How to hire a performance tester

How to hire a performance tester, step by step

Here's a step-by-step performance tester hiring guide:

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

What does a performance tester do?

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1. Identify your hiring needs

   First, determine the employments status of the performance tester you need to hire. Certain performance tester 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

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

   This list presents performance tester salaries for various positions.

   Type of Performance Tester	Description	Hourly rate
   Performance Tester		$32-53
   Quality Analyst	Pumpers are individuals who take responsibility for setting the pumping system controls for product maximization. Their job requires them to set density, concentration, rate, and pressure... Show more	$26-44
   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:

   • Test Results
   • Java
   • Web Services
   • JMeter
   • Test Data
   • Test Plan
   • Load Test
   • Test Cases
   • QA
   • Performance Test Scenarios
   • SQL Server
   • Test Execution
   • Unix
   • Test Strategy

   Check all skills

   Responsibilities:

   • Manage SharePoint inter-office documentation in relation to projects and internal processes.
   • Used Linux and Unix commands to highly to check if every thong on the server is working fine.
   • Perform configuration and troubleshooting of QA test environment through various modifications and upgrades.
   • Update XML documents for new requirements for the user.
   • Develop java web application scripts and execute in load runner.
   • Implement a full transaction engine using XML messaging/dialog from scratch.

   More performance tester duties

3. Make a budget

   Including a salary range in your performance tester job description helps attract top candidates to the position. A performance tester 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 performance tester in Kansas may be lower than in Delaware, and an entry-level performance tester usually earns less than a senior-level performance tester. Additionally, a performance tester 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 performance tester salary

   $88,120yearly

   $42.37 hourly rate

   ---

   Entry-level performance tester salary

   $68,000 yearly salary

   Updated December 13, 2025

   Average performance tester salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$109,027	$52
   2	Delaware	$103,107	$50
   3	Connecticut	$102,777	$49
   4	Washington	$100,624	$48
   5	Maryland	$100,007	$48
   6	Michigan	$93,793	$45
   7	North Carolina	$93,683	$45
   8	Virginia	$92,912	$45
   9	New Jersey	$92,195	$44
   10	Pennsylvania	$88,504	$43
   11	Ohio	$87,501	$42
   12	Texas	$87,002	$42
   13	Massachusetts	$86,853	$42
   14	New York	$86,409	$42
   15	Arizona	$84,972	$41
   16	Florida	$83,355	$40
   17	Missouri	$81,595	$39
   18	Georgia	$81,406	$39
   19	Indiana	$79,779	$38
   20	Illinois	$79,540	$38

   Average performance tester salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Populus Group	$103,010	$49.52
   2	Elevance Health	$98,799	$47.50
   3	Randstad North America, Inc.	$97,473	$46.86	8
   4	Indotronix Avani Group	$97,106	$46.69	2
   5	Ascendum	$96,465	$46.38	1
   6	Arcus	$96,315	$46.31
   7	Net2Source	$96,306	$46.30
   8	Amdocs	$96,169	$46.24
   9	Maganti IT Resources	$96,018	$46.16	4
   10	DXC Technology	$95,420	$45.88
   11	System One	$95,022	$45.68	9
   12	Magna International	$94,870	$45.61	6
   13	Cardinal Peak	$94,018	$45.20
   14	Eaton & Associates	$93,952	$45.17
   15	InnovaPath	$93,325	$44.87
   16	Optomi	$93,325	$44.87
   17	Advanced Technology	$93,325	$44.87
   18	System Soft Technologies India Pvt	$93,323	$44.87
   19	Unicom Inc.	$93,250	$44.83
   20	Berkshire Hathaway HomeServices The Preferred Realty	$93,213	$44.81

4. Writing a performance tester job description

   A performance tester 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 performance tester job description:

   Performance tester job description example

   GovCIO is a team of transformers--people who are passionate about transforming government I.T. We believe in making a difference by developing digital strategies and delivering the technology-related innovation that improves governmental operations each day.
   
   But we can't do it alone. We welcome and nurture an inclusive and diversified work culture. Because different backgrounds, experiences, abilities, and perspectives make us better decision-makers, problem solvers, and creators. We're changing the face of I.T. - from our diverse staff to the end-products we develop. And we're excited to expand our team. Are you ready to be a transformer?
   Responsibilities
   
   * Design, execute, and report results of performance tests.
   * Perform integration testing of software and hardware for DEA classified, and SBU systems.
   * Ensure the QA and testing approach references all known vulnerabilities and best practices.
   * Conduct and report testing using a repeatable process based on industry best practices.
   * Ensure testing is incorporated into the overall effort, including automated testing in the CI/CD pipelines using Agile and DevSecOps practices.
   * Maintain testing lab environments for system integration and testing.
   * Leverage VMware virtualization to provide production-like DEA classified and SBU test environments for use by engineering, integration, and development teams.
   * Provide systems administration and operations support.
   * Maintain configuration and performance (uptime) for the Integration and Performance Lab to enable the accurate evaluation, integration, testing, and packaging for deployment.
   * Maintain and update the pre-production and test environment, that contains production data, to maintain production environment alignment.
   * Test new deployments and system changes in the lab and pre-production test environment prior to deployment to production.
   
   Requirements:
   
   DEA Suitability
   
   COVID Policy: New employees will be required to adhere to the Company's and its clients' COVID-19 safety procedures. In the event that the COVID-19 vaccination mandate for Federal Contractors is enforced, you must become fully vaccinated or request and be approved for an exemption. Employees working onsite at a client location must comply with our client's COVID-19 requirements.
   
   GovCIO is a team of professionals who want to make a difference. And that can only happen with a diverse, happy, and cared-for team. So, we prioritize your well-being, equity for all and look for ways to make work a better place for each of us every day.
   
   We are an Equal Opportunity Employer. All qualified applicants receive consideration for employment without regard to race, ethnicity, religious affiliation, gender, gender identity or expression, sexual orientation, national origin, or disability status. EOE AA M/ F/Vet/Disabled

   Copy this example

   

5. Post your job

   To find the right performance tester 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 performance testers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit performance testers 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 performance tester job on Zippia to find and attract quality performance tester candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Recruiting performance testers 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.

   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.

   Sometimes, it's not enough to interview performance tester 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 performance tester

   Once you have selected a candidate for the performance tester 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new performance tester. 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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