How to hire a test engine evaluator

How to hire a test engine evaluator, step by step

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

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1. Identify your hiring needs

   Before you post your test engine evaluator job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a test engine evaluator for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A test engine evaluator's background is also an important factor in determining whether they'll be a good fit for the position. For example, test engine evaluators 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 test engine evaluator salaries for various positions.

   Type of Test Engine Evaluator	Description	Hourly rate
   Test Engine Evaluator		$27-60
   Manufacturing Engineering Internship	A manufacturing engineering intern is responsible for assisting the manufacturing engineers on the plant's daily operations, analyzing the manufacturing process and procedures, and recommending strategic solutions to maximize productivity and minimize costs. Manufacturing engineering interns shadow the production staff, inspect the tools and equipment of the manufacturing, analyze the quality control documentation, and perform related administrative tasks to familiarize themselves with the plant structure... Show more	$19-32
   Quality Control Engineer	A quality control engineer is responsible for conducting quality assessments for the company's products and services to ensure adherence to federal regulations and quality standards. Quality control engineers recommend strategic methods by analyzing processes and writing test results... Show more	$25-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Mathematics
   • Test Results
   • Test Procedures
   • Test Data
   • Test Reports
   • DOD
   • Data Collection
   • Test Methods
   • Technical Support
   • Operational Test
   • Test Equipment
   • DT
   • Math
   • RF

   Check all skills

   Responsibilities:

   • Manage the testing of all functions of mining and industrial equipment, from PLC and electrical control simulation to mechanical operation.
   • Subject matter includes English, social studies, reading comprehension, geography, math, physics and biology.
   • Read and evaluate open-ended student responses to test questions in reading, writing, math, science, and history.
   • Proofread and grade essay questions.
   • Process request for media containing missile testing data.
   • Coordinate with other DOD agencies on live fire issues.

   More test engine evaluator duties

3. Make a budget

   Including a salary range in your test engine evaluator job description is a great way to entice the best and brightest candidates. A test engine evaluator salary can vary based on several factors:

   • Location. For example, test engine evaluators' average salary in hawaii is 43% less than in california.
   • Seniority. Entry-level test engine evaluators earn 54% less than senior-level test engine evaluators.
   • Certifications. A test engine evaluator with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a test engine evaluator's salary.

   Average test engine evaluator salary

   $85,143yearly

   $40.93 hourly rate

   ---

   Entry-level test engine evaluator salary

   $57,000 yearly salary

   Updated January 23, 2026

   Average test engine evaluator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$114,455	$55
   2	Washington	$103,502	$50
   3	District of Columbia	$100,525	$48
   4	Utah	$97,984	$47
   5	Alabama	$91,903	$44
   6	Arizona	$89,798	$43
   7	Colorado	$89,602	$43
   8	Texas	$84,744	$41
   9	Maryland	$81,922	$39
   10	Ohio	$81,382	$39
   11	North Carolina	$76,218	$37
   12	Georgia	$75,139	$36
   13	Virginia	$74,324	$36
   14	Oklahoma	$69,464	$33
   15	Missouri	$68,534	$33

   Average test engine evaluator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Apple	$136,982	$65.86	55
   2	Booz Allen Hamilton	$112,575	$54.12	20
   3	Spectrum Comm	$90,276	$43.40	6
   4	JSL Technologies	$89,914	$43.23	2
   5	Jacobs Enterprises	$89,670	$43.11
   6	Science	$89,658	$43.10
   7	Serco	$89,658	$43.10
   8	Moseley Technical Services	$88,037	$42.33
   9	Sayres and Associates	$87,859	$42.24
   10	SAIC	$87,855	$42.24	26
   11	Boeing	$87,830	$42.23	67
   12	SRC	$87,683	$42.16	2
   13	Austal	$87,581	$42.11
   14	NANA	$87,466	$42.05	2
   15	MITRE	$87,054	$41.85
   16	Jacobs Engineering Group	$86,920	$41.79
   17	THOR Solutions	$86,645	$41.66
   18	Randstad North America, Inc.	$86,004	$41.35	2
   19	Frontier Technologies	$85,796	$41.25
   20	ASRC Federal	$85,670	$41.19	12

4. Writing a test engine evaluator job description

   A test engine evaluator 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 test engine evaluator job description:

   Test engine evaluator job description example

   Precise Systems is a professional services company currently working for the U.S. Navy, U.S. Marine Corps, and U.S. Air Force. Our core competencies include systems engineering, program and project management, logistics, information technology and cyber security, and software development services. We were founded in 1990 and since our establishment we have been providing cutting edge solutions and support to our warfighters. We understand and provide expert consultation on network and weapons systems acquisition programs, maintenance/modernization programs, and sustainment programs.
   
   We are currently seeking a Test and Evaluation Engineer to support test engineering tasks associated with the development, qualification, and acceptance testing efforts for Expeditionary Electronic Warfare systems and sub systems..
   + Perform test engineering tasks throughout the lifecycle of tactical programs or R&D projects.
   
   + Develop, plan, and execute qualification tests for antennas optimization and docking station projects
   
   + Prepare and execute comprehensive test procedures and manage schedules for executing systems and/or subsystems testing operations
   
   + Perform analysis of test results and prepare comprehensive subsystem and/or system level evaluation reports which verify and validate system performance.
   
   Required Education:
   
   + Bachelors degree in Engineering from an accredited university/college
   
   Required Experience:
   
   + Minimum of 5 years of experience in Engineering
   
   + RF Range testing experience is a plus.
   
   + Experience with Test Engineering execution
   
   + Ability to coordinate activities of a diverse team, predict and meet schedules, resolve disconnects
   
   + Excellent communication skills are essential, including the ability to understand the customer's needs and provide clear communication of proposed solutions to the customer.
   
   + Ability to travel
   
   Due to the sensitivity of customer related requirements, must be able to obtain and maintain a Secret security clearance.
   
   BONUS TERMS: Precise Systems understands the significance of competition in the market and acknowledges that true talent has choices in their pursuit of new opportunities. In recognition of the technical capabilities required to meet certain defined skillsets, we are committed to offering bonuses to newly hired professionals in these areas. Bonus opportunities are highlighted within each respective job posting and come with stipulations including, but not limited to payment schedule and repayment requirements should the employee leave Precise before the defined terms expire.
   
   Precise Systems, Inc. is an Affirmative Action/Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status. Precise Systems, Inc. participates in E-Verify. Precise Systems, Inc. encourages and supports workplace diversity.
   
   Required SkillsRequired Experience

   Copy this example

   

5. Post your job

   To find the right test engine evaluator 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 test engine evaluators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit test engine evaluators 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 test engine evaluator job on Zippia to find and recruit test engine evaluator 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

   Your first interview with test engine evaluator candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 test engine evaluator 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 test engine evaluator

   Once you've found the test engine evaluator 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.

   After that, you can create an onboarding schedule for a new test engine evaluator. 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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