Solutions Architect Job Description Template 2026

Last updated: May 13, 2026

A solutions architect designs technical systems that solve specific business problems, selecting platforms, mapping integrations, and translating requirements into something engineering can actually build, with 2026 U.S. salaries spanning $115,000 at associate level to $230,000 for principal cloud architects. Most of the postings that sit unfilled for 90 days conflate four very different jobs into one title. The template and salary data below are pulled from solutions architect searches that closed in under 30 days at KORE1.

Open up any job board. Search “solutions architect.” Scroll. Half the postings describe a senior cloud engineer with a fancier title. A quarter describe a principal engineer wearing different shoes. Some describe a presales technical resource that reports through sales, not engineering, and the rest sit in some middle ground where the responsibilities cover six different functions that no single human would ever cover in practice. A few describe a true enterprise architect who builds reference models across an entire IT org. They all use the same three words at the top of the posting, and that overlap is exactly why the role has the longest average time-to-fill in our IT desk and why the candidates with real architecture experience scroll past most of these postings without reading the body copy.

The fix is not better recruiting. It is a JD that names what the role actually is.

Tom Kenaley, KORE1. Twenty-plus years of placing senior IT and software talent across our IT staffing services practice, and solutions architect is the title where I see hiring managers underspecify the most. Ten weeks in, no offer signed, candidates ghosting after second-round interviews. KORE1 collects a placement fee when you hire through us, so weight the recommendation accordingly. The template below works whether you use a staffing partner or not.

Four Archetypes Behind One Title

Solutions architect splits into four hiring profiles in 2026: cloud solutions architect, enterprise solutions architect, pre-sales solutions architect, and application solutions architect. Each commands a different comp band, reports through a different org, and screens for a different skill set.

This is not splitting hairs. It is a $60,000 to $90,000 salary spread, and a JD that does not pick one will sit in the queue for months.

Cloud Solutions Architect

The most common version of the role in 2026, and the version most hiring managers default to when they say “we need an architect.” Designs cloud architectures on AWS, Azure, or GCP. Owns infrastructure-as-code patterns, network topology, identity and access boundaries, and the cost model that comes with all of it, because nobody else in engineering has a clear line of sight into how a $40,000 mistake in reserved instance sizing compounds across an account family over twelve months. This person knows Terraform or CloudFormation, has built modules other teams reuse, and has been on the painful side of at least one state-file corruption incident that taught them why workspace isolation matters. They have shipped at least one real migration. They can sit in a room with a CFO and explain why the reserved instance commitment is a $400,000 annual decision rather than a checkbox to clear before the quarter closes, and they can do it in language that does not make the CFO defensive. Mid-level cloud architects run $145,000 to $175,000. Senior pulls $175,000 to $220,000 in coastal metros, more if the role owns multi-account governance, security perimeter design, and FinOps reporting up to the executive layer. The certification matters here, more than for any other senior IT role we recruit. AWS Solutions Architect Associate is table stakes for the AWS side at the mid-level posting. AWS Solutions Architect Professional or Azure Solutions Architect Expert is what separates a senior posting from a mid-level one in practice, and posting a senior role without referencing either credential as required or preferred reads as a sign the hiring manager has not calibrated the role against the live market.

Enterprise Solutions Architect

Different animal. Owns the technology strategy across multiple business units, multiple platforms, multiple teams, and usually a portfolio of legacy systems that nobody wants to touch but everybody depends on for revenue. Works in TOGAF or a similar enterprise architecture framework, even if half the working sessions end up ignoring the framework in favor of the political reality of which VP owns which platform. Builds reference architectures that other architects implement, and writes the decision records that explain why the org went one direction over another in language that survives leadership turnover. Sits with the CIO or VP of Engineering as often as with developers. This profile is rare under 12 years of experience because the breadth required, business acumen plus technical depth plus political awareness, takes that long to develop in practice. Comp lands between $160,000 and $215,000 base, often with an executive bonus tier on top that pushes total comp into the high $200s or low $300s at the upper end. The candidate pool is shallow because most engineers who could do this work either move into engineering management or take a CTO role at a smaller company where the work is broader and the politics are simpler. If your JD describes an enterprise architect but your interview loop is four hands-on coding rounds, the offer will not close.

