How to hire a web site specialist

How to hire a web site specialist, step by step

Here's a step-by-step web site specialist hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a web site specialist, 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

   A web site specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, web site specialists 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.

   Here's a comparison of web site specialist salaries for various roles:

   Type of Web Site Specialist	Description	Hourly rate
   Web Site Specialist	Web developers design and create websites. They are responsible for the look of the site... Show more	$12-46
   Front End Developer	Front-end developers architect and develop applications and websites through web technologies. They are responsible for the implementation of visual elements that every user sees and interacts with on web applications... Show more	$32-59
   Java Developer	A Java developer is responsible for developing Java-based applications, including its strong efficiency and smooth operations for the clients and business' use. Java developers implement application designs, diagnosing ineffective processes, and conducting troubleshooting... Show more	$32-54

   Show more

2. Create an ideal candidate profile

   Common skills:

   • SEO

   Responsibilities:

   • Develop, manage and maintain multiple websites including fund-raising events and online registrations for intranet and Internet sites.
   • Edit HTML code for maintenance of web link content.
   • Create different region templates with different CSS for different look and feel.
   • Direct successful SEO and link-building campaigns to increase the website's credibility and drive traffic.
   • Design and development of HTML email marketing pieces including graphic development
   • Serve as site lead trend assessor and corrective action program coordinator (CAPCO).

3. Make a budget

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

   • Location. For example, web site specialists' average salary in nebraska is 36% less than in virginia.
   • Seniority. Entry-level web site specialists earn 72% less than senior-level web site specialists.
   • Certifications. A web site specialist 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 web site specialist's salary.

   Average web site specialist salary

   $51,139yearly

   $24.59 hourly rate

   ---

   Entry-level web site specialist salary

   $27,000 yearly salary

   Updated December 18, 2025

4. Writing a web site specialist job description

   A web site specialist 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. Below, you can find an example of a web site specialist job description:

   Web site specialist job description example

   At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world.
   **Job Overview**
   
   Responsible for activities that support the clinical trial process from start-up to close out. Clinical Operation professionals are tasked with the planning, implementation, management, and execution of the clinical trial process.
   
   **Long Description**
   
   • Identify, contact, and build relationships with study investigators/sites and networks in assigned areas (e.g., region, countries, or therapeutic area) for the conduct of feasibility and potential study participation
   
   • Build investigator database and feasibility management system (e.g., investigator profiles, country demographics)
   
   • Creates/Coordinate the development of the feasibility questionnaire for a study. Reviews the protocol, seeks expertise from applicable supporting functions (feasibility manger, PM, etc.), and finalizes draft for Sponsor review, as required. Works with PM to obtain client approval of the study specific feasibility questionnaire, as needed.
   
   • Create and disseminate Confidential Disclosure Agreements (CDAs)/Questionnaires to sites and follow up accordingly to ascertain interest and to meet study timelines.
   
   • Adheres to study timelines, documents, and communicates updates to Project Managers.
   
   • Liaise with the project manager to understand studies' budgets and negationists and finalizes budgets with the investigational sites
   
   • Responsible for transitioning sites from Site Feasibility to SSU (Study Start Up) representative.
   
   • Conduct site qualification visits (on-site and remotely)
   
   **What your background should look like:**
   
   • Bachelor's degree (or equivalent) in science-related field preferred
   
   • 2-3 years relevant experience in clinical research, monitoring or study start up
   
   • Equivalent combination of education, training, and experience
   
   **Competencies**
   
   SET : Strategy, Execution, Talent (for managers)
   
   Location:
   
   Carlsbad, CA, US, 92008
   
   City: Carlsbad
   
   State: CA
   
   Country/Region: US
   
   Travel: 25% to 50%
   
   
   Alternative Locations:
   
   Function: Clinical Operations
   
   TE Connectivity and its subsidiaries, affiliates, and operating units (collectively, the "Company") is committed to providing a work environment that prohibits discrimination on the basis of age, color, disability, ethnicity, marital status, national origin, race, religion, gender, gender identity, sexual orientation, protected veteran status, disability or any other characteristics protected by applicable law or regulation.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right web site specialist for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your web site specialist job on Zippia to find and recruit web site specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with web site specialist 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.

   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.

   If your interviews with web site specialist applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you 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 web site specialist

   Once you've found the web site specialist 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 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 web site specialist 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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