Every guide below turns a role into a repeatable hiring process: what the hire will own, the competencies to score, the interview plan, and the evidence to ask for. Pick the role you are hiring for to get started.
Start with the role, evidence, and evaluation criteria.
Roles are grouped by the kind of work the hire owns rather than by job title, because the ownership boundary is what determines the seniority and the evidence you should ask for. Compensation figures in these guides are starting points for your own research, not verified market rates.
Roles scoped to a regulated or domain-heavy product, where the hire needs working knowledge of the vertical as well as the stack.
Specialists who produce brand, video, audio, or campaign assets with generative tooling. Evaluate these roles on output quality and art direction, not on tool familiarity.
Application, cloud, and infrastructure security roles. Scope these by the threat model and the systems the hire will be accountable for.
Applied ML, model operations, and perception roles. Ask for evidence of evaluation method and production behaviour, not just model selection.
Warehouse, pipeline, streaming, and BI roles. The right level depends on data volume, latency requirements, and who owns modelling decisions.
Monitoring, incident tooling, and systems administration. Scope by production ownership and on-call responsibility.
Platform, delivery pipeline, and infrastructure-as-code roles. Define which environments the hire owns and which changes require review.
Test strategy and automation roles. Separate framework familiarity from the ability to decide what is worth testing.
Native mobile, game engine, and AR/VR roles. Platform constraints and release process matter as much as language skill.
Browser-facing engineering roles. Weight accessibility, performance budgets, and design-system discipline against raw framework experience.
Server-side and API roles. Define the contract surface, data ownership, and failure handling the hire will be responsible for.
On-chain and smart contract roles. Audit history and security reasoning carry more weight here than shipping speed.
Platform-specific build and customisation roles. Confirm whether the work is configuration, extension, or genuine software engineering.
General engineering roles defined primarily by language or breadth. Seniority should track decision scope and system complexity, not years.
Product, brand, and visual design roles. Review portfolios for problem framing and iteration, not only finished screens.
Editing and production roles. Judge these on turnaround, format fluency, and consistency across a real back catalogue.
Demand, content, lifecycle, and brand roles. Tie the scorecard to the channel and the funnel stage the hire will own.
Revenue and retention roles. Define the segment, motion, and quota or renewal ownership before comparing candidates.
Process and coordination roles. Scope by the number of teams, the delivery model, and the decisions the hire can make alone.
