Make talent quality your leading analytic with skills-based hiring solution.
Quick answer: To hire AR and VR developers, define the platform first (mobile AR, standalone headset, or web), then screen for engine depth in Unity or Unreal Engine, C# or C++, real time 3D performance, and spatial interaction design. Verify those skills with a timed, hands on task before the technical interview, and review a portfolio build that actually runs on the target device.
A polished demo reel tells you very little. Most AR and VR portfolios are team projects, tutorial builds, or videos of apps nobody can install. The hiring problem is figuring out what the candidate personally built, and whether it holds 72 or 90 frames per second on real hardware.
This guide covers:
AR and VR developers build software for augmented reality (AR) and virtual reality (VR) devices. In practice, these developers create AR VR experiences that combine 3D models, interaction logic, and device sensors into one app.
Augmented reality places digital content on top of the physical world through a phone, tablet, or headset camera. Virtual reality (VR) replaces the physical world with a fully rendered environment inside a headset. Mixed reality sits between the two, where virtual objects respond to real surfaces.
Day to day, these developers:
The job sits between game development, mobile engineering, and interaction design. Strong candidates are comfortable in all three, even if they lead with one.
Immersive software is no longer limited to games. Many companies first try AR or VR through outside development services, then build an in house team once a use case proves its value. Companies hire AR & virtual reality developers for training simulations, remote equipment maintenance, product visualization in retail, surgical and medical training, architecture walkthroughs, and digital twins in manufacturing.
Each of these use cases has a different bar. A retail AR try on app needs fast load times on a mid range phone. A safety training simulation needs accurate physics and assessment logic. A digital twin needs data integration with backend systems. Write the job description around the use case, not a generic “XR developer” template. Glider’s AR and VR developer job description is a useful starting point.
Most production AR and VR work runs on Unity or Unreal Engine. Unity dominates mobile AR and standalone headsets. Unreal Engine is common in high fidelity simulation, automotive, and film. Ask which engine the candidate shipped in, which version, and which render pipeline they used. Someone who can explain why they chose URP over HDRP in Unity has done real work.
Developers do not need to be 3D artists, but they need to create 3D scenes that run well. Look for working knowledge of:
Flat screen patterns break in 3D. Good developers design user interfaces that sit at a comfortable distance, respect field of view, and work with hand tracking and controllers. Ask how they handle text legibility, menu placement, and locomotion options that reduce motion sickness.
Frame rate is a hard requirement in VR. Dropped frames cause discomfort. Candidates should know how to use the Unity Profiler or Unreal Insights, reduce draw calls, and manage memory on standalone headsets.
A bachelor’s degree in computer science, software engineering, game development, or a related field is common, but it is not a reliable filter. Many strong AR and VR developers came through game studios, bootcamps, or self taught projects.
Certifications from engine vendors, such as Unity certifications, show baseline familiarity. A shipped app, a public repository, or a build you can install on a headset says more than any credential. Judge competency over credentials.
Copy this checklist into your intake meeting with the hiring manager:
Confirm platform experience, engine, availability, and salary expectations. Ask one or two scoping questions, such as “What was the hardest performance problem you solved on a headset?”
Use a timed test that covers C#, 3D math (vectors, quaternions, transforms), engine concepts, and AR/VR fundamentals. Glider’s AR and VR skill test is built for this stage. Pair it with a coding simulation when you want to see real code instead of multiple choice answers.
Walk through a project the candidate built. Ask them to explain a script, a scene hierarchy, or a profiler capture. Use the AR and VR developer interview questions to structure the conversation, and score answers against a rubric rather than gut feel.
Have the candidate demo a build on a device, or extend a small starter project. Watch how they debug. This is where tutorial level candidates and production level candidates separate.
Set measurable goals for the first year:
An AR and VR developer builds interactive applications for augmented reality and virtual reality devices, usually in Unity or Unreal Engine. The work covers scene building, interaction logic, device SDK integration, spatial user interfaces, and performance tuning.
Look for engine depth in Unity or Unreal Engine, C# or C++, 3D math, experience with ARKit, ARCore, or OpenXR, spatial UI design, and profiling. Soft skills include spatial reasoning and cross team collaboration.
Neither is better in every case. Unity is more common for mobile AR and standalone headsets. Unreal Engine is common for high fidelity simulation and visualization. Hire for the engine your product runs on.
No. A bachelor’s degree in computer science or game development helps, but shipped projects and verified skills matter more.
Use a timed skills test on C#, 3D math, and engine concepts, then a hands on coding task or project extension. Finish with a device demo where the candidate explains their code.
AR developers add digital content to the real world and deal with tracking, plane detection, and lighting estimation. VR developers build fully virtual environments and focus on locomotion, comfort, and rendering performance. Many developers do both.
It depends on the market and seniority. Running a skills test before interviews shortens the process because the panel only meets candidates who already passed a technical bar.
Glider AI is a skills validation platform that checks skill and identity before a candidate reaches your hiring manager’s calendar.
If your team is about to open AR and VR roles, start with the skills test and set the technical bar before sourcing. Then let the assessment decide who earns an interview.
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