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If you’ve Googled “Software Development Engineer in Test job description”, you’ve probably seen the same thing over and over again: generic bullet points, boilerplate wording, and a lifeless structure that could fit a hundred other jobs.
The problem? Posts like that don’t actually attract great candidates—they just check boxes. Top SDETs don’t get excited about vague responsibilities or corporate jargon. They want to know what they’ll really be building, what kind of engineering culture they’re joining, and how their work will make an impact.
But most job descriptions? They fail to inspire. They don’t connect. And the best candidates—the ones who could raise your team’s quality bar—scroll right past them and apply somewhere else.
The good news is: you don’t need to be a copywriter or a marketing pro to write a compelling job post. You just need the right structure and a little intentionality.
👉 If you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ for the full framework. Then come back here and we’ll show you how to apply it specifically to the role of Software Development Engineer in Test (SDET).
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What the Software Development Engineer in Test Role Actually Is
A Software Development Engineer in Test (SDET) is not “just a tester.” They’re a hybrid role—part developer, part quality advocate—who ensures that software works as expected and keeps scaling without breaking.
In simple terms: an SDET builds the tools, frameworks, and automated tests that help development teams ship reliable, high-quality software faster. They don’t just click through test cases; they write the code that continuously validates your product.
That means the best SDETs combine two critical strengths:
- Strong coding skills (to write automation scripts, build frameworks, and sometimes contribute to the product itself).
- A quality-first mindset (to think like an end user, spot risks, and prevent bugs before they ever reach production).
In many organizations, SDETs are the glue between developers and QA. They make sure testing is not an afterthought, but an integrated part of the development cycle. Done right, they raise the bar for the entire engineering team—delivering software that’s faster, safer, and more reliable.
Two Great Software Development Engineer in Test Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description For Experienced SDET
Job Title: Software Development Engineer in Test (SDET) — Scale Reliable Commerce at Arcadia Commerce
💼 Location: Hybrid, Austin, TX (2–3 days/week in-office)
🕒 Type: Full-Time
💰 Salary Range: $140,000–$170,000 base + equity + benefits
🎥 A quick word from our QA Engineering Manager
Watch a 90-second Loom on what success looks like in this role and how we work: [Watch video]
Who We Are
Arcadia Commerce powers storefronts for 9,000+ growing retailers, processing 50k+ orders/day across North America. Our platform helps independent brands run fast, reliable online stores without enterprise bloat. We ship weekly, obsess over long-term maintainability, and believe reliability is a product feature.
Stack & Environment
- Backend: Kotlin/Java microservices, Spring Boot, Kafka
- Frontend: React, TypeScript, GraphQL
- Infra: AWS (EKS), Terraform, GitHub Actions, Datadog
What You’ll Do
Own the quality bar for Arcadia’s checkout, catalog, and fulfillment services by building scalable, developer-friendly automation and quality gates in CI/CD.
- Design and evolve multi-layer automation (API, UI, contract, component)
- Build and maintain reusable test frameworks (Playwright/Cypress, JUnit/TestNG)
- Integrate quality signals into pipelines; block regressions before prod
- Partner with platform teams to drive testability and observability-by-design
- Lead root-cause analysis for flaky tests and production escapes
- Mentor engineers on testing strategy, reliability patterns, and tooling
What We’re Looking For
- 5+ years as SDET/QA Automation/Software Engineer with testing focus
- Strong coding in Java/Kotlin (plus familiarity with TypeScript/Python a plus)
- Hands-on with Selenium/Playwright/Cypress, REST/GraphQL, and SQL
- CI/CD experience (GitHub Actions/Jenkins/CircleCI), containers, and AWS
- Bonus: contract testing (Pact), performance testing (k6/JMeter), security testing basics
Perks & Benefits
- Competitive comp + equity
- Medical, dental, vision (company covers 90% of premiums)
- 401(k) with 4% match
- Flexible PTO + 12 paid holidays + winter break
- WFH setup stipend + monthly wellness allowance
- Annual learning budget ($2,000) + conference support
Why This Role Is a Great Fit
- You want to engineer quality, not just execute test cases
- You thrive in high-throughput systems and enjoy making pipelines smarter
- You care about developer experience and reducing time-to-merge
- Your work fuels thousands of small businesses going live daily—visible impact
📥 How to Apply
We hire based on skill and signal, not buzzwords. Apply via WorkScreen to complete a short, role-relevant evaluation: [Apply on WorkScreen].
