How to hire a solar designer/installer

How to hire a solar designer/installer, step by step

Here's a step-by-step solar designer/installer hiring guide:

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

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1. Identify your hiring needs

   The solar designer/installer 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 solar designer/installer's background is also an important factor in determining whether they'll be a good fit for the position. For example, solar designer/installers 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 presents solar designer/installer salaries for various positions.

   Type of Solar Designer/Installer	Description	Hourly rate
   Solar Designer/Installer	Solar photovoltaic (PV) installers, often called PV installers, assemble, install, or maintain solar panel systems on roofs or other structures.	$11-40
   Solar Technician	A solar technician fits solar panels. They read blueprints and schematics to correctly conduct installations... Show more	$14-26
   Installer	Installers are assigned to assemble equipment or fixtures in the client's work or home area. They should have extensive knowledge of the product they will install to ensure it works as intended... Show more	$14-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CAD
   • Customer Service
   • Electrical Systems
   • Design Changes
   • Design Plan
   • AV
   • Design Layouts
   • Design Reviews
   • System Design
   • Design Solutions
   • Design Issues
   • Vehicle Graphics
   • Vehicle Wraps
   • Equipment Installation

   Check all skills

   Responsibilities:

   • Attain skills to do sheeting, lay shingles, mounting and setting solar panels.
   • Inspect and pass NEC regulations.
   • Document and release WHI models in Enovia.
   • Perform configuration and part management in ENOVIA during all these previous mention activities.
   • Supervise installation of rotating machinery, equipment, and HVAC systems on shipboard / commercial.
   • Utilize CADD skills to help a busy engineering department and become a designer/installer of HVAC systems.

3. Make a budget

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

   • Location. For example, solar designer/installers' average salary in florida is 46% less than in alaska.
   • Seniority. Entry-level solar designer/installers 71% less than senior-level solar designer/installers.
   • Certifications. A solar designer/installer 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 solar designer/installer's salary.

   Average solar designer/installer salary

   $45,011yearly

   $21.64 hourly rate

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   Entry-level solar designer/installer salary

   $24,000 yearly salary

   Updated December 19, 2025

4. Writing a solar designer/installer job description

   A job description for a solar designer/installer 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 solar designer/installer job description:

   Solar designer/installer job description example

   + Mission1st is a global IT, network and systems engineering solutions leader working to solve the world's toughest challenges in the defense, intelligence community, and homeland security markets. The company's 180+ employees support vital missions for government and commercial customers. Headquartered in Melbourne, Florida, Mission1st reported annual revenues in excess of $25 million, with a pipeline of growing programs and an increasing customer base.
   
   In this role, you will prepare, design, and present ISP/OSP engineering solutions in accordance with industry recognized standards and specifications that maximize the usage of commercial products in accordance with all DoD standards and regulations. Other responsibilities listed below:
   
   + Installation and testing of Copper and fiber optic cables (FOC), which includes copper cables relocating pairs, clear capping pair cable in Manholes and Handholes, removing tip cables from pair cable in building cable vault, and fiber optic cable strands from existing Communication Vault to new communication facility. Develops and designed redline AutoCAD As-built drawings for Manholes, Handholes, cable pairs and rack elevations
   
   + Prepares, develops, and presents charts, tables, graphs and diagrams to assist in analyzing problems
   + Five or more (5+) years in OSP/ISP installation and design
   
   + Computer-aided design software (AutoCAD)
   
   + Proficient in Microsoft Excel and Visio
   
   + FOC splicing/termination
   
   + Knowledge of termination of ethernet cables and cooper cables
   
   Impassioned strategic thinkers who are eager to learn, grow and contribute to a shared company mission. At Mission1st, the members of our team have the opportunity to broaden their minds, amplify their skills, build worthwhile relationships with the industry's best of the best, and have a direct impact on our company's success!
   
   Along with our dynamic company culture and collaborative environment, you will have the opportunity to harmonize your personal and professional life and grow immensely.
   
   We also offer some fabulous benefits, including:
   
   + Health, dental, and vision insurance with an employer contribution
   
   + Flexible paid time off (employees are encouraged to spend four weeks away from the office each year)
   
   + A generous 401(k) plan
   
   + A corporate wellness program
   
   + Tuition reimbursement
   
   
   Telecommute: No
   
   Clearance Required: Yes

   Copy this example

   

5. Post your job

   To find the right solar designer/installer 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 solar designer/installers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit solar designer/installers 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.

   To find solar designer/installer candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as constructionjobs.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit solar designer/installers, 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 solar designer/installer

   Once you've found the solar designer/installer 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.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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