Pre-Sales Solutions Architect

Reports through sales, not engineering, which sounds like a small distinction until you watch the quarterly compensation review and realize the manager, the metrics, and the political incentives are all different. Partners with account executives on six- and seven-figure deals where the technical conversation is the deciding factor between winning and losing the account. Runs the technical discovery, builds the architecture diagrams that go into proposals, and demos the integration during the sales cycle, sometimes against a competitor’s pre-sales SA who is doing the exact same work in the next conference room over. Base compensation runs $130,000 to $180,000 with an OTE bonus of 20% to 40% on top, depending on the company’s deal structure and whether the SA carries an individual quota or a shared one with the account executive. The path is not interchangeable with the internal solutions architect track. Pre-sales SAs are evaluated on bookings influenced and technical close rate, two metrics that internal architects almost never see on their performance review. They need executive presence, not just architectural depth. A great cloud architect can be a terrible pre-sales architect, and the reverse is also true. Posting both as “Solutions Architect” without specifying which one will produce the wrong candidate pool every time.

Application / Software Solutions Architect

Owns architecture for a single product or product line. Sits inside the engineering org, reports to a VP or Director of Engineering, and is often the person who wrote the v1 of the system being scaled. Decides on service boundaries, data layer choices, API contracts, and the build-versus-buy calls for new components. This profile overlaps significantly with principal engineer, and the line between the two is fuzzy at most companies. Comp runs $135,000 to $190,000 base, with companies in fintech, healthcare, and adtech adding 10% to 20% on top. If the role does not include hands-on coding, say so. If it does, say that too. The two are different jobs and attract different candidates.

Pick one. Write the JD for that one. The version of this role that wins searches in our IT desk is the one where the hiring manager can answer “which of those four” in under thirty seconds, can describe the actual systems the architect will own in the first 90 days, and can name the executive the architect will report to without pulling up the org chart on a second monitor.

Sources: ZipRecruiter (April 2026), Glassdoor (2026), KORE1 internal placement data 2025-2026. Ranges represent 25th-75th percentile. Coastal metros (SF, NYC, Seattle, Boston) add 15-25%. Fintech and healthcare verticals add 10-20%. For deeper cloud-side comp data see the cloud engineer salary guide.

The Job Description Template

Copy this. Strip the brackets. Delete the parenthetical notes once you have replaced them. Anything that does not match your actual hire, cut it. A short, specific JD outperforms a long, generic one every time.

Job Title

[Cloud Solutions Architect / Enterprise Solutions Architect / Pre-Sales Solutions Architect / Software Solutions Architect]

(Do not write “Solutions Architect” alone. The qualifier is the most important word in the posting. It tells experienced candidates whether to apply.)

About the Role

(Two or three sentences. What is the system or business problem this person owns? Who do they report to? Is the role remote, hybrid, or onsite? Skip the company mission statement here. It does nothing for the resume.)

[Company Name] is hiring a [title] to own [architecture for what specifically: our AWS migration / the platform that processes 4M daily transactions / the integration layer between Salesforce and our internal billing system]. You will report to [VP Engineering / CTO / Director of Cloud Engineering / Head of Solutions]. This role is [remote in the U.S. / hybrid in {city} / onsite in {city}].

What You Will Own

(Five to seven specific responsibilities. Each one should describe something the architect would actually do in their first 90 days. Avoid generic phrases. Name the systems, the stakeholders, the deliverables.)

• Design end-to-end architectures for [specific product or business area], producing reference diagrams, integration patterns, and decision records that engineering teams implement
• Lead architecture reviews across [number] engineering pods, balancing reusability against delivery speed and flagging architectural debt before it ships
• Own the cloud cost model for [AWS / Azure / GCP] across [scope: a single workload, an account family, the entire org], partnering with finance on reserved capacity, savings plans, and FinOps reporting
• Translate business requirements from [product / sales / operations / compliance] into technical designs, including build-versus-buy recommendations and tradeoffs explained in plain language for non-engineering stakeholders
• Establish architectural standards for [security, observability, data residency, multi-tenancy], working with the security and platform teams to embed those standards in templates and pipelines
• Mentor [number] mid-level and senior engineers on system design through code review, design doc feedback, and pairing on architecture proposals
• Represent engineering in [executive reviews / customer escalations / compliance audits / vendor evaluations], owning the technical narrative end-to-end

What You Bring

(Split required and preferred. Be honest. Padding the required list does not raise quality. It just shrinks your pool. The candidates who would have been excellent self-select out because they fail one bullet they did not need anyway.)