We review every application and respond within 10 business days. Finalists meet the team (no whiteboard trivia).
✅ Option 2: Job Description For Entry-Level / Trainable SDET
Job Title: Junior Software Development Engineer in Test — Ship Safer Healthcare Software at Nimbus Health
💼 Location: Remote (US time zones)
🕒 Type: Full-Time
💰 Salary Range: $78,000–$98,000 base + benefits
🎥 A 60-second intro from our Director of QA
How we onboard juniors, what you’ll learn in Month 1–3, and how we measure growth: [Watch video]
Who We Are
Nimbus Health builds HIPAA-compliant scheduling and telehealth tools used by 2,400+ clinics. We believe access and reliability save lives. Our teams ship iteratively, write tests before regrets, and coach early-career engineers to grow into full-stack quality owners.
Stack & Environment
- Backend: Python (Django/FastAPI), Postgres
- Frontend: React, TypeScript
- Infra: GCP, Cloud Run, GitHub Actions, Sentry
What You’ll Do
Start with clear, mentored projects and grow into ownership of automation suites.
- Write and run test cases (manual + automated) for core patient journeys
- Learn to script UI/API tests (Playwright, Pytest) and add them to CI
- Pair with senior SDETs to debug flakes and improve stability
- Help define acceptance criteria with product/engineering
- Contribute to docs, quality dashboards, and post-release reviews
What We’re Looking For
- Basic coding (Python/JavaScript) via school, bootcamp, or self-taught projects
- Curiosity about automation, CI, and quality engineering
- Comfortable reading logs, filing bugs, and communicating clearly
- Bonus: any exposure to Pytest/Playwright/Git, healthcare, or compliance
Perks & Benefits
- Medical, dental, vision + HSA contribution
- 12 weeks paid parental leave
- 15 PTO days + sick leave + your birthday off
- Annual learning stipend ($1,500) + paid certifications
- Home office stipend + quarterly wellness credit
Why This Role Is a Great Fit
- You want structured mentorship and a clear growth path
- You’re excited to see your tests protect real patients
- You prefer shipping small, learning fast, and improving systems weekly
- You’ll have time and support to become a true automation engineer
📥 How to Apply
Apply via WorkScreen to complete a short, practical exercise—no trick questions: [Apply on WorkScreen].
We reply to every application within 2 weeks. Final interviews are remote, and we share detailed feedback.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These SDET Job Posts Work
Both the Arcadia Commerce (experienced SDET) and Nimbus Health (junior SDET) posts succeed because they go beyond a checklist and connect with real candidates. Here’s why:
1. Clear, Specific Titles
- Arcadia Commerce doesn’t just say “SDET.” It says: “Software Development Engineer in Test (SDET) — Scale Reliable Commerce at Arcadia Commerce.” This makes it crystal clear what the role is, where it’s based, and what the mission is.
- Nimbus Health uses: “Junior Software Development Engineer in Test — Ship Safer Healthcare Software.” It instantly conveys the company’s domain (healthcare) and why the role matters.
👉 Candidates scanning job boards stop on posts that speak to mission + role clarity, not vague titles.
2. Warm Intros With Context
- Instead of cold summaries, both posts introduce the company’s mission, scale, and tech stack in plain English.
- Arcadia Commerce highlights powering thousands of retailers, giving candidates a sense of impact and complexity.
