How to hire a senior network engineer level

How to hire a senior network engineer level, step by step

Here's a step-by-step senior network engineer level hiring guide:

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

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1. Identify your hiring needs

   The senior network engineer level 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 senior network engineer level's background is also an important factor in determining whether they'll be a good fit for the position. For example, senior network engineers level 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 senior network engineers level.

   Type of Senior Network Engineer Level	Description	Hourly rate
   Senior Network Engineer Level	Computer networks are critical parts of almost every organization. Network and computer systems administrators are responsible for the day-to-day operation of these networks.	$38-62
   Information Technology Administrator	An Information Technology (IT) administrator is a professional responsible for managing the day-to-day operation of an organization's IT systems and ensuring that the systems are running effectively. IT administrators must conduct consistent analyses of the computer system and install updates when needed... Show more	$24-50
   Program Administrator	Program administrators are responsible for planning, directing, and coordinating their organization's program or service. Their duties and responsibilities may vary depending on the industry they work at, such as educational, community, and social services... Show more	$16-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Windows
   • Switches
   • Unix
   • SME
   • OSPF
   • BGP
   • VoIP
   • Network Security
   • Lan Wan
   • VPN
   • DNS
   • OS
   • Nexus
   • Network Operations

   Check all skills

   Responsibilities:

   • Lead architecture and design sessions with customers; initiate technical meetings with customer engineers to further engage and identify additional opportunities.
   • Advance knowledge of Cisco enterprise series routers and switches.
   • Modify Cisco TK/TCL script for logging in and performing commands on routers and switches.
   • Migrate various services and terminating SSL connection on F5, rate limiting the client connections to mitigate DDOS attacks.
   • Communicate with government entities and military units to ensure accurate DNS information.
   • Network configure with OSPF as the primary interior routing protocol encompassing a full-mesh topology.

3. Make a budget

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

   • Location. For example, senior network engineers level' average salary in oklahoma is 36% less than in california.
   • Seniority. Entry-level senior network engineers level 38% less than senior-level senior network engineers level.
   • Certifications. A senior network engineer level 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 senior network engineer level's salary.

   Average senior network engineer level salary

   $103,143yearly

   $49.59 hourly rate

   ---

   Entry-level senior network engineer level salary

   $81,000 yearly salary

   Updated December 16, 2025

4. Writing a senior network engineer level job description

   A senior network engineer level 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 senior network engineer level job description:

   Senior network engineer level job description example

   Responsibilities

   We look forward to you bringing your talent to add to our team supporting a robust, world-wide national intelligence program providing mission application design, development, engineering and integration services in support of the U.S. Intelligence Community. Peraton, a recognized leader in Cyber, Digital Transformation, Cloud, Operations and Engineering, is seeking skilled Data Scientists to join our team of professionals delivering technology services and capabilities in defense of the nation. You would be joining a team of professionals with over 10 years of outstanding support developing and sustaining mission critical and mission essential applications to prevent strategic surprise and deliver a decision advantage to warfighters, defense planners, and policy makers. We take pride that our users include warfighters and interagency partners that defend America's national security interests. We are committed to investing in you and your family through paid benefits, competitive total compensation, challenging opportunities and career growth opportunities. If you are ready to be challenged, advance your career, passionate about making a difference, and are excited to support our country's defense and intelligence missions, we are ready to talk to you!

   What you'll do:

   The Requirements Engineer - Senior Level will be responsible for the following, but not limited to:

   • The Requirements Engineer will document, analyze and review software requirements for a large software development team responsible for development, test, installation, customer interface and O&M activities for several applications supporting the classification of data and documents.
   • Responsible for interfacing with multiple stakeholders to assess and understand the requirements to ensure that user stories are consistent and applicable across all products.
   • Responsible for overseeing functional and non-functional requirements for multiple products within the project team.
   • Primary duties include managing and verifying requirements; capturing detailed descriptions of user needs and product functionality; and ensuring the project team has clear, consistent, and testable requirements documented in user stories and completion criteria.
   • Reconcile conflicts; decompose high-level information into the appropriate level of detail for team members; and participate in peer reviews of requirements documentation.

   Qualifications

   BS 10-12, MS 8-10, Phd 5-7

   Required Qualifications:

   • Requires Bachelor's degree in related field of study with 10 or more years of experience. Additional experience may be considered in lieu of degree.
   • TS/SCI with ability to pass a polygraph
   • Ability to work in a fast-paced, high visibility environment
   • Full time work in a SCIF is required, but hours are flexible

   Desired Qualifications:

   • Ability to work in an Agile scrum team developing and refining user stories
   • Use of requirements tools such as Jira
   • Experience working with the functional customer and end users to elicit requirements and support prioritization
   • Experience working with the developers to help translate requirements, so they understand what to build
   • Supporting user engagement meetings, sprint reviews, sprint demos and In-plant Acceptance Tests.
   • Active/Current TS/SCI w/Poly

   Peraton Overview

   Peraton drives missions of consequence spanning the globe and extending to the farthest reaches of the galaxy. As the world's leading mission capability integrator and transformative enterprise IT provider, we deliver trusted and highly differentiated national security solutions and technologies that keep people safe and secure. Peraton serves as a valued partner to essential government agencies across the intelligence, space, cyber, defense, civilian, health, and state and local markets. Every day, our employees do the can't be done, solving the most daunting challenges facing our customers.

   An Equal Opportunity Employer including Disability/Veteran.

   For Colorado Residents Colorado Salary Minimum: $90,200
   Colorado Salary Maximum: $218,800
   
   The estimate displayed represents the typical salary range for this position, and is just one component of Peraton's total compensation package for employees. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. In addition, Peraton provides a variety of benefits to employees.

   Copy this example

   

5. Post your job

   There are a few common ways to find senior network engineers level 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 senior network engineer level job on Zippia to find and attract quality senior network engineer level candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit senior network engineers level, 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   Sometimes, it's not enough to interview senior network engineer level 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 senior network engineer level

   Once you've decided on a perfect senior network engineer level 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.

   After that, you can create an onboarding schedule for a new senior network engineer level. 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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