Required:

• [7-10 / 10-12 / 12+] years of software engineering or infrastructure experience, with at least [number] years in an architecture, staff engineering, or technical lead role
• Hands-on production experience with [AWS / Azure / GCP / multi-cloud] including [specific services your stack uses: EKS, RDS, Lambda, Kinesis / AKS, Cosmos DB, Service Bus / GKE, BigQuery, Pub/Sub]
• Proficiency in [Terraform / Pulumi / CloudFormation / Bicep] for infrastructure-as-code, including module design and pipeline integration
• Experience translating business requirements into architecture decisions, with at least one [migration / greenfield platform build / system rebuild] you can walk through in interview
• Strong written communication, evidenced by design documents, RFCs, or architecture decision records you can share or describe in detail
• Ability to explain technical tradeoffs to non-technical executives and to write down the same tradeoffs for an engineering audience without losing precision

Preferred:

• [AWS Solutions Architect Professional / Azure Solutions Architect Expert / GCP Professional Cloud Architect] certification
• TOGAF, Zachman, or equivalent enterprise architecture framework experience
• Domain expertise in [your industry: fintech, healthcare, retail, SaaS, gaming, biotech]
• Experience with [event-driven systems / data mesh / service mesh / multi-tenant SaaS architecture]
• Background as a hands-on engineer in [Java / Go / Python / TypeScript] before transitioning to architecture

Compensation and Benefits

(Post the range. Not optional. Twelve states and a growing list of cities require it by law, and even where it is not required, postings without ranges get filtered out by serious candidates. A $40K band is fine. It signals seniority without pinning you down before the offer.)

• Base salary: $[X] – $[Y]
• [Additional comp components: equity, signing bonus, performance bonus, OTE if pre-sales]
• [Three or four benefits that actually matter: healthcare, 401k match percentage, PTO policy, remote flexibility, learning and development budget]

About [Company Name]

(Two or three sentences. Product, stage, team size, why a senior architect should care. Skip the boilerplate.)

Where Most JDs Lose the Right Architects

Five mistakes show up in roughly 80% of the solutions architect postings I read on LinkedIn during a recent client intake call where we benchmarked their JD against the live market and a similar pass through 30 postings sourced via Indeed in the same week, where the same pattern repeated almost line for line, suggesting that hiring managers across industries are copy-pasting from the same template that no longer works. The mistakes are obvious once you see them. All of them are fixable in one editing pass.

Listing every cloud platform as a hard requirement. “Expert-level AWS, Azure, and GCP.” That candidate does not exist. People go deep on one, get working knowledge of a second, and read about the third on weekends. Asking for expertise in all three signals you do not know your own stack. The candidates who could actually do the work see that bullet and assume the rest of the JD was written the same way. Pick the platform that runs production. List the other two as nice-to-have or drop them entirely.

Number two. Treating “architect” as a promoted senior engineer title. If the day-to-day is 70% coding and 30% architecture review, you are hiring a principal engineer. Call it that. The senior architects worth hiring at the comp bands above expect to spend their time on design docs, stakeholder conversations, technical strategy, and architecture reviews, not pull requests. A great principal engineer who likes coding will reject an architect JD that lists “5+ years writing production code in our primary stack” as the first bullet. A real architect candidate will reject a JD that does not describe stakeholder management or business-context translation at all.

Third. “Strong stakeholder management” without naming the stakeholders. Stakeholders for a cloud architect are different than stakeholders for an enterprise architect. Different again for pre-sales. If the architect will partner with the CFO on cloud cost forecasting, write that. If they will run weekly reviews with three engineering pods, write that. If they will sit in customer escalations alongside the sales lead, write that. Generic “stakeholder management” tells candidates nothing about what the actual week looks like.

Four, certification demands that do not match the seniority. A JD that requires AWS Solutions Architect Associate for a $200K senior role is mismatched. Associate is an entry-level credential. AWS itself recommends it as a starting point. A senior architect role should ask for Professional, or list certification under preferred and weigh the production experience instead. The opposite mistake is also common: requiring AWS Solutions Architect Professional for an associate-level posting at $130K. Almost no one with Professional accepts an associate-band offer in this market.

