How to hire a senior subject matter expert

How to hire a senior subject matter expert, step by step

Here's a step-by-step senior subject matter expert 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 subject matter expert job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new senior subject matter expert
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a senior subject matter expert, 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 senior subject matter expert 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 senior subject matter expert that fits the bill.

   Here's a comparison of senior subject matter expert salaries for various roles:

   Type of Senior Subject Matter Expert	Description	Hourly rate
   Senior Subject Matter Expert	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.	$37-61
   Module Lead	The primary duties of a Module Lead include academic leadership, management, and assessment of the assigned modules. They conduct all monitoring, evaluation, and review of activities, as well as respond to students feedback.	$32-45
   Systems Consultant	A systems consultant is responsible for advising on the design, plan, and installation of information technology systems for clients. You will analyze data of an organization, determine the requirements of an information system, and define project objectives... Show more	$35-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • SME
   • Java
   • DOD
   • Subject Matter Experts
   • C++
   • Architecture
   • Logistics
   • Business Process
   • HR
   • Windows
   • Cloud Computing
   • SharePoint
   • Process Improvement
   • Unix

   Check all skills

   Responsibilities:

   • Integrate Abbott custom NFC reading and data managing API's to activate and scan NFC patch.
   • Develop interfaces to manage the framework using windows services; develop web-applications to manage the process (including starting/stopping/pausing activities).
   • Project name DCM (linux migration )
   • Plan integration of mechanical, electrical and RF system components.
   • Create site templates that can be migrate from or to multiple SharePoint sites.
   • Perform system pre-flight checks, RF range testing, equipment and environmental testing.

   More senior subject matter expert duties

3. Make a budget

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

   • Location. For example, senior subject matter experts' average salary in kentucky is 36% less than in california.
   • Seniority. Entry-level senior subject matter experts 38% less than senior-level senior subject matter experts.
   • Certifications. A senior subject matter expert 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 subject matter expert's salary.

   Average senior subject matter expert salary

   $101,260yearly

   $48.68 hourly rate

   ---

   Entry-level senior subject matter expert salary

   $79,000 yearly salary

   Updated December 31, 2025

   Average senior subject matter expert salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$138,290	$66
   2	Washington	$116,091	$56
   3	Maryland	$115,002	$55
   4	Virginia	$103,409	$50
   5	New Jersey	$102,221	$49
   6	Connecticut	$101,940	$49
   7	New York	$101,402	$49
   8	Michigan	$100,828	$48
   9	Texas	$97,981	$47
   10	District of Columbia	$97,202	$47
   11	North Carolina	$97,022	$47
   12	Georgia	$96,894	$47
   13	Arizona	$96,854	$47
   14	Colorado	$95,730	$46
   15	Oregon	$95,706	$46
   16	Florida	$95,413	$46
   17	Alabama	$95,127	$46
   18	Illinois	$95,011	$46
   19	Minnesota	$94,992	$46
   20	Missouri	$89,065	$43

   Average senior subject matter expert salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Citi	$126,548	$60.84	9
   2	VMware	$116,932	$56.22
   3	STARRY	$112,273	$53.98
   4	AT&T	$111,909	$53.80	5
   5	Micron Technology	$111,420	$53.57
   6	Shore Point Distributing Company, Inc.	$110,619	$53.18
   7	System One	$109,929	$52.85
   8	SHINE Systems	$106,207	$51.06
   9	Data	$104,745	$50.36
   10	Nes Holdings	$104,573	$50.28
   11	Systems Planning and Analysis	$104,357	$50.17	1
   12	Odyssey Systems	$104,067	$50.03
   13	Technogen	$103,289	$49.66	2
   14	Booz Allen Hamilton	$103,280	$49.65	14
   15	Alcatel Networks Inc	$103,253	$49.64
   16	All Native Systems LLC	$102,955	$49.50	1
   17	Integration Innovation	$102,934	$49.49
   18	Torch Technologies	$102,767	$49.41
   19	USM Business Systems	$102,604	$49.33	11
   20	SirionLabs	$102,232	$49.15

4. Writing a senior subject matter expert job description

   A good senior subject matter expert job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a senior subject matter expert job description:

   Senior subject matter expert job description example

   SciTec, Inc. is a dynamic small business with the mission to deliver Advanced Sensor Data Exploitation technologies and Science Instrumentation Capabilities in support of National Security and Defense. SciTec has immediate opportunities for talented Senior OPIR Subject Matter Expert to assume leadership positions on programs focusing on improving data exploitation capabilities. Our ideal candidate will work well in secure facilities and collaboratively across a geographically disbursed office environment.
   Requirements
   
   Establish operational needs by coordinating with Government Leadership, R&D teams, and ops analysts
   
   Oversee R&D efforts on advanced sensor data exploitation of remote sensing systems
   
   Develop new and improve existing algorithms that exploits data from remote sensing systems
   
   Develop novel tools and processes to extract essential elements of information from remote sensing data
   
   Create and deliver technical reports and briefings
   
   Perform other duties as required
   
   The following minimum qualifications are required for the position:
   
   Candidate must have a bachelor's degree or higher in a STEM field (Electrical/Computer Engineering, Physics, Remote Sensing, or another relevant technical field)
   
   Candidate must have 10+ years of engineering/scientific experience
   
   Candidate must have an active TS clearance with SCI eligibility
   
   Candidate must have experience with the exploitation and analysis of OPIR, E/O, Spectral or other remotely sensed data
   
   Benefits
   
   As a small business, SciTec, Inc. offers room for growth and a flexible, fast-paced work environment. We work daily to develop one-of-a-kind solutions for challenging national problems. SciTec encourages collaboration across our offices in Boulder, El Segundo, Dayton, Huntsville, Virginia, and our headquarters in Princeton, and provides access to opportunities across the corporate spectrum. Initiative is expected and encouraged, all employees have the opportunity and flexibility to broaden their technical horizons, and our daily work makes an impact on the world around us. SciTec offers a highly competitive salary and benefits package, including a variety of benefits including health insurance, parental leave, vision, life, and disability insurance, 401(k)plan with employer contribution, holidays and paid time off plans (including vacation and sick time), an annual profit-sharing plan, and an annual performance bonus plan. The salary range for this position is $130,000 to $185,000; however, SciTec considers several factors when extending an offer of employment, including but not limited to, the role and associated responsibilities, a candidate's work experience, education/training, and key skills. This is not a guarantee of compensation. SciTec is committed to hiring and retaining a diverse workforce and is proud to be an Equal Opportunity/Affirmative Action employer.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right senior subject matter expert 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 senior subject matter expert job on Zippia to find and attract quality senior subject matter expert 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 senior subject matter experts, 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.

   Sometimes, it's not enough to interview senior subject matter expert 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 subject matter expert

   Once you've decided on a perfect senior subject matter expert 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 equally important to follow up with applicants who don't get the job with 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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