-inc.com for more information.
   
   Equal Employment Opportunity Policy Statement
   PC Network provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. PC Network complies with applicable laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation and training.
   
   PC Network expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of PC Network employees to perform their job duties may result in discipline up to and including termination.
   COVID-19 Vaccination Policy:
   Consistent with its duty to provide and maintain a workplace that is free of recognized hazards, PC Network Inc. (PCN) has adopted a MANDATORY Covid-19 Vaccination Policy for Employees. This policy applies to all PCN employees (regular full-time and part-time, temporary employees, and individuals receiving offers of employment in any of these categories) and contractors that work in PCN's or our customer/partner offices. All contractors, including individual contractors, are required to certify that they have verified and documented the same information as PCN requires from direct employees in order to comply with this requirement.
   For purpose of compliance with this policy, an employee is considered to have completed the Covid-19 vaccination two weeks after the receipt of either the single dose or 2-shot vaccine series to enable antibodies to develop. Individuals receiving offers of employment will be required to comply with this policy prior to the commencement of employment.
   Individuals receiving offers of employment are required to timely comply with this policy prior to the commencement of employment by providing proof of a completed vaccination. Individuals receiving offers of employment from PCN who do not timely comply with this policy will have their offer of employment rescinded. Any falsification of vaccine information will subject an employee to potential disciplinary action up to and including termination of employment.

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5. Post your job

   There are a few common ways to find migration specialists for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your migration specialist job on Zippia to find and recruit migration specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit migration specialists, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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.

   While interviews are great, you will only sometimes learn enough from a conversation with a migration specialist applicant. In those cases, having candidates complete a test project can go a long way in figuring out who's the most likely to succeed in the role. If you aren't a technical person and 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 migration specialist

   Once you have selected a candidate for the migration specialist 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new migration specialist. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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