Last one. Missing or absurdly narrow salary ranges. “$120K-$200K” is a real range. It tells candidates the role spans associate to senior and the offer will reflect interview signal. “$140K-$145K” is not a range, it is a number with a comma. Senior architects know that posting a $5K band means HR set the number before the role was scoped, and the conversation about leveling is going to be painful. They skip those postings. The CFOs of our client companies sometimes push back on posting ranges at all. The data is consistent: open ranges close roles 22% faster across our IT desk than postings with no comp signal. Senior IT and software roles have averaged 30 days from posting to offer in our queue when the JD includes a range, versus 38 days when it does not.

Certifications That Actually Move the Needle

Cloud certifications matter more for solutions architect than for any other senior IT role we recruit. Here is what they signal at each tier, and when to require versus prefer them.

AWS Solutions Architect Associate (SAA-C03). Entry-tier. Demonstrates baseline cloud literacy in IAM, VPC design, storage tier selection, and the basics of high-availability patterns across availability zones. Useful as a screener for associate or mid-level postings where the architect is still building their cloud chops and you need a faster way to filter the resume pile down to candidates who have at least invested in formal AWS learning. Not a meaningful signal for senior roles, where production scar tissue, the kind that comes from being on call when a Route 53 misconfiguration takes down your entire payment system, matters far more than the credential.

AWS Solutions Architect Professional (SAP-C02). The certification that actually screens for senior cloud architect capability. Covers multi-account governance, advanced networking, migration patterns, and cost optimization. Roughly 80,000 to 100,000 active credential holders worldwide. If your JD targets a senior AWS architect at $175K and above, listing this as required is defensible. The exam difficulty filters out resume padders, which makes it one of the few certifications where the credential meaningfully correlates with on-the-job capability.

Microsoft Azure Solutions Architect Expert (AZ-305). Comparable to AWS Professional in scope. Microsoft retired the older AZ-303 and AZ-304 in 2022 and consolidated into AZ-305, which is now the credential to look for on Azure-heavy stacks. Particularly common in fintech, healthcare, and government-adjacent verticals where Azure has stronger compliance penetration. Reasonable as a required credential for senior Azure-specific roles.

Google Cloud Professional Cloud Architect. Smaller credential population than AWS or Azure but the bar is comparable. Worth requiring on GCP-specific senior roles. Worth listing as preferred on multi-cloud roles where Google is one of two or three platforms.

TOGAF 9 Certified or 10 Foundation. The enterprise architecture standard. Most useful for enterprise solutions architect roles where the work crosses business units. Less useful for cloud architect roles, where TOGAF can read as theory-heavy and disconnected from how cloud-native systems actually evolve.

One pattern from our recent placements: candidates with both a cloud Professional cert and 10+ years of hands-on engineering experience close offers 25% faster on average than candidates with either credential alone. The combination signals depth on both axes. Either one alone signals one axis.

Practical recommendation: list certifications as Required only at senior and above for cloud-specific roles, never for associate or mid-level. List TOGAF as Preferred for enterprise roles. Skip cert requirements entirely for pre-sales SAs, where commercial acumen and customer-facing experience outweigh credentials.

Solutions Architect Salary Benchmarks 2026

Four sources. They disagree, and the spread tells you something about the role being miscategorized in aggregator data. ZipRecruiter pools cloud and non-cloud postings together. Glassdoor self-reported data skews toward FAANG and large enterprise. The BLS Computer Network Architects category includes network engineers, which dilutes the median downward. KORE1 placement data reflects the roles we actually close, which trend senior because that is where most of our IT desk volume lives.

The Bureau of Labor Statistics projects 13% growth for computer network architects through 2034, which is the closest BLS occupation category to solutions architect. Faster than average across all occupations. Cloud adoption is the dominant driver. The companies still running primarily on-premises infrastructure are also the ones with the longest open architect requisitions, because the candidate pool has shifted hard toward cloud-native experience and the on-prem-only profiles are aging out.

Where the role lives shifts the comp band more than most hiring managers expect. A senior cloud architect role posted in Irvine at $170,000 will compete head to head against the same role posted in San Francisco at $215,000 and Seattle at $200,000, and the candidates who matter, the ones who have shipped real migrations and can sit across from a CFO without panicking, run the comparison on their own laptop before they reply to your recruiter. Candidates know the comparison. The CFOs of our client companies sometimes resist coastal adjustments and learn the hard way after a 14-week unfilled requisition. KORE1’s salary benchmark tool covers metro-level adjustments for solutions architect roles, and our placement data shows the biggest comp premiums in San Francisco, New York, Seattle, Austin, and Boston. Atlanta, Denver, and Phoenix run roughly 8% to 12% below coastal benchmarks. Most midwest metros run 12% to 18% below.

