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Solutions Architect Job Description

How to Hire a Solutions Architect

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Solutions Architect Job Description

We are recruiting a driven and innovative solutions architect to join our team and help generate solutions to meet various requirements and needs. In this role, you will collaborate on a variety of projects and be a key part in ensuring that end results are designed according to the relevant patterns and analyses.

Solutions Architect Duties and Responsibilities

  • Design and implement solutions
  • Act as a member of the project team from project inception to completion
  • Understand business strategies and requirements and develop necessary designs and plans to ensure projects and solutions satisfy those needs
  • Provide advice and make decisions about technologies suitable to use for various projects
  • Listen to client needs to implement that information when creating solution plans
  • Consistently monitor the scope of projects
  • Assess and evaluate risk as required
  • Collaborate with project co-ordinators and other staff members to develop budgets and timelines for solutions
  • Understand how individual work and decisions fit into the broader organisational picture
  • Mentor, educate, and train colleagues as requested
  • Keep skills updated and remain proactively aware of happenings and current events in the industry

Solutions Architect Skills and Requirements

  • Proven history of generating innovative and effective solutions
  • Experience with database management and proper systems security best practises
  • Willingness to work independently and as part of a team
  • Excellent interpersonal communication skills to explain complex technical topics in an easily digestible manner
  • Previous project management experience is preferred

Personalising Your Solutions Architect Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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