How to hire an administrative and technical specialist

How to hire an administrative and technical specialist, step by step

Here's a step-by-step administrative and technical specialist hiring guide:

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

What does an administrative and technical specialist do?

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1. Identify your hiring needs

   Before you start hiring an administrative and technical specialist, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect administrative and technical specialist also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of administrative and technical specialists.

   Type of Administrative And Technical Specialist	Description	Hourly rate
   Administrative And Technical Specialist	Secretaries and administrative assistants perform clerical and administrative duties. They organize files, prepare documents, schedule appointments, and support other staff.	$31-59
   Service Administrator	A service administrator is responsible for assisting the customers' inquiries and concerns, recommending service alternatives, processing refunds, and escalating high-level complaints to the service manager for immediate resolution. Service administrators receive and process orders, take customers' special instructions, and ensure that they get the highest customer satisfaction, generate more revenues, and improve the company's branding recognition... Show more	$15-42
   Administrative Staff	As the administrative staff, they primarily provide administrative and secretarial support for the department. Typically, they do report-writing, filing and scheduling, and payroll... Show more	$27-48

   Show more

2. Create an ideal candidate profile

   Common skills:

   • HR
   • DOD
   • Logistics
   • SharePoint
   • Technical Support
   • PCS
   • Personnel Actions
   • SQL Server
   • Windows Server
   • Linux
   • Configuration Management
   • Purchase Orders
   • Production Databases
   • Financial Statements

   Check all skills

   Responsibilities:

   • Manage, monitor and troubleshoot wire and wireless network throughout the WISD campus and fiber connect buildings.
   • Lead the process of integrating the HRIS system, payroll, and compensation system into one database of record.
   • Manage FEDEX delivery requirements ensuring compliance with company policy.
   • Install applications, configure, troubleshoot issues, upgrades, and maintenance.
   • Work with DB2 z/OS products and tools as well as standard system development lifecycle methodology and processes.
   • Coordinate timekeeping and payroll functions.

   More administrative and technical specialist duties

3. Make a budget

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

   • Location. For example, administrative and technical specialists' average salary in florida is 44% less than in washington.
   • Seniority. Entry-level administrative and technical specialists earn 48% less than senior-level administrative and technical specialists.
   • Certifications. An administrative and technical specialist 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 administrative and technical specialist's salary.

   Average administrative and technical specialist salary

   $90,598yearly

   $43.56 hourly rate

   ---

   Entry-level administrative and technical specialist salary

   $65,000 yearly salary

   Updated January 23, 2026

   Average administrative and technical specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$121,441	$58
   2	Colorado	$111,582	$54
   3	Oregon	$106,154	$51
   4	Utah	$97,224	$47
   5	Hawaii	$95,311	$46
   6	Massachusetts	$94,729	$46
   7	District of Columbia	$94,224	$45
   8	New Jersey	$91,453	$44
   9	Maryland	$90,942	$44
   10	New York	$90,393	$43
   11	Virginia	$89,731	$43
   12	Rhode Island	$88,408	$43
   13	North Carolina	$87,406	$42
   14	Pennsylvania	$83,616	$40
   15	Minnesota	$83,061	$40
   16	Ohio	$76,045	$37
   17	Georgia	$71,416	$34
   18	Florida	$66,803	$32

   Average administrative and technical specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Sandy Spring Bank	$106,432	$51.17
   2	IBM	$93,766	$45.08	134
   3	Larson Design Group	$90,024	$43.28	19
   4	Wilder Foundation	$89,363	$42.96
   5	Huntington National Bank	$87,085	$41.87	15
   6	Vencore	$85,912	$41.30	19
   7	CES	$81,278	$39.08
   8	Us Navy	$80,809	$38.85
   9	Peraton	$80,358	$38.63	47
   10	Springfield Technical Community College	$69,307	$33.32	3
   11	global staffing solutions	$68,333	$32.85
   12	University of Colorado Boulder	$66,183	$31.82	3
   13	Univ Of Colorado-Colorado Spgs	$65,818	$31.64
   14	Minnesota State Fair	$63,837	$30.69	14
   15	University of Georgia Small Business Development Center	$63,071	$30.32	30
   16	The State of Oregon	$62,858	$30.22	3
   17	State Bar of Michigan	$57,918	$27.85	12

4. Writing an administrative and technical specialist job description

   A good administrative and technical specialist job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an administrative and technical specialist job description:

   Administrative and technical specialist job description example

   About Larson Design Group
   
   Larson Design Group (LDG) is an employee-owned (ESOP), Architectural, Engineering, and Surveying Firm. Since our founding in 1986, we've been teaming with clients nationwide to provide responsive, innovative solutions by offering an extraordinary depth and breadth of capabilities and embracing sustainable business practices. For more than 30 years, these principles have guided our work and laid the foundation for a robust growth that has elevated our aspirations even higher. From organizations both local and national in scope, we're being recognized with awards and climbing the ranks of industry lists. We are expanding our footprint across the nation and looking to add more top talent to our team. We have fourteen office locations across Pennsylvania, New York, Ohio, Arizona, Oklahoma and Florida. We offer a flexible work environment, competitive benefits package, and continued professional development. Come join the excitement at LDG!
   
   Impact and Opportunity:
   
   The Technical Specialist works closely with the Construction Administration team and is involved in all stages of project bidding, construction, and field observation. The Technical Specialist is considered a subject-matter expert, is responsible for accurate and technical correctness of the work assigned and, must be familiar with all aspects of the work they are supervising. This position is responsible for assisting the Project Team with the coordination, documentation, and oversight of small to large buildings.
   
   Key Responsibilities:
   
   * Performs independent field visits, including coordination with general contractor, subcontractors and owner, to document and assess construction progress
   * Utilize mobile devices, 360° camera and traditional handheld measurement tools
   * Review construction drawings, specifications, and reports to verify construction scope of work, schedule and key milestones
   * Review and respond to Requests for Information (RFI), Shop Drawings, Submittals, Applications for Payment, and Change Order requests
   * Generates construction cost estimates utilizing regional material / labor values.
   * Oversee Bid Administration, issue Addenda and develop bid Tabulation for review. Assist owner and design team with Value Engineering as required.
   * Prepares field reports, punch lists and meeting minutes
   * Strong working knowledge of building construction types, architectural components, MEP systems and general structure elements.
   * Maintains collaborative inter-departmental and cross functional working relationships with members of the project team.
   * Develops technical proposals, labor hour estimates and project schedule under PM supervision
   * Works closely with project teams to effectively describe and deliver the scope of work.
   * Promotes, utilizes, and supports quality assurance and quality control (QA/AC) processes to improve the quality of deliverables and reduce errors & omissions.
   
   Requirements:
   
   * Education: Associates or Bachelor's degree in a Technical discipline preferred.
   * Experience: Minimum of ten (10) years' job-related experience.
   * Licensure/Certification: N/A
   
   Preferred Qualifications:
   
   * Proficient with Microsoft Office including Excel, Word and Outlook
   * RS Means, Masterspec and cloud-based project management software preferred
   
   EEO Statement
   
   Larson Design Group, Inc. is an Affirmative Action and Equal Opportunity Employer (EEO) that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization.

   Copy this example

   

5. Post your job

   To find administrative and technical specialists 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 administrative and technical specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level administrative and technical specialists 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 administrative and technical specialist job on Zippia to find and recruit administrative and technical specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit administrative and technical specialists, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 administrative and technical specialist

   Once you have selected a candidate for the administrative and technical specialist 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 administrative and technical specialist first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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