Tools and Platforms to Call Out By Name

The biggest improvement you can make to a solutions architect JD in ten minutes is replacing vague tool references with the specific services and frameworks your team actually uses. Candidates filter on these terms. So do AI matching engines on LinkedIn and Indeed.

Cloud platforms. Name the one that runs production. AWS, Azure, or GCP. If multi-cloud, name them all and say which is primary. Listing “experience with cloud platforms” is the same as saying nothing.

AWS-specific services to call out where relevant. EKS, ECS, Lambda, API Gateway, RDS, Aurora, DynamoDB, Kinesis, MSK, Step Functions, CloudFront, Route 53, IAM Identity Center, AWS Organizations, Control Tower. The specific service list signals to candidates whether you are running a modern serverless stack, a containerized microservices stack, or a legacy lift-and-shift. They are different jobs.

Infrastructure-as-code. Terraform is the default in 2026. Pulumi if your team has standardized on TypeScript or Python for IaC. CloudFormation if you are deep in AWS-native. Bicep if you are on Azure. Skip “IaC experience” alone. Name the tool.

Container and orchestration. Kubernetes is implied for most modern stacks. Specify managed flavor (EKS, AKS, GKE) and whether the team uses Helm, Kustomize, or ArgoCD for deployments. Service mesh if relevant: Istio, Linkerd, or AWS App Mesh.

Observability. Datadog, New Relic, Dynatrace, Honeycomb, Grafana with Prometheus and Loki. Architects own observability strategy in most orgs. The tool stack tells candidates a lot about how mature the engineering culture is.

Enterprise architecture frameworks. TOGAF, Zachman, ArchiMate. Useful for enterprise solutions architect roles, less so for cloud or application SAs. If your org uses one of these frameworks in practice rather than as something the previous architecture director put on a slide three years ago, name it in the posting. Otherwise leave it off.

Adapting the Template by Industry

The template above is a skeleton. The customization is where the JD becomes useful. Two industries where we place solutions architects most frequently and where the regulatory layer changes the entire shape of the role.

Healthcare and regulated environments. Add HIPAA compliance and architectural patterns for handling PHI to the responsibilities. Mention HITRUST if your org is certified or pursuing certification, since that one credential reshapes the entire architecture conversation around encryption-at-rest, key management, and audit logging in ways generic HIPAA awareness does not. If the platform touches FDA-regulated software, the architect needs to understand IEC 62304, 21 CFR Part 11, and how to architect audit trails that survive an FDA inspection without forcing engineering to rebuild the data layer six months before a submission. Cloud architects in healthcare also need to be fluent in BAA-covered services because not every AWS or Azure service is covered by the standard Business Associate Agreement, and the architect is the person who has to know that before greenlighting a new component for a workload that processes patient data. Comp in healthcare runs 8% to 15% above general market for this profile, particularly at health-tech companies with VC funding and strict compliance demands.

Financial services and fintech. Add PCI DSS, SOX, and where relevant, Federal Reserve and OCC guidance to the responsibilities. Mention transaction throughput requirements, idempotency patterns for payment systems, and data residency for cross-border financial flows. Architects in this vertical also need fluency in regulatory reporting integration, AML data pipelines, and the specific compliance architecture around customer due diligence systems. The compensation premium is consistent: 10% to 20% over general market base for the same seniority, and the bonus components are larger.

SaaS, retail, gaming, biotech, adtech, supply chain. Each has its own surface area. The template still works, but the responsibilities and the required experience need to reflect that domain. Generic JDs collect 200 resumes from candidates with the wrong background. A JD that names the industry, the regulatory layer, the scale, and the actual systems gets 30 applications from people who can do the work.

What Hiring Managers Want to Know Before Posting

Solutions architect vs principal engineer, where is the real line?

