How to hire a sas programmer

How to hire a sas programmer, step by step

Here's a step-by-step sas programmer hiring guide:

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

What does a sas programmer do?

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1. Identify your hiring needs

   The sas programmer 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

   A sas programmer's background is also an important factor in determining whether they'll be a good fit for the position. For example, sas programmers 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.

   Here's a comparison of sas programmer salaries for various roles:

   Type of SAS Programmer	Description	Hourly rate
   SAS Programmer	Computer programmers write and test code that allows computer applications and software programs to function properly. They turn the program designs created by software developers and engineers into instructions that a computer can follow.	$27-50
   Mobile Applications Developer	A mobile application developer is responsible for designing programming applications for mobile devices according to clients' specifications and business demands. Mobile application developers must have excellent knowledge of the technology industry, as well as computer system commands to develop efficient scripts and smooth navigation of operating systems... Show more	$36-62
   Web Application Developer	A web application developer is responsible for designing website and system applications following clients' specifications and business' needs. Web application developers utilize their expertise in programming languages and system codes, ensuring the efficiency and smooth navigation of the website... Show more	$31-52

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Macro
   • Data Analysis
   • SAS Macros
   • Statistical Analysis
   • SAS/SQL
   • SAS Procedures
   • Unix
   • SAS Programs
   • Base SAS
   • CDISC
   • SDTM
   • HTML
   • SAS Data
   • Adam

   Check all skills

   Responsibilities:

   • Lead the system testing and work with the users to do UAT.
   • Lead migration from an NT SAS environment to a Unix SAS environment including porting code and designing the Unix environment.
   • Reduce previous single 26 file game into one easy to manage SWF file by making static content dynamic XML driven.
   • Serve as a UNIX system administrator for ERP system.
   • Prepare and present training materials for ERP, ECM and SharePoint releases.
   • Program development and support in COBOL IMS in a batch and CICS environment.

   More sas programmer duties

3. Make a budget

   Including a salary range in the sas programmer job description is a good way to get more applicants. A sas programmer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a sas programmer in Montana may be lower than in Washington, and an entry-level engineer typically earns less than a senior-level sas programmer. Additionally, a sas programmer with lots of experience in the field may command a higher salary as a result.

   Average sas programmer salary

   $79,182yearly

   $38.07 hourly rate

   ---

   Entry-level sas programmer salary

   $58,000 yearly salary

   Updated January 28, 2026

   Average sas programmer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$100,231	$48
   2	California	$94,915	$46
   3	District of Columbia	$88,775	$43
   4	Pennsylvania	$84,787	$41
   5	North Carolina	$83,275	$40
   6	Maryland	$82,755	$40
   7	Connecticut	$81,807	$39
   8	Massachusetts	$80,959	$39
   9	New Jersey	$79,428	$38
   10	Texas	$78,701	$38
   11	Illinois	$78,645	$38
   12	New York	$78,118	$38
   13	Iowa	$78,112	$38
   14	Delaware	$77,982	$37
   15	Georgia	$73,513	$35
   16	Florida	$73,364	$35
   17	Michigan	$73,028	$35
   18	Wisconsin	$70,348	$34

   Average sas programmer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Bristol-Myers Squibb	$108,246	$52.04
   2	Novartis	$107,747	$51.80	4
   3	Barclays	$102,396	$49.23
   4	Cox Media Group	$100,471	$48.30
   5	MUFG EMEA	$100,073	$48.11
   6	Cadence Design Systems	$98,654	$47.43
   7	Abbott	$98,430	$47.32	5
   8	Tech Data	$98,060	$47.14
   9	Edwards Lifesciences	$97,815	$47.03	57
   10	SAS Institute	$97,626	$46.94
   11	Medidata	$96,700	$46.49	1
   12	Omeros	$95,954	$46.13
   13	The Verge	$95,918	$46.11
   14	JPMorgan Chase & Co.	$95,771	$46.04	55
   15	Amgen	$94,927	$45.64	7
   16	Sanofi Genzyme	$93,477	$44.94
   17	Medimmune	$92,942	$44.68
   18	Sagarsoft	$92,316	$44.38
   19	Data	$91,313	$43.90
   20	Parexel International	$91,244	$43.87	53

