How to hire a programmer/analyst lead

How to hire a programmer/analyst lead, step by step

Here's a step-by-step programmer/analyst lead hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a programmer/analyst lead, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   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 programmer/analyst lead 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 programmer/analyst lead that fits the bill.

   Here's a comparison of programmer/analyst lead salaries for various roles:

   Type of Programmer/Analyst Lead	Description	Hourly rate
   Programmer/Analyst Lead	Computer systems analysts study an organization’s current computer systems and procedures and design information systems solutions to help the organization operate more efficiently and effectively. They bring business and information technology (IT) together by understanding the needs and limitations of both.	$38-65
   Systems Analyst Programmer	A Systems Analyst Programmer provides technical expertise and recommendations in evaluating new IT software projects. They also indentify solutions and opportunities that can enhance the efficiency of business processes.	$27-53
   Clinical Analyst	A clinical analyst is responsible for monitoring the efficiency of the hospital's computer systems, resolving network issues, and conducting configuration to improve infrastructure. Clinical analysts manage data management procedures, ensuring the safety and security of the systems across the institution to protect the network from unauthorized access and confidentiality risks... Show more	$29-50

   Show more

2. Create an ideal candidate profile

   Common skills:

   • C++
   • C #
   • Java
   • Project Management
   • JavaScript
   • SQL Server
   • Web Services
   • SDLC
   • Data Warehouse
   • PL/SQL
   • SharePoint
   • HTML
   • XML
   • DB2

   Check all skills

   Responsibilities:

   • Lead a team of developers through the development, testing, and QA phases of software enhancement for LifeCAD.
   • Maintain, debug, and manage PC base manufacturing/planning/costing systems to ensure accurate forecasting, scheduling, and production planning.
   • Develop solutions utilizing CSS, jQuery and XHTML.
   • Maintain miscellaneous applications utilizing Drupal, MySQL, MySQL, JQuery and CSS.
   • Design and develop in-house code generator for online CICS and batch MVS COBOL programs utilizing DB2 as the source database.
   • Involve in Java application development.

   More programmer/analyst lead duties

3. Make a budget

   Including a salary range in your programmer/analyst lead job description is a great way to entice the best and brightest candidates. A programmer/analyst lead salary can vary based on several factors:

   • Location. For example, programmer/analyst leads' average salary in kentucky is 30% less than in california.
   • Seniority. Entry-level programmer/analyst leads earn 42% less than senior-level programmer/analyst leads.
   • Certifications. A programmer/analyst lead with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a programmer/analyst lead's salary.

   Average programmer/analyst lead salary

   $105,013yearly

   $50.49 hourly rate

   ---

   Entry-level programmer/analyst lead salary

   $80,000 yearly salary

   Updated December 15, 2025

   Average programmer/analyst lead salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$123,517	$59
   2	Arizona	$108,326	$52
   3	Washington	$107,299	$52
   4	New Jersey	$103,501	$50
   5	Maryland	$103,164	$50
   6	Pennsylvania	$103,011	$50
   7	Texas	$97,455	$47
   8	Nevada	$96,207	$46
   9	North Carolina	$94,757	$46
   10	New York	$92,481	$44
   11	Illinois	$92,054	$44
   12	Florida	$90,794	$44
   13	Tennessee	$88,793	$43
   14	Georgia	$88,539	$43
   15	Iowa	$85,641	$41
   16	Alabama	$84,721	$41
   17	South Carolina	$83,879	$40
   18	Kansas	$81,204	$39

   Average programmer/analyst lead salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	VMware	$132,616	$63.76
   2	Hot Topic	$124,149	$59.69
   3	City National Bank	$122,152	$58.73	16
   4	Banco Bilbao Vizcaya Argentaria	$117,555	$56.52	1
   5	TracFone Wireless	$117,536	$56.51
   6	AIG	$117,008	$56.25	17
   7	Marriott International	$115,162	$55.37	3
   8	Albertsons	$114,790	$55.19	1
   9	Genesco	$113,350	$54.50
   10	Dice	$112,948	$54.30	1
   11	Citrix	$112,228	$53.96
   12	CNET Global Solutions	$112,224	$53.95
   13	Bon-Ton	$112,059	$53.87
   14	CoreLogic	$111,472	$53.59
   15	American Express	$111,015	$53.37	4
   16	Qualcomm	$111,003	$53.37	6
   17	McLane	$110,728	$53.23	5
   18	CSC Holdings LLC	$110,599	$53.17	6
   19	CenterPoint Energy	$110,330	$53.04
   20	First Citizens Bank	$109,910	$52.84	28

4. Writing a programmer/analyst lead job description

   A programmer/analyst lead 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 programmer/analyst lead job description:

   Programmer/analyst lead job description example

   This position will expire on October 21, 2022
   
   General Description and Classification Standards
   
   Designs, develops, modifies, debugs and evaluates programs for functional areas, including but not limited to finance, human resources, purchasing, various City departments, etc.
   
   This is the senior level for this job family. This is a fully seasoned professional level capable of independently carrying out most assignments typical of the profession. This level would be attainable by multiple incumbents in a work group (not necessarily by all), but would not be an "automatic" promotional level.
   
   Supervision Received
   
   Works under very general supervision. Depending on organization structure, may work independently with responsibility for an assigned function or program.
   
   Essential Duties & Responsibilities
   
   These are typical responsibilities for this position and should not be construed as exclusive or all inclusive. May perform other duties as assigned. Analyzes existing programs or formulaic logic for new systems, devised logic procedures, prepares flow-charting, performs coding and tests/debugs programs. Develops conversion and system implementation plans. Prepares and obtains approval of system and programming documentation. Recommends changes in development, maintenance, and system standards. May train users in conversion and implementation of system.
   
   Decision Making
   
   Selects from multiple procedures and methods to accomplish tasks. Applies organizational policies; may interpret organizational policies and recommend exceptions. Establishes work methods, timetables, performance standards, etc.
   
   Leadership Provided
   
   Routinely provides work group leadership, guidance, and/or training to less experienced staff. May act as team lead on large project.
   
   Knowledge, Skills & Abilities
   
   This is a partial listing of necessary knowledge, skills, and abilities required to perform the job successfully. It is not an exhaustive list. Extensive knowledge of concepts, processes and tools of profession. Knowledge of relationship of professional disciple among related organizations and functions. Well-developed technical skills within profession. Skills in organizing and presenting proposals or Ability to plan and carry out virtually any typical assignment within professional area. Ability to train others; ability to build effective relationships within the organization.
   
   Minimum Qualifications Education and Experience
   
   Bachelors degree in information systems, computer science, or a related area (equivalent professional experience may be considered for substitution for the required degree on an exception basis). 5 years of professional experience in information systems analysis with some project leadership
   
   Preferred Education & Experience
   
   Masters degree in above disciplines (equivalent professional experience may be considered for substitution for the masters degree on an exception basis) and 5 to 8 years of highly relevant experience.
   
   Licensures and Certifications
   
   None required.
   
   Essential Capabilities and Work Environment Required physical, lifting, and sensory capabilities are requirements to perform the job successfully. Typical environmental conditions associated with job.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit programmer/analyst leads, 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.

   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.

   While interviews are great, you will only sometimes learn enough from a conversation with a programmer/analyst lead 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 programmer/analyst lead

   Once you've decided on a perfect programmer/analyst lead 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.

   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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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