- Nimbus Health emphasizes saving lives through reliable healthcare software, appealing to candidates motivated by purpose.
👉 This human touch makes candidates feel they’re joining a cause, not just filling a role.
3. Video From Hiring Leaders
Both posts include a short Loom/YouTube video link from the hiring manager or director.
- This makes the job post feel more personal and authentic.
- Candidates get to see the people behind the company, which builds trust and connection.
4. Transparent Salary & Benefits
- Arcadia Commerce openly lists $140k–$170k + equity.
- Nimbus Health lists $78k–$98k base plus benefits.
- Both add specific perks like PTO, parental leave, wellness stipends, and learning budgets.
👉 Transparency builds trust and attracts serious applicants, not “apply-to-anything” candidates.
5. Human-Centered Role Descriptions
- Arcadia Commerce emphasizes “engineer quality, not just execute test cases.” It shows the role’s impact and philosophy, not just tasks.
- Nimbus Health positions the junior role as a learning and mentorship journey rather than just grunt work.
👉 Both make responsibilities sound meaningful, not robotic.
6. Candidate-Friendly Requirements
- The senior role is clear and demanding, but still lists “nice-to-haves” to signal flexibility.
- The junior role explicitly says basic coding knowledge is enough and values “curiosity and drive.”
👉 This widens the pool and avoids scaring away great candidates who don’t tick every box.
7. Separate “Perks & Benefits” vs “Why This Role Is a Great Fit”
- Arcadia Commerce lists perks like PTO and learning stipends separately, then highlights why the role is a career accelerator.
- Nimbus Health shows benefits first, then explains why it’s ideal for someone who wants mentorship and growth.
👉 Separating these makes both sections easier to scan and more persuasive.
8. Respectful Hiring Process
- Both posts explicitly say: “We reply to every application.”
- Timelines (10 days for Arcadia, 2 weeks for Nimbus) set expectations.
- Final interviews are respectful—no whiteboard puzzles, no “ghosting.”
👉 Candidates value fairness and clarity. Just by stating this, these posts stand out from 90% of employers.
9. How to Apply (WorkScreen Integration)
Both posts funnel applications through WorkScreen, highlighting:
- Skill-based evaluation (real tasks, no resume bias).
- Fairness (short, relevant assessments).
- Efficiency (clear feedback, timely responses).
👉 This signals a modern, candidate-first hiring experience, which appeals to thoughtful engineers who are tired of outdated processes.
✅ In short: These posts work because they are specific, human, transparent, and respectful. They don’t just list tasks—they sell the mission and culture while making the hiring process feel like an opportunity, not an obstacle.
Example of a Bad SDET Job Description (And Why It Fails)
Job Title: Software Engineer in Test
Company: Tech Solutions Inc.
Job Type: Full-Time
Location: Remote
Job Summary
Tech Solutions is looking to hire a Software Development Engineer in Test to help test our software applications and ensure quality.
Key Responsibilities
- Write automated test scripts.
- Run regression tests.
- File bug reports.
- Work with developers to fix issues.
- Perform manual testing when needed.
Requirements
- Bachelor’s degree in Computer Science or related field.
- 3–5 years of experience in testing or QA.
- Knowledge of automation tools.
- Good communication skills.
How to Apply
Send your CV and cover letter to hr@techsolutions.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Job Title
- “Software Engineer in Test” is too vague. It doesn’t say where, why, or what kind of testing. It could belong to hundreds of companies.
- “Software Engineer in Test” is too vague. It doesn’t say where, why, or what kind of testing. It could belong to hundreds of companies.
- Cold, Lifeless Introduction
- The summary doesn’t explain what the company does, why the role matters, or what impact the engineer will have. It feels like a placeholder, not an opportunity.
- The summary doesn’t explain what the company does, why the role matters, or what impact the engineer will have. It feels like a placeholder, not an opportunity.
