How to hire a test developer

How to hire a test developer, step by step

Here's a step-by-step test developer hiring guide:

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

What does a test developer do?

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1. Identify your hiring needs

   First, determine the employments status of the test developer you need to hire. Certain test developer 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 test developer's background is also an important factor in determining whether they'll be a good fit for the position. For example, test developers 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 test developers and their corresponding salaries.

   Type of Test Developer	Description	Hourly rate
   Test Developer	Software developers are the creative minds behind computer programs. Some develop the applications that allow people to do specific tasks on a computer or another device... Show more	$34-57
   Developer/Consultant	A developer/consultant is responsible for developing system databases and applications, depending on the business' needs and clients' specifications. Developers/consultants design their services to manage optimal performance and maximize productivity for timely submission of projects, ensuring client satisfaction and loyalty... Show more	$34-64
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Python
   • Java
   • C++
   • C #
   • Scrum
   • Test Scripts
   • Jenkins
   • Test Cases
   • Jira
   • JavaScript
   • API
   • Selenium Webdriver
   • GIT
   • Management System

   Check all skills

   Responsibilities:

   • Implement a centralize configuration system for managing application settings, consisting of a desktop application with a WCF backend.
   • Develop keyword and data-driven framework using Java for automate test scripts.
   • Design and develop UNIX scripts and used AUTOSYS for job scheduling.
   • Insert GUI, bitmap and text checkpoints in QTP script for validations.
   • Automate running of batch processes that involve UNIX command and shell script execution.
   • Implement API and various design patterns to improve the performance to standardize the code.

   More test developer duties

3. Make a budget

   Including a salary range in your test developer job description helps attract top candidates to the position. A test developer salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a test developer in Mississippi may be lower than in Washington, and an entry-level test developer usually earns less than a senior-level test developer. Additionally, a test developer with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average test developer salary

   $92,711yearly

   $44.57 hourly rate

   ---

   Entry-level test developer salary

   $72,000 yearly salary

   Updated December 15, 2025

   Average test developer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$126,914	$61
   2	Washington	$120,489	$58
   3	New York	$97,849	$47
   4	Texas	$95,862	$46
   5	District of Columbia	$94,747	$46
   6	Massachusetts	$93,945	$45
   7	Minnesota	$93,009	$45
   8	Arizona	$91,582	$44
   9	North Carolina	$88,560	$43
   10	Nebraska	$88,548	$43
   11	Illinois	$87,184	$42
   12	Virginia	$86,719	$42
   13	Maryland	$85,679	$41
   14	Ohio	$85,349	$41
   15	Colorado	$85,075	$41
   16	Michigan	$84,442	$41
   17	Florida	$83,787	$40
   18	Pennsylvania	$82,984	$40
   19	Georgia	$82,586	$40
   20	Missouri	$81,570	$39

   Average test developer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Mayo Clinic	$126,911	$61.01	20
   2	Macy's	$123,067	$59.17	2
   3	Pure Storage	$123,006	$59.14	7
   4	StackPath	$117,699	$56.59
   5	Barclays	$117,016	$56.26	4
   6	Philips	$110,794	$53.27	3
   7	Cirrus Logic	$107,624	$51.74	5
   8	Choice Hotels	$107,000	$51.44	4
   9	Estée Lauder	$106,385	$51.15
   10	Electronic Arts	$103,524	$49.77	4
   11	Quantum Vision	$103,444	$49.73
   12	Randstad North America, Inc.	$103,117	$49.58	65
   13	PNC	$103,065	$49.55	34
   14	U.S. Bank	$101,808	$48.95	61
   15	SAS Institute	$101,058	$48.59	38
   16	Ford Motor	$100,277	$48.21	413
   17	American Family Insurance	$100,168	$48.16
   18	BlueCross BlueShield of South Carolina	$99,920	$48.04
   19	Rackspace	$98,998	$47.60
   20	Populus Group	$98,877	$47.54

4. Writing a test developer job description

   A job description for a test developer 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 test developer job description:

   Test developer job description example

   This position description is subject to change at any time as needed to meet the requirements of the program or company.
   The 508 Developer/Tester provides:
   
   + Design expertise to ensure that web page design conforms to industry and IRS standards
   
   + Experience in operating in a Test-Driven Development Environment
   
   Responsibilities
   
   Major Job Activities:
   
   • Developing web pages and necessary frameworks based on web designs using JavaScript, CSS, HTML, PHP, etc.• Web programming and development for federal requirements including 508 compliance and SCORM conformance • Preparing test plans and test case scenarios associated with accessibility standards is required• Conducting Section 508 testing via manual reviews, automated test tools and assistive technologies
   
   Material & Equipment Directly Used:
   
   Office computers and equipment, telephone, Microsoft Office suite of tools, spreadsheets and database outputs and reporting, virtual data sharing platforms (e.g., SharePoint, Teams, etc.) and other forms of remote work-sharing tools.
   
   Working Environment:
   
   Primarily performed in an office environment, with work in virtual space, as well as operations centers, network/server rooms, and other datacenter environments. The 508 Developer/Tester must be available between the hours of 8:00 a.m. to 4:30 p.m., Monday through Friday, except Federal holidays, or when the IRS facility is closed for administrative reasons.
   
   Physical Activities:
   
   Must be able to sit, stand, and work at a computer for long periods of time.
   
   Qualifications
   
   Minimum Qualifications:
   
   Education / Certifications:
   
   • U.S. Citizen or Lawful Permanent Residency status by providing their Alien Registration Number• National Agency Check with Credit (NACIC) background investigation
   
   Experience / Skills:
   
   • Minimum of five (5) years as a Front-end / UI Web developer
   
   • Microsoft Office Suite of tools• Microsoft Teams
   
   Supervisory / Budget Responsibilities:
   
   May be responsible for identifying project fiscal/budget estimates.
   
   We are committed to an inclusive and diverse workplace that values and supports the contributions of each individual. This commitment along with our common Vision and Values of Integrity, Respect, and Responsibility, allows us to leverage differences, encourage innovation and expand our success in the global marketplace. Vectrus is an Equal Opportunity /Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, protected veteran status or status as an individual with a disability. EOE/Minority/Female/Disabled/Veteran.

   Copy this example

   

5. Post your job

   To find test developers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any test developers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level test developers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your test developer job on Zippia to find and recruit test developer candidates who meet your exact specifications.
   • Use field-specific websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Recruiting test developers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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.

   While interviews are great, you will only sometimes learn enough from a conversation with a test developer 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 test developer

   Once you have selected a candidate for the test developer 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.

   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.

   To prepare for the new test developer first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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