How to hire a senior technical architect

How to hire a senior technical architect, step by step

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

What does a senior technical architect do?

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1. Identify your hiring needs

   First, determine the employments status of the senior technical architect you need to hire. Certain senior technical architect roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A senior technical architect's background is also an important factor in determining whether they'll be a good fit for the position. For example, senior technical architects 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.

   The following list breaks down different types of senior technical architects and their corresponding salaries.

   Type of Senior Technical Architect	Description	Hourly rate
   Senior Technical Architect		$44-72
   Team Lead And Developer	A team lead and developer is a person who handles a group of employees in a particular section, geared to accomplish daily specific goals. The team lead and developer ensures that the team works cohesively and efficiently to achieve its goals... Show more	$23-73
   Architect And Developer	An Architect And Developer is focused on the technical design, architecture, and development of products. They generally work as a part of the development team.	$40-69

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Java
   • Cloud
   • Infrastructure
   • Python
   • C++
   • Azure
   • Technical Design
   • ERP
   • API
   • Microservices
   • Business Process
   • Client Facing
   • Apex
   • Develop Team

   Check all skills

   Responsibilities:

   • Lead successful partnerships between multiple business and technology teams throughout the formal SDLC.
   • Lead development of initial SOA framework implementation.
   • Provide insight and manage all technology relate aspects with presentations and communications at Sr. management and CxO level.
   • Cloud network infrastructure planning and provisioning.
   • Provide infrastructure and software engineering consulting to project teams implementing JAVA web applications.
   • Used ParlayX API to send SMS messages.

   More senior technical architect duties

3. Make a budget

   Including a salary range in the senior technical architect job description is a good way to get more applicants. A senior technical architect 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 senior technical architect in Kentucky may be lower than in California, and an entry-level engineer typically earns less than a senior-level senior technical architect. Additionally, a senior technical architect with lots of experience in the field may command a higher salary as a result.

   Average senior technical architect salary

   $119,272yearly

   $57.34 hourly rate

   ---

   Entry-level senior technical architect salary

   $93,000 yearly salary

   Updated December 19, 2025

   Average senior technical architect salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$152,202	$73
   2	Washington	$142,837	$69
   3	Arizona	$122,892	$59
   4	Minnesota	$122,309	$59
   5	New York	$122,223	$59
   6	Connecticut	$121,275	$58
   7	Massachusetts	$120,605	$58
   8	District of Columbia	$120,087	$58
   9	New Jersey	$119,149	$57
   10	Illinois	$118,965	$57
   11	Rhode Island	$118,843	$57
   12	Pennsylvania	$118,744	$57
   13	Wisconsin	$118,602	$57
   14	North Carolina	$118,593	$57
   15	Ohio	$118,134	$57
   16	Virginia	$117,293	$56
   17	Arkansas	$116,734	$56
   18	Indiana	$116,387	$56
   19	Florida	$116,320	$56
   20	Colorado	$116,307	$56

   Average senior technical architect salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Intuitive Surgical	$152,925	$73.52	7
   2	Apple	$152,488	$73.31	113
   3	Bridgewater Associates	$147,124	$70.73
   4	ServiceNow	$146,863	$70.61	163
   5	Yahoo	$141,765	$68.16
   6	Walmart	$141,557	$68.06	38
   7	Cargill	$140,422	$67.51	2
   8	New Relic	$140,008	$67.31	14
   9	The Walt Disney Company	$139,335	$66.99	73
   10	Fairview Health Services	$138,559	$66.61	4
   11	JCPenney	$138,264	$66.47	1
   12	Micron Technology	$137,458	$66.09	29
   13	Amazon	$137,288	$66.00	619
   14	Conga	$137,087	$65.91	1
   15	VMware	$136,824	$65.78
   16	CHANEL	$134,553	$64.69
   17	Square	$133,500	$64.18
   18	UiPath	$131,956	$63.44	3
   19	Adobe	$131,840	$63.38	25
   20	Magnitude	$131,783	$63.36

4. Writing a senior technical architect job description

   A senior technical architect 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 technical architect job description:

   Senior technical architect job description example

   Job Description (Posting)
   
   Provide consultancy on the Critical Manufacturing MES solution and integrate necessary systems and sub-systems into the overall MES platform from the industry best practices. Support internal business requirement by working with key user and MES agile core team to identify solution. Working on development on Critical Manufacturing MES module such as rules, DEE Actions, Name Generators, Web Services, design UI pages, Queries and reports. Author requirement/functional specifications for new/existing MES modules and/or solutions and liaise with developers to develop them in a low/no code platform to realize the capabilities. To perform administrative functions of the MES System such as Master Data Management, SAP integration, Master Data management, Dispatching etc. Design test cases and test scenarios testing for the MES capabilities introduced and document them in our test management system. Support on delivery documentation and training material for the key user Requirements: Master s degree / Bachelor's degree in Computer Science, Computer Engineering, Information Technology or equivalent. 8 to 12 years of working experience MES Critical Manufacturing. Proficient in web technologies such as MS SQL, VB.NET, C#.NET, web services, - SAP, Tibco, GDPS, EADOS, Stibo STEP, Transport Systems, File Transfer Services (Lobster/Seeburger) is an added advantage. Experience working with and deploying any one or more industrial MES module in Critical Manufacturing is mandatory. Knowledge of data integration and master Data Management, Advanced Process Control (FDC, R2R, SPC) or shopfloor Applications is an added advantage. Good command of the English language and exceptional interpersonal and communication skills with all levels of people is desirable. (1.) Creation of solution and architectural views (logical, conceptual, development, execution, infrastructure and operations architecture) (2.) To assess the domain IT landscape assessment and Application portfolio optimization for gap analysis (3.) To contribute towards whiteortechnical papers and knowledge base (4.) To ensure knowledge up-gradation and work with new and emerging productsortechnologies (5.) To manage Non Functional Requirement adaption for the solution (6.) To study and define system requirements addressing stakeholder, portfolio concerns
   
   Qualification
   
   B-Tech
   
   Skill (Primary)
   
   Technical Skills (ERS)-Databases-RDBMS-MySQL

   Copy this example

   

5. Post your job

   To find the right senior technical architect 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 senior technical architects they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit senior technical architects 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 senior technical architect job on Zippia to find and attract quality senior technical architect 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 technical architects, 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.

   If your interviews with senior technical architect applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you 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 senior technical architect

   Once you have selected a candidate for the senior technical architect 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.

   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 senior technical architect. 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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