4. Writing a sas programmer job description

   A sas programmer 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 sas programmer job description:

   Sas programmer job description example

   The Center for Biostatistics in AIDS Research (CBAR), an organization within the Harvard T.H. Chan School of Public Health, is responsible for the design, monitoring and statistical analysis of clinical trials and observational studies for several major national and international NIH-funded clinical research networks. CBAR employs over 100 statisticians and epidemiologists including Harvard faculty, research scientists, and staff. Investigators within CBAR have provided statistical leadership and support for clinical research networks for more than 30 years. Currently this includes infectious disease networks such as: the Adult AIDS Clinical Trials Groups (ACTG), the International Maternal Pediatric Adolescent AIDS Clinical Trials Group (IMPAACT), and the Pediatric HIV/AIDS Cohort Study (PHACS). Results from studies have helped to establish the paradigm for the treatment and prevention of HIV and other infectious diseases, and contributed to international treatment and prevention guidelines.
   Basic Qualifications
   
   2+ years of related experience required; a combination of experience and education may be considered
   
   Additional Qualifications and Skills
   
   The following job-specific skills and competencies are preferred: Bachelor's degree, in a quantitative or scientific field such as mathematics or computer science, strongly preferred Knowledge of observational cohort studies desired Experience programming in a Linux-based environment or other high-level programming languages desired Experience with data cleaning desired Excellent written and oral communication skills desired Strong deductive reasoning and organizational skills desired Strong attention to detail, as well as a high level of self-motivation, desired SAS programming skills strongly preferred The following cultural competencies are also preferred: Awareness of and aptitude to appropriately and effectively understand, respect, and adapt to cultural and identity-based difference within group environments Knowledge of and commitment to concepts and issues tied to social justice, diversity, equity, and inclusion Skills related to creating and supporting an environment that allows for inclusion, effective intercultural engagement, and personal humility and authenticity
   
   Additional Information
   
   Harvard University offers an outstanding benefits package including: Time Off: 3-4 weeks paid vacation, paid holiday break, 12 paid sick days, 12+ paid holidays, and 3 paid personal days per year. Medical/Dental/Vision: Excellent and affordable medical, dental & vision plans, with coverage beginning as of an employee's start date. Retirement: University-funded retirement plan with full vesting after 3 years of service. Tuition Assistance & Reimbursement Programs: $40 per class at the Harvard Extension School, discounted options through participating Harvard graduate schools, and reimbursement options for accredited schools outside of Harvard. Transportation: 50% discount on MBTA passes, as well as additional options (rideshare, biking, etc.) to assist employees in their daily commute. Wellness & Professional Development: Programs and classes at little or no cost, including stress management, hard & soft skills development, career planning, massages, nutrition, meditation, and complimentary health services. Additionally, access to Harvard athletic facilities, libraries, campus eventsand many discounts for various cultural and leisure activities throughout metro Boston. Join the Harvard T.H. Chan School of Public Health to support our mission of health research and education, and to be a part of the oldest institution of higher learning in the country!
   
   The Harvard T.H. Chan School of Public Health does not provide visa sponsorship, now or in the future, for staff positions. Harvard University requires pre-employment reference checks and background screenings. This position has a 90 day orientation and review period. The O&R period will be waived for any internal Harvard employee transfers.
   
   The University requires all Harvard community members to be fully vaccinated against COVID-19 as detailed in Harvard's Vaccine Requirements. Individuals may claim exemption from the vaccine requirement for medical or religious reasons. More information regarding the University's COVID vaccination requirement, exemptions, and verification of vaccination status may be found at the University's "COVID-19 Vaccine Information" webpage

   Copy this example

   

5. Post your job

   To find the right sas programmer 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 sas programmers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit sas programmers 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 sas programmer job on Zippia to find and attract quality sas programmer 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 sas programmers, 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 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.

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

   Once you've found the sas programmer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new sas programmer. 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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