Roughly 60% architecture, design, and stakeholder work for the architect, versus 60% hands-on coding for the principal engineer. The line is fuzzy at most companies and crystal clear at a few. If you cannot answer in one sentence which side of the split your role falls on, the JD will attract both and filter neither. We had a client in Costa Mesa post a “Solutions Architect” req that was actually a principal engineering role with system design responsibilities tacked on. Three months unfilled. Rewrote it as “Principal Software Engineer, Platform” with the same comp band and filled in 22 days. Same money, different candidate pool, different self-selection.

Does this role need to write production code anymore?

Usually no, sometimes yes, and the JD has to say which. Cloud and enterprise solutions architects rarely write code that ships to production. They write Terraform, design docs, RFCs, and the occasional reference implementation. Application solutions architects who came from a principal engineer track often do still write code for the most architecturally significant pieces. Pre-sales SAs write code for demos, POCs, and customer integrations but it is not production code in the traditional sense. The candidates who want to keep coding will skip JDs that describe a meeting-heavy week. The candidates who are ready to stop coding will skip JDs that emphasize hands-on implementation. Both groups read the responsibilities carefully. Be honest about which one you are hiring.

How many years of experience should I actually require?

Seven to ten for mid-level, ten to twelve for senior, twelve-plus for principal or enterprise architect. Less than that and the candidate has probably not seen enough production failures to architect their way out of the next one. Years are a proxy, not a credential. The better question to ask the candidate in interview is “tell me about an architectural decision you made that was wrong, how you found out, and what you changed.” Engineers who cannot answer that have not actually owned architecture yet, regardless of how the resume reads.

Cloud certification: must-have or nice-to-have?

For senior cloud-specific roles, AWS Solutions Architect Professional, Azure Solutions Architect Expert, or GCP Professional Cloud Architect should be required. Not because the exam content makes someone a better architect. Because the candidates who have not invested in the credential at the senior level either are not actually doing cloud architecture work or are coasting on a five-year-old credential from a previous job. For associate and mid-level cloud roles, list it as preferred. For enterprise architect roles where the work crosses cloud and on-prem, the cert matters less than TOGAF experience and a real history of cross-business-unit architecture work.

Should I include salary in the posting?

Yes, every time, no exceptions. Twelve states and counting now require it. Even where it is not legally required, postings with ranges fill 22% faster across our IT desk and the candidate quality is measurably higher because the comp filter screens out the people who would have wasted four interview rounds before discovering a $50K gap. Use a $30K to $40K band. It signals the level without locking you into a number. The fear that posting ranges invites lowball offers is backwards. The actual effect is filtering out the candidates whose number is way above what you can pay, which saves everyone time.

Pre-sales SA and internal SA, is the path interchangeable?

Less interchangeable than you might think. Pre-sales SAs spend half their time in customer-facing conversations, build their reps on bookings influence, and report through revenue org. Internal SAs spend their time on engineering reviews, design docs, and reference architectures. A senior pre-sales SA at AWS or Snowflake can transition to an internal architect role at a customer or competitor, but the comp model changes, the day-to-day rhythm changes, and the success metrics change. It works in maybe 40% of the cases I see. The other 60% miss the customer interaction and bounce back to pre-sales within 18 months.

Contract or direct hire for solutions architect roles?

Direct hire for almost all of them. Solutions architect is a position that compounds value through institutional knowledge, stakeholder trust, and architectural continuity. Six-month contract architects rarely build the political capital needed to push back on bad decisions during their tenure, and the next architect inherits whatever shortcuts the contractor optimized for. Exception: cloud migration projects with a hard end date. Those can be staffed via contract or contract-to-hire at $120 to $180 per hour for senior cloud architects, sometimes higher for AWS migration specialists. KORE1 fills SA roles across direct hire, contract, and contract-to-hire models, and the conversation about which fits is the first thing we have with a hiring manager during intake.

Next Steps

Copy the template. Fill in the brackets. Pick one of the four archetypes and write the JD for that one specifically. If the hiring manager cannot answer “which archetype” in under thirty seconds, that conversation is the right first step before the posting goes live.

If you need help calibrating the comp band, sourcing solutions architects directly, or rewriting a JD that has been sitting open for 60 days, reach out to our team. KORE1 places solutions architects across 30+ U.S. metros, through direct hire, contract, and contract-to-hire engagements, with an average time-to-fill of 17 days on IT roles and a 92% twelve-month retention rate. Pair this template with the cloud engineer salary guide if the role is cloud-focused, or with the broader IT staffing services page to scope the engagement model.