How to hire a tier

How to hire a tier, step by step

Here's a step-by-step tier hiring guide:

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

Post a tier job for free, promote it for a fee

Post free

1. Identify your hiring needs

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

   Type of Tier	Description	Hourly rate
   Tier	Computer support specialists provide help and advice to people and organizations using computer software or equipment. Some, called computer network support specialists, support information technology (IT) employees within their organization... Show more	$11-23
   Information Technology/Support Technician	An information technology (IT) support technician is a professional who is responsible for providing support and troubleshoots software and hardware problems faced by customers. As for larger organizations that have their own IT department, technicians must work together internally with their IT staff members... Show more	$14-31
   Help Desk Analyst	Help Desk Analysts generally provide technical support by assisting customers with their system issues. These analysts are expected to be highly knowledgeable about application processes and basic troubleshooting... Show more	$12-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Technical Support
   • Linux
   • VoIP
   • Switches
   • Inbound Calls
   • Remedy
   • TCP/IP
   • NOC
   • OS
   • Juniper
   • Unix
   • Medicare
   • Mac
   • Escalate

   Check all skills

   Responsibilities:

   • Manage incoming call queue handling basic NOC tasks and more advance VOIP such as provisioning sites and performing disconnects.
   • Manage paperwork associate with HVAC procedures.
   • Support a wide range proprietary Unix and SQL base applications.
   • Require to maintain basic knowledge of Linux commands to properly access certain network equipment.
   • Maintain, install and operate network communication devices such as routers and switches with provide configurations.
   • Have knowledge of SQL query skills and awareness of corporate data security policies relate to privacy and personal identifying information.

3. Make a budget

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

   • Location. For example, tiers' average salary in alaska is 36% less than in hawaii.
   • Seniority. Entry-level tiers earn 51% less than senior-level tiers.
   • Certifications. A tier 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 tier's salary.

   Average tier salary

   $16.67hourly

   $34,679 yearly

   ---

   Entry-level tier salary

   $24,000 yearly salary

   Updated January 31, 2026

4. Writing a tier job description

   A good tier 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 tier job description:

   Tier job description example

   • Use government/contractor off-the-shelf tools and specialized knowledge and experience to manage the attribution of cyber-enabling activities associated with ARCYBER mission
   • Conduct Tier III Blue Space engineering for hardware/software installations and upgrades;
   • Execute Tier III troubleshooting procedures: investigate logs, and analyze configuration files
   • Provide technical recommendations for future operations
   • Provision server hardware configuration and functionality
   • Conduct Hypervisor deployments/management, using automated Infrastructure as Code
   • General Linux system administration, including automation and backup solutions. Linux server and desktop system administration (RedHat, Debian, and their related derivatives)
   • BASH or Python scripting
   • Automation using Ansible play creation and modification
   • Troubleshooting infrastructure Using Zabbix and Graffana errors and alerts
   • Issue tracking using Redmine
   • Knowledge Management using Atlassian Confluence
   • DevOps repository management using Gitlab

   BS 10-12, MS 8-10, Phd 5-7 will consider: HS 16+ Years, BA/BS 10+ Years, or MA/MS 8+ Years

   Requires DoD 8570 IAT Level II certification

   The following are required skillsets/experience:

   - familiarity with Linux server, RedHat and/or Debian, Redmine (issue tracking), and Ansible

   - experience maintaining and supporting computer, monitoring and managing system resources, and performing security administration functions

   - skills in maintaining system documentation, optimizing system performance, and installing software

   • Work location: Ft Meade, MD
   • Work schedule: Normal duty/hours of M-F 0800-1700 with ability to surge support as required
   • Clearance: Active TS/SCI with the ability to obtain a CI Poly and able to meet NSA security standards (TS/SCI with CI Poly and MEAD). interim work location is Building 310 at Fort Meade
   • Travel: Not expected, however possible travel to multiple OCONUS locations. Equipment when traveling -- laptop, laptop case, card readers, etc. -- will be furnished by the government.

   Peraton drives missions of consequence spanning the globe and extending to the farthest reaches of the galaxy. As the world’s leading mission capability integrator and transformative enterprise IT provider, we deliver trusted and highly differentiated national security solutions and technologies that keep people safe and secure. Peraton serves as a valued partner to essential government agencies across the intelligence, space, cyber, defense, civilian, health, and state and local markets. Every day, our employees do the can’t be done, solving the most daunting challenges facing our customers.

   An Equal Opportunity Employer including Disability/Veteran.

   Colorado Salary Minimum: $82,700
   Colorado Salary Maximum: $200,800
   
   The estimate displayed represents the typical salary range for this position, and is just one component of Peraton's total compensation package for employees. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. In addition, Peraton provides a variety of benefits to employees.

   Copy this example

   

5. Post your job

   There are a few common ways to find tiers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your tier job on Zippia to find and recruit tier 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 tiers 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 tier 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 tier

   Once you've selected the best tier candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   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.

   Once that's done, you can draft an onboarding schedule for the new tier. 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.)

   Sign up to download full list

   Sign up

How much does it cost to hire a tier?