How to hire a progress worker

How to hire a progress worker, step by step

Here's a step-by-step progress worker hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a progress worker, 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

   A progress worker's background is also an important factor in determining whether they'll be a good fit for the position. For example, progress workers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of progress workers.

   Type of Progress Worker	Description	Hourly rate
   Progress Worker		$11-51
   Document Reviewer	A document reviewer is typically a legal professional, such as an attorney or paralegal, who reviews a wide variety of documents gathered and prepared for legal procedures. The materials they review usually include emails, affidavits, letters, memos, spreadsheets, PowerPoint presentations, and transcripts... Show more	$12-49

2. Create an ideal candidate profile

   Common skills:

   • Data Entry

   Responsibilities:

   • Project manage the implementation of a third party OFAC customer verification module for branch personnel.
   • Enforce rules and regulations by administering disciplinary actions consistent with NCAA guidelines and comparable to similar violations at other institutions.
   • Maintain the highest levels of confidentiality according to HIPAA regulations.

3. Make a budget

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

   • Location. For example, progress workers' average salary in wyoming is 61% less than in alaska.
   • Seniority. Entry-level progress workers 78% less than senior-level progress workers.
   • Certifications. A progress worker 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 progress worker's salary.

   Average progress worker salary

   $51,728yearly

   $24.87 hourly rate

   ---

   Entry-level progress worker salary

   $24,000 yearly salary

   Updated December 18, 2025

4. Writing a progress worker job description

   A job description for a progress worker role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a progress worker job description:

   Progress worker job description example

   We Believe in Better!
   We are a global information technology company that builds high-performance, security-centric solutions that can help change the world. Enhancing people's lives through secure, reliable advanced technology is our vision.
   At Unisys, we believe in better! Here, you have the opportunity to learn new skills, apply your expertise, and solve complex problems with cutting edge technologies and solutions. You are part of a global diverse team that supports you, drives change, and delivers successful results consistently.
   
   Our associates are at the forefront of everything we do, driving our clients' successes while giving back to communities and making this world a safer and more secure place to live and work. Our success is a direct result of the work of our people who live and breathe our Core Beliefs. Simply put, we believe in better lives. Join us!
   
   Learn more about Unisys and our key solution offerings: Unisys, Stealth™, CloudForte , InteliServe™
   
   What success looks like in this role:
   
   As part of our outsourced services, UMP provides online banking services to client(s) using a highly customised Progress application package called SOLACE to support second tier mortgage home loan products and services. UMP acquired SOLACE in 2018 and delivers it as a hosted application service for providing post loan origination services to our client(s). SOLACE is integrated with front-end business process management tools (Pega) via an API layer (MuleSoft). SOLACE is also integrated with a variety of external systems including our client's Customer self-service system, Loans Originations System (ROS/Symmetry) and is interfaced to a variety of external systems.
   SOLACE Senior Developer brings in-depth knowledge of the SOLACE application and Progress technology to enhance, maintain and support SOLACE and related application components to meet the changing needs of our client(s). The Developer will support the major change programmes currently underway which require changes to SOLACE and its interfaces. This includes project Apollo, Securitisation project and the Open Banking project. A major area of change is to securely expose SOLACE data for external consumption via the MuleSoft API layer, which requires development/modification of the SOLACE interface programs (Real Time Interfaces, also called .p Programs). The Senior Consultant works with the SOLACE SME and the Manager Architecture and Development to consult with clients on best leveraging SOLACE, develops technical specifications, designs and develops changes to SOLACE application. The Senior Developer will follow the SOLACE application development process and comply with standards and good programming patterns for Progress PAS and database (locking, security, exception handling, auditing, logging etc).
   You will deliver value by:
   Clarifying requirements, identifying design options and consultatively selecting the optimum option Estimating technical development tasks and dependences as inputs to PMs for scheduling Contributing to proposals Following best practices in design and development Maintaining current knowledge of Progress platform developments (e.g., PASOE) and related strategies including microservices, frameworks, database enhancements, networks and security.Assuring code quality Working with project managers to deliver to timelines and quality Escalating issues to SOLACE SME and Manager Architecture and Development and working collaboratively to resolve issues rapidly.Presenting designs and solutions to client(s).Supporting Project Managers during technical escalations.
   
   #LI-AM1
   
   You will be successful in this role if you have:
   
   What success looks like in this role
   This role requires knowledge of the banking applications, SOLACE applications knowledge and Progress platform, services and architecture. The Senior developer must have knowledge of industry artefacts and modelling designs.
   
   Position Accountabilities
   Understanding and clarifying business and technical requirements including functional and non-functional requirements SOLACE Solution designs that maximise reuse and operational efficiency.Presenting designs to team and customer, including contributing to proposals Maintain influential relationship between the development teams and BAs, Testers, Architects, PMs and Operations.Provide development and deployment estimates for project schedules.Ensure code is built to agreed standards and processes.Timely and appropriate escalation of issues.Automate and enhance development processes in accordance with DevSecOps principles.
   Working Relationships
   UMP Architecture & Development TeamsUMP OperationsUMP PMO
   Competencies for the Job
   Comprehensive knowledge of application software and systems engineering SOLACE application and data architecture Progress platform, IDE, integration services (RTI/.ps) Ability to work in an agile environment, to deadlines Ability to explain complex technical issues in a way that non-technical people can understand Clear and professional communication, both written and spoken Ability to produce professional artefacts.Emotional Intelligence: self awareness, confidence, ability to manage conflict, empathy
   
   You will be successful in this role if you have:
   Essential:
   SOLACE application architecture and data structure knowledge, preferably for mortgage loan products SOLACE SchemaSOLACE security components Java (RHEL) systems skills for operating the SOLACE application Open Edge (Version 12 preferred) PAS technology, platform, database, IDE and SDLC processes.Progress Real Time Interface, .ps and integration services.Source Control, CI/CD - GitHub, Jenkins, OctopusAuthentication - Active Directory, Azure Active Directory, Windows Identity Foundation, STS, NTFS, OktaAPI Documentation/Publication - Swagger, REST/SOAP, PostmanExperience in a range of Software Development Methodologies including emerging techniques especially in producing designs Problem Solving experience Web Application development
   
   Desired:
   Knowledge of SDLCMethodology - Agile, SAFeProficiency in OOPProficiency in RDBMS DesignDevops principles and tools e.g., Jenkins, Octopus, Selenium, SonarQube, GITSecurity - OWASP, Oauth 2.0, OpenIdConnect.
   Qualifications
   At least an undergraduate degree from a reputable university Post graduate - preferred.Progress Developer Certifications.
   
   Experience
   At least 8 years in banking / financial services application packages.At least 4 years must be with SOLACE and/or Progress.
   
   Please click on the "Apply Now" button below to submit your application.
   
   Unisys is an equal opportunity employer and fosters an inclusive culture that embraces differences and diversity. We welcome applications from all sections of society.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right progress worker for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit progress workers, 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 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.

   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 progress worker

   Once you have selected a candidate for the progress worker 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 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 progress worker. 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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