How to hire a voice engineer

How to hire a voice engineer, step by step

Here's a step-by-step voice engineer hiring guide:

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

What does a voice engineer do?

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1. Identify your hiring needs

   Before you post your voice engineer 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 voice engineer 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 voice engineer's background is also an important factor in determining whether they'll be a good fit for the position. For example, voice engineers 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 voice engineers and their corresponding salaries.

   Type of Voice Engineer	Description	Hourly rate
   Voice Engineer	Computer network architects design and build data communication networks, including local area networks (LANs), wide area networks (WANs), and intranets. These networks range from small connections between two offices to next-generation networking capabilities such as a cloud infrastructure that serves multiple customers.	$33-58
   Lead Data Architect	Lead Data Architects are experienced employees who manage the data architecture needs of the company. They also manage the data architects who fulfill these needs... Show more	$40-71
   NOC Analyst	A Network Operation Center (NOC) analyst works on ensuring the stability and working order of all network connections used in a company. The position is essential for companies that require fast-paced communication in both internal and external affairs... Show more	$19-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Unity
   • VoIP
   • Unified Communications
   • QoS
   • Cisco Unity
   • Jabber
   • BGP
   • MPLS
   • Switches
   • Servers
   • Voice Gateways
   • Visio
   • VPN
   • Windows

   Check all skills

   Responsibilities:

   • Manage the upgrade of the enterprise CTI system (Quintus/Avaya).
   • Implement IVR system fully and achieve considerable positive impact on caller satisfaction.
   • Experience providing and implementing network infrastructures and developing, operating, and managing a VoIP environment.
   • Integrate the UC phone system with TDM PBX currently in use and design dial plan architecture to prevent overlapping extensions.
   • Configure, upgrade and troubleshoot Cisco unity connection.
   • Enable remote users to access corporate LAN with VPN connectivity.

   More voice engineer duties

3. Make a budget

   Including a salary range in the voice engineer job description is a good way to get more applicants. A voice engineer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a voice engineer in Indiana may be lower than in California, and an entry-level engineer typically earns less than a senior-level voice engineer. Additionally, a voice engineer with lots of experience in the field may command a higher salary as a result.

   Average voice engineer salary

   $92,457yearly

   $44.45 hourly rate

   ---

   Entry-level voice engineer salary

   $70,000 yearly salary

   Updated December 20, 2025

   Average voice engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$132,960	$64
   2	Washington	$110,888	$53
   3	Oregon	$104,398	$50
   4	Massachusetts	$98,929	$48
   5	Mississippi	$97,197	$47
   6	Pennsylvania	$96,839	$47
   7	New York	$96,400	$46
   8	Tennessee	$93,666	$45
   9	North Carolina	$92,286	$44
   10	Ohio	$91,557	$44
   11	Texas	$90,853	$44
   12	Iowa	$90,755	$44
   13	Georgia	$88,456	$43
   14	Arizona	$86,038	$41
   15	Connecticut	$85,776	$41
   16	New Jersey	$85,226	$41
   17	Minnesota	$84,083	$40
   18	Florida	$83,864	$40
   19	Missouri	$81,070	$39
   20	Colorado	$80,494	$39

   Average voice engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Pacific Investment Management Company LLC	$123,370	$59.31
   2	Parsons	$121,930	$58.62	3
   3	Nomura Securities	$112,187	$53.94
   4	Morgan Stanley	$111,182	$53.45	2
   5	OpTech	$104,360	$50.17
   6	Jupiter Systems	$103,192	$49.61
   7	Grainger	$102,887	$49.46
   8	Dimension Data Network Services	$102,551	$49.30
   9	Bandwidth	$101,109	$48.61
   10	R1 RCM	$100,737	$48.43
   11	MITRE	$98,219	$47.22
   12	Criterion Systems	$98,113	$47.17
   13	RSM US	$97,182	$46.72	1
   14	Pinnacle Technical Resources	$96,966	$46.62	5
   15	Infolob Solutions	$96,782	$46.53
   16	CVS Health	$96,552	$46.42	1
   17	Bank of America	$96,540	$46.41	8
   18	Randstad North America, Inc.	$96,296	$46.30	7
   19	Loup Logistics	$95,573	$45.95
   20	CareOregon	$95,451	$45.89

4. Writing a voice engineer job description

   A good voice engineer 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 voice engineer job description:

   Voice engineer job description example

   Marco is a one-stop shop for all things business tech. Our employees are “movers and shakers” and our company is always striving to do what's right. Does this sound like a culture you want to be a part of? We're hiring a new team member to help take Marco's technology further - working full-time, Monday - Friday, 8am-5pm.
   
   More about us. We do it all - from copy and print solutions to IT and managed services. We are an organization led by salespeople with 650+ engineers ready to fix any and all issues. We have offices in 12 states and service nationally.
   Join our growing team. You won't regret it.
   
   The Mitel Voice Systems Engineer is responsible for providing quality services and solutions to our clients while maintaining a high level of client satisfaction. You will perform project based installations and service based repair calls at client locations. You are responsible for management, administration and integration of products, services, applications and operating level systems code.
   
   This is a hybrid role - with the ability to work remotely approximately 60% of the time, but will include frequent travel to client sites' to assist with solving issues, installing products, etc. Successful applicants should reside within the state of Missouri.
   Main Responsibilities:Engineering the installation, support and maintenance of production networks and systems to completion Integrating and/or consolidating servers and services between different client business units and technologies Understanding and maintaining network services such as DNS, DHCP, electronic mail, LDAP directories VLAN's and QoSUpgrading systems including PBXs, IP Platforms, Voice Mail Systems and applications to include but not limited to Unified Messaging, Collaboration tools, etc. with the primary focus on the Mitel product line
   Required Qualifications:Associate's Degree and 2+ years of experience or equivalent experience Experience with Mitel phone systems, specifically 3300 or 5000 is a plus Current high level industry recognized certifications including at least 2 of the following: Call Control, Voicemail, Unified Communications or Call CenterExperience including but not limited to VoIP, IP, QoS, Network Analyzer, PBX Management, Unified Messaging, Call Centers, Collaboration Tools, Voice Conference Bridge, Wireless, Teleworker, LCS/LBG and MobilityProficiency with business collaboration tools such as MS Office applications and Visio
   Benefits:
   
   We're not just competitive when it comes to business tech - we're also pretty proud of what we offer our employees. Our benefits include medical, dental, and vision insurance. We also have paid holidays and vacation, 401k with generous company match, flexible spending accounts, employee purchase program, employer-paid life insurance, voluntary-term life insurance, short and long-term disability, critical illness and accident benefits, and pet insurance. Yes, we care about your furry family too.
   
   *all benefits are dependent on employment status
   
   To apply (and to learn more about what makes us great), visit: www.marconet.com/careers
   
   EEO/AA

   Copy this example

   

5. Post your job

   To find voice engineers 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 voice engineers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level voice engineers 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 voice engineer job on Zippia to find and recruit voice engineer 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

   During your first interview to recruit voice engineers, 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.

   While interviews are great, you will only sometimes learn enough from a conversation with a voice engineer 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 voice engineer

   Once you've found the voice engineer 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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How much does it cost to hire a voice engineer?