How to hire an accessibility lift technician

How to hire an accessibility lift technician, step by step

Here's a step-by-step accessibility lift technician hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an accessibility lift technician job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new accessibility lift technician
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your accessibility lift technician job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an accessibility lift technician for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An accessibility lift technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, accessibility lift technicians from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of accessibility lift technicians and their corresponding salaries.

   Type of Accessibility Lift Technician	Description	Hourly rate
   Accessibility Lift Technician	Elevator installers and repairers install, fix, and maintain elevators, escalators, moving walkways, and other lifts.	$13-31
   Elevator Installer Apprentice	Elevator installer apprentice evaluates hydraulic, mechanical, or electric nature problems related to wheelchair lifts operation, dumbwaiters operations, and elevator operations. They determine all these issues and make the required repairs... Show more	$9-23
   Lift Driver	A lift driver is responsible for operating warehouse machines and vehicles, especially on loading and unloading items from distribution trucks and transporting the merchandise to different parts of the warehouse. Lift drivers inspect the efficiency and reliability of the machines, ensuring its operational and optimal performance to avoid production delays... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • NDT
   • NDE
   • Scaffolding
   • Ladders
   • Data Entry
   • RT
   • Specimen Handling
   • Sprat
   • CPR
   • Computer System
   • Fall Protection
   • Electrical Systems
   • Aerial Lift
   • Destructive Testing

   Check all skills

   Responsibilities:

   • Perform assign work for sprat rope access.
   • Respond to and assist with cpr when need.
   • Use rope access to perform utt and rt profiles.
   • Develop fundamental skills in rope and safety placement, teamwork, repelling, window caulking and cleaning.
   • Recognize for implementing wind LOTO program and several other safety-relate practices.
   • Compose written reports of data collect from patient evaluation and present to department chief for thorough analysis of patient diagnosis.

3. Make a budget

   Including a salary range in your accessibility lift technician job description is a great way to entice the best and brightest candidates. An accessibility lift technician salary can vary based on several factors:

   • Location. For example, accessibility lift technicians' average salary in tennessee is 39% less than in california.
   • Seniority. Entry-level accessibility lift technicians earn 58% less than senior-level accessibility lift technicians.
   • Certifications. An accessibility lift technician with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an accessibility lift technician's salary.

   Average accessibility lift technician salary

   $43,341yearly

   $20.84 hourly rate

   ---

   Entry-level accessibility lift technician salary

   $28,000 yearly salary

   Updated December 15, 2025

4. Writing an accessibility lift technician job description

   An accessibility lift technician job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an accessibility lift technician job description:

   Accessibility lift technician job description example

   The Rope Access - NDE Technician II is responsible for carrying out standard rope access operations under the direct supervision of an authorized Level 3 rope access supervisor. The technician will use Industrial Rope Access methods and related equipment to access and complete a wide variety of inspection, maintenance and other industrial work tasks while on ropes or in difficult access areas. Technicians must have the ability to perform work that is physically demanding, have good communication skills and the ability to assimilate a large amount of new information. Responsibilities may also include rescue operations, technical reports and administrative tasks. Work hours, locations, shifts and nature of work assignments vary greatly and travel may be required.
   Essential Job Functions
   Maintains a safe, secure and healthy environment by adhering to Company/Customer safety standards and practices and to legal regulations, alerting others regarding potential hazards or concern;Performs all duties as assigned and adheres to TEAM's Core Values and 7 Critical Choices.Utilizes proper personal protective equipment.Follows the Rope Access Supervisor's or the Rope Access Lead Technician's directions.Displays a healthy respect for heights and follows all OSHA, site specific and Team safety procedures.Understands work permits and participate in job hazard analyses.Participates in required training, rope access certification sessions and maintains a working understanding of rope access safe working practices.Works in accordance with TEAM rope access policies and Rope Access Code of Practice.Inspects and verifies rope access systems and components before use.Recognizes worksite hazards and notifies the Rope Access Supervisor of any unsafe conditions.Maintains proficiency at rescue techniques and assist in rescues as directed and in accordance with certification level.
   Job Qualifications
   Minimum of a High School Diploma or equivalent Minimum 18 years of age.IRATA / SPRAT certification NDT/ NDE Certification preferred
   Travel required.Must have a capacity for work at height.
   Work Conditions
   Field duties require outdoor work in a plant atmosphere with varying weather conditions.Interaction with other crew employees, as well as supervisors and client personnel.Working in plant and/or shop areas around production machinery with extreme noise levels.Must be able to wear safety equipment as required by the safety department for personal protection.May be at more than one job site in a day and must be able to tolerate climate changes.May be required to travel out of town on a periodic basis.
   Physical and Mental Requirements
   Ability to lift and carry 75 pounds. Performing physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking and stooping.Tasks may also include physically moving and setting up inspection equipment (maximum component weight +/- 50 lbs.).Climbing and working off of ladders, stairs, scaffolding and objects in excess of 100 ft.Working extended hours and standing for extended periods of time.Work in indoor and outdoor environments in conditions of extreme heat and/ or cold.Work in and near industrial hazards.Must be able to walk and climb except when performing non-field duties.Sufficient clarity of speech and hearing or other communication capabilities, with or without reasonable accommodation, which permits employee to communicate effectively.Sufficient personal mobility and physical reflexes, with or without reasonable accommodations to perform office duties and travel when necessary to off-site locations.Ability to maintain focus and multitask effectively.Exhibits sensible and responsible behavior.Must meet IRATA/SPRAT certification requirements
   
   TEAM provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
   This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

   Copy this example

   

5. Post your job

   To find accessibility lift technicians for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any accessibility lift technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level accessibility lift technicians with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your accessibility lift technician job on Zippia to find and recruit accessibility lift technician candidates who meet your exact specifications.
   • Use field-specific websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit accessibility lift technicians, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new accessibility lift technician

   Once you have selected a candidate for the accessibility lift technician position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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