- No Mission, No Culture
- Nothing about what Tech Solutions builds, who their customers are, or what values drive the company. Candidates can’t tell if they’d even want to work there.
- Nothing about what Tech Solutions builds, who their customers are, or what values drive the company. Candidates can’t tell if they’d even want to work there.
- Broad, Meaningless Responsibilities
- “Write automated test scripts” or “file bug reports” could apply to any testing role. There’s no context, scale, or specificity.
- “Write automated test scripts” or “file bug reports” could apply to any testing role. There’s no context, scale, or specificity.
- No Transparency on Salary or Benefits
- Leaving out pay and perks makes the job feel outdated. Top candidates expect transparency and will move on if they don’t see it.
- Leaving out pay and perks makes the job feel outdated. Top candidates expect transparency and will move on if they don’t see it.
- Exclusionary Requirements
- “3–5 years of experience” is arbitrary. There’s no flexibility for talented junior candidates. Listing only rigid must-haves shrinks the talent pool.
- “3–5 years of experience” is arbitrary. There’s no flexibility for talented junior candidates. Listing only rigid must-haves shrinks the talent pool.
- Dismissive Hiring Process
- Saying “only shortlisted candidates will be contacted” is the opposite of respectful. It tells candidates they’ll likely be ignored—bad for employer brand.
- Saying “only shortlisted candidates will be contacted” is the opposite of respectful. It tells candidates they’ll likely be ignored—bad for employer brand.
- No Call-to-Action Energy
- Ending with “send CV and cover letter” is cold and uninspiring. There’s no motivation, no sense of excitement, no personality.
- Ending with “send CV and cover letter” is cold and uninspiring. There’s no motivation, no sense of excitement, no personality.
👉 The result? This kind of job description attracts the wrong applicants (people mass-sending resumes), while the best engineers will ignore it entirely.
Bonus Tips to Make Your SDET Job Description Stand Out
Even after you’ve nailed the basics (clear title, transparent salary, human tone), a few thoughtful details can set your job post apart from 90% of others on the market. Here are some proven extras you can add:
1. Add a Security & Privacy Notice for Candidates
Job seekers worry about scams. A simple statement builds trust instantly.
“We take the security and privacy of all applicants very seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
2. Mention Leave Days or Flex Time
While compensation matters, time off and flexibility are just as attractive to top candidates.
Example: “Enjoy 20 days PTO per year, plus your birthday off, so you can recharge and come back stronger.”
3. Highlight Training & Growth Opportunities
Engineers want to learn, grow, and stay relevant. If you offer structured development, make it explicit.
Example: “We invest in your growth with $2,000/year for learning, plus sponsorship for certifications like ISTQB, AWS, or Playwright.”
4. Include a Video From the Hiring Manager or CTO
Nothing beats hearing directly from the leader you’ll be working with. A short Loom or YouTube video builds trust and puts a human face on the company.
Example: “Here’s a 2-minute video from our QA Lead on what success looks like in this role.”
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Show Candidate Respect in the Process
You can differentiate your brand just by making the hiring process clear and respectful.
Example: “We reply to every application within 10 business days. Finalists meet the team in a 45-minute technical interview—no whiteboard trivia, just practical conversations.”
👉 These small touches signal care and professionalism. They don’t take much time to add, but they dramatically improve candidate perception and make top engineers more likely to apply.
Should You Use AI to Write an SDET Job Description?
Lately, it feels like every hiring team is trying to save time by letting AI generate job descriptions. Even big ATS platforms now have a “one-click generate” feature. But here’s the truth: AI can help, but only if you use it wisely.
❌ Why You Shouldn’t Rely on AI Alone
If you just type “Write me an SDET job description” into an AI tool, here’s what happens:
- You’ll get a generic, cookie-cutter post that looks like thousands of others.
- It’ll list the same vague duties (e.g., “write tests, report bugs”), with no personality or mission.
