How to hire a video game programmer

How to hire a video game programmer, step by step

Here's a step-by-step video game programmer hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a video game programmer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect video game programmer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of video game programmers.

   Type of Video Game Programmer	Description	Hourly rate
   Video Game Programmer	Computer programmers write and test code that allows computer applications and software programs to function properly. They turn the program designs created by software developers and engineers into instructions that a computer can follow.	$26-52
   Sap/Abap Developer	An SAP/ABAP developer is responsible for designing and creating software programs and applications through the SAP and ABAP programming codes. They conduct multiple diagnostic tests for newly-created and existing applications to ensure adherence to quality standards and requirements... Show more	$37-65
   Program Development Internship	A Program Development Intern helps to improve the quality of education in schools and other academic institutions. They work in order to gain work experience and satisfy the requirements for a qualification.	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Video Games
   • Combat
   • PC
   • AMX
   • Yahoo

   Responsibilities:

   • Develop different VBA macro tools to automate reporting and assure information accuracy, overlapping avoidance and management control.
   • Perform remote setup and troubleshooting of PC base DVR security systems install in banks.
   • Implement combat system to designer spec.
   • Hand-Code HTML 5 and Java script base on web standards and best practices for scalability and accessibility.
   • Programme UI and game logic for slot machine and card games for British company specializing in casino games.
   • Develop software and hardware documentation for Nintendo game development platforms, including API references and game developer guidelines.

3. Make a budget

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

   • Location. For example, video game programmers' average salary in hawaii is 37% less than in oregon.
   • Seniority. Entry-level video game programmers earn 50% less than senior-level video game programmers.
   • Certifications. A video game programmer 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 video game programmer's salary.

   Average video game programmer salary

   $78,099yearly

   $37.55 hourly rate

   ---

   Entry-level video game programmer salary

   $55,000 yearly salary

   Updated January 20, 2026

4. Writing a video game programmer job description

   A good video game programmer 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 video game programmer job description:

   Video game programmer job description example

   • 16 Hours Sick Time
   • 40+ Hours of Vacation within the first year
   • Optional Health Insurance with 50% Company contribution of the monthly premium
   • 8 Paid Holidays
   • Company is closed from Christmas Eve to New Years Day
   • Use of Company Vehicle during shifts
   • Growth Opportunities

   RESPONSIBILITIES:

   • Install and program home automation systems including: lighting control, security, wired and wireless networks, shades, etc.
   • Proficient in developing code with expert knowledge in AV basics (signal flow, control methods, device functionality & system operations)
   • Perform custom AV installations in new construction and retrofit jobs for residential and commercial projects.
   • Work with fellow teammates to offer exemplary customer service that leaves an outstanding impression on our clients.
   • Work with the Project and Installation Manager to complete all projects and manage client expectations.

   REQUIREMENTS:

   • Self motivated with a "can do" attitude, high work ethic with a focus on customer service .
   • At least 2 years experience with any major home automation platforms - Elan, Lutron Lighting, Creston or security installation are a plus. Programming-specific experience strongly preferred.
   • Ability to lead and work well with a team.
   • Knowledge of the Consumer Electronics industry.
   • Must have personal tools for the trade and have familiarity with test equipment.
   • Ability to: work indoors and out, climb a ladder, lift up to 50lbs.
   • Ability to pass background check
   • Must have clean driving record.

   This Company Describes Its Culture as:

   • Aggressive -- competitive and growth-oriented
   • Stable -- traditional, stable, strong processes
   • Team-oriented -- cooperative and collaborative

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5. Post your job

   To find the right video game programmer 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 video game programmers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit video game programmers 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 video game programmer job on Zippia to find and recruit video game programmer 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

   To successfully recruit video game programmers, 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.

   While interviews are great, you will only sometimes learn enough from a conversation with a video game programmer 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 video game programmer

   Once you've found the video game programmer 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new video game programmer 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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