- It fails to connect with serious candidates who want to know why this role matters and what your team is about.
- Worst of all, it reflects poorly on your brand. A job description is often the first impression candidates get of your company—why risk making it forgettable?
✅ The Right Way to Use AI for Job Posts
Think of AI as a polishing tool, not a replacement for your input. To get meaningful results, you need to feed it real details. For example:
Instead of saying:
“Write me an SDET job post.”
Try prompting with context like this:
“Help me write a job description for our company, Arcadia Commerce. We’re hiring an SDET to build automation frameworks for our checkout and fulfillment services. Our culture is fast-moving, collaborative, and quality-first. We want to attract candidates who are strong coders with a passion for testing and developer experience. We offer a salary range of $140k–$170k + equity, 20 days PTO, and a $2,000/year learning stipend. Our hiring process includes a WorkScreen evaluation and two structured interviews.Here are a few notes I’ve written to get you started: [paste your notes]”
This way, the AI generates content that:
- Matches your tone and culture.
- Reflects your real mission and benefits.
- Sounds like it came from your team—not a template farm.
👉 Bottom line: Don’t let AI write your job posts for you. Let it refine your language, tighten your formatting, or restructure your notes—but always start with your company’s own story, values, and details.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you just need something fast. Maybe you’ve read this whole guide and understand what makes a strong job post, but you also want a solid starting point you can tailor in minutes.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational (Culture-First) SDET Template
Job Title: Software Development Engineer in Test (SDET) – Engineer Reliability at Scale at [Company Name] 💼 Location: [Remote/Hybrid/On-site] (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
🎥 A quick word from our hiring lead
[Insert Loom/YouTube link — 60–90 seconds on success in the role and how the team works]
Who We Are
[Company Name] builds [plain-language product/mission, e.g., “modern payments and storefront tools for growing retailers”] used by [X,000+] customers. We ship [weekly/biweekly], invest in maintainable systems, and treat reliability as a product feature. Our stack includes [languages/frameworks], runs on [cloud/infra], and ships through [CI/CD tool].
What You’ll Do
- Build and evolve multi-layer automation (API, UI, contract, component).
- Integrate tests into [CI/CD tool] to block regressions before production.
- Diagnose flaky tests, drive root-cause fixes, and improve stability.
- Partner with engineers to design for testability and observability.
- Mentor teammates on quality-first engineering practices.
What We’re Looking For
- Strong coding in [Java/Kotlin/Python/TypeScript/etc.].
- Hands-on with [Selenium/Playwright/Cypress], REST/GraphQL, SQL.
- Experience with [GitHub Actions/Jenkins/CircleCI], containers, [AWS/GCP/Azure].
- Bonus: contract testing (Pact), performance (k6/JMeter), security basics.
Perks & Benefits
- Medical, dental, vision ([%] employer-paid).
- [401(k) match %], stock options/equity (if applicable).
- [X] days PTO + [#] paid holidays + [winter break/flex days].
- $[2,000] annual learning stipend + [conference support].
- [Home office/wellness stipend] and [parental leave policy].
Why This Role Is a Great Fit
- You want to engineer quality, not just execute test cases.
- You care about developer experience and faster, safer releases.
- Your impact is high-visibility: your work protects [millions of user sessions/orders/data points].
📥 How to Apply
Apply via WorkScreen to complete a short, role-relevant evaluation (no trick puzzles): [WorkScreen link].
We respond to every application within [X business days] and share clear next steps.
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements” SDET Template
Job Title: Software Development Engineer in Test (SDET) – [Team/Domain] at [Company Name] 💼 Location: [Remote/Hybrid/On-site] (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
Job Brief
[Company Name] builds [product/mission in one line] for [industry/customers]. We’re hiring an SDET to design automation, strengthen pipelines, and help ship reliable software at pace.
Responsibilities
- Design, implement, and maintain [UI/API/integration] test frameworks.
- Integrate automated tests into [CI/CD] and improve quality gates.
- Triage test failures, file clear issues, and drive fixes with devs.
- Contribute to test plans, acceptance criteria, and release sign-offs.
Requirements
- Coding proficiency in [Java/Python/C#/TypeScript/etc.].
- Experience with [Selenium/Playwright/Cypress/JUnit/TestNG/Pytest].
- Familiarity with [Git, containers, cloud provider].
- Strong debugging, communication, and collaboration skills.
- Nice-to-have: [performance/security testing, contract testing, domain experience].
Perks & Benefits
- Medical, dental, vision ([details]).
- [401(k) match/equity], [PTO policy], [holidays].
- [$X] learning stipend + [certification support].
- [Wellness/home office stipend] + [parental leave policy].
📥 How to Apply
Apply via WorkScreen to complete a brief, practical assessment: [WorkScreen link].
We review every application and reply within [X weeks]. Final interviews are [remote/on-site].
Take Your Job Post Further With WorkScreen.io
Writing a great job description is the first step. But once the applications start rolling in, the real challenge begins:
- How do you quickly identify your most promising candidates?
- How do you filter out low-effort or AI-generated applications?
- How do you make sure you’re assessing real-world skills, not just résumés?
That’s where WorkScreen.io comes in.
✅ Here’s How WorkScreen Helps You Hire Smarter
- Quickly spot your top candidates.
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Test real-world ability, not just credentials.
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- Filter out low-effort and AI spam applicants.
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
- Save hours and avoid costly hiring mistakes.
By focusing only on candidates who prove their skills, you’ll cut screening time, reduce bias, and lower the risk of a bad hire.
Check Out WorkScreen.io Today
👉 Whether you’re hiring your first SDET or scaling a full QA automation team, WorkScreen helps you hire with confidence.
Frequently Asked Questions - SDET Job Descriptions
An SDE (Software Development Engineer) primarily focuses on building and shipping product features. Their main responsibility is writing production code that delivers functionality to users.
An SDET (Software Development Engineer in Test), on the other hand, writes code with the primary goal of ensuring quality. They build automation frameworks, test infrastructure, and reliability checks that allow SDEs to ship with confidence. In many modern teams, the line blurs—SDEs are expected to write tests, and SDETs are often strong developers themselves. The key difference is focus: SDEs ship features, SDETs safeguard them.
When hiring an SDET, look for a blend of development and testing skills:
- Strong coding ability in languages like Java, Python, C#, or JavaScript.
- Hands-on experience with test automation frameworks (Selenium, Playwright, Cypress, JUnit, Pytest).
- Knowledge of CI/CD pipelines and integration testing.
- Familiarity with databases, APIs, and cloud environments.
- A quality-first mindset: the ability to think like an end user, spot risks, and build systems that prevent bugs before they hit production.
- Strong coding ability in languages like Java, Python, C#, or JavaScript.
SDET salaries vary depending on location, experience, and industry. On average:
- Entry-level SDETs: $70,000–$95,000 per year.
- Mid-level SDETs (3–5 years of experience): $100,000–$125,000 per year.
- Senior SDETs or specialists in performance/security testing: $130,000–$160,000+ per year.
In tech hubs like San Francisco, Seattle, or New York, compensation can exceed these ranges due to demand and cost of living.
Yes. In fact, SDETs are more relevant than ever. While Agile and DevOps encourage developers to own quality, the specialist role of an SDET ensures that automated frameworks, test coverage, and reliability strategies keep pace with rapid releases. They complement developers by engineering the test infrastructure that allows continuous delivery to work at scale.
Not necessarily. While automation is their primary focus, SDETs often:
- Define test strategies.
- Conduct exploratory testing.
- Collaborate on release criteria.
- Influence architecture to improve testability.
In modern engineering teams, they play a holistic quality role, not just “automation script writers.”
