How to hire an associate member-technical staff

How to hire an associate member-technical staff, step by step

Here's a step-by-step associate member-technical staff hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an associate member-technical staff, 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

   An associate member-technical staff's background is also an important factor in determining whether they'll be a good fit for the position. For example, associate member-technical staff 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.

   Here's a comparison of associate member-technical staff salaries for various roles:

   Type of Associate Member-Technical Staff	Description	Hourly rate
   Associate Member-Technical Staff	Electrical engineers design, develop, test, and supervise the manufacturing of electrical equipment, such as electric motors, radar and navigation systems, communications systems, and power generation equipment. Electronics engineers design and develop electronic equipment, such as broadcast and communications systems—from portable music players to global positioning systems (GPSs).	$36-59
   Instrumentation & Control Engineer	An instrumentation and control engineer is responsible for installing and designing technical components for engineering systems that would support production and manufacturing processes. Instrumentation and control engineers inspect control systems, modify features and infrastructure, configure controllers, and run multiple quality checks to ensure stability and optimal performance... Show more	$33-58
   Instrumentation Engineer	An instrumentation engineer specializes in designing and developing equipment to optimize business processes. Their responsibilities revolve around performing research and analysis to identify the needs of a company, coordinating with different departments to gather data, devising strategies to create new processes, and preparing reports and presentations for the executives... Show more	$31-57

   Show more

2. Create an ideal candidate profile

   Common skills:

   • R
   • Analog
   • Java
   • Linux
   • Access Database
   • Unix
   • Test Equipment
   • API
   • PCB
   • Test Cases
   • RF
   • C
   • C++
   • Radar

   Check all skills

   Responsibilities:

   • Manage Apollo DN600 UNIX workstation, installing software updates and maintaining user accounts.
   • Lead successful projects with cross organizational teams from invention through prototyping phases of product introduction allowing deployment of new printing platform.
   • Handle programming of test cases for JPVK involving different J2SE API blocks viz.
   • Implement simple interface to interact with FPGA and GPU using provide API to be used for debugging.
   • Create auditing reports and present discrepancy findings to QA management.
   • Define and design storage virtualization features to support customer system resiliency and QOS requirements.

   More associate member-technical staff duties

3. Make a budget

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

   • Location. For example, associate member-technical staff' average salary in utah is 36% less than in california.
   • Seniority. Entry-level associate member-technical staff earn 39% less than senior-level associate member-technical staff.
   • Certifications. An associate member-technical staff 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 associate member-technical staff's salary.

   Average associate member-technical staff salary

   $96,906yearly

   $46.59 hourly rate

   ---

   Entry-level associate member-technical staff salary

   $75,000 yearly salary

   Updated December 12, 2025

   Average associate member-technical staff salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$121,930	$59
   2	New York	$112,858	$54
   3	Washington	$105,465	$51
   4	Massachusetts	$105,211	$51
   5	New Jersey	$94,649	$46
   6	Florida	$94,393	$45
   7	Texas	$91,627	$44
   8	Illinois	$91,431	$44
   9	Oregon	$88,807	$43
   10	Tennessee	$88,305	$42
   11	Arizona	$82,739	$40

   Average associate member-technical staff salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	The Walt Disney Company	$124,162	$59.69	58
   2	QuantumScape	$105,587	$50.76	5
   3	One Convergence	$104,778	$50.37
   4	athenahealth	$101,953	$49.02
   5	D. E. Shaw group	$96,602	$46.44
   6	Salesforce	$95,765	$46.04	28
   7	Sarnoff	$93,027	$44.72
   8	Model N	$92,904	$44.67
   9	Oak Ridge National Laboratory	$92,698	$44.57	4
   10	TIBCO Software	$92,479	$44.46
   11	Maxim Integrated	$87,386	$42.01
   12	Lockheed Martin	$82,731	$39.77	181

4. Writing an associate member-technical staff job description

   A job description for an associate member-technical staff role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an associate member-technical staff job description:

   Associate member-technical staff job description example

   Who lululemon Studio is:
   
   lululemon Studio is a hybrid fitness experience that allows Members to experience original classes and programs - from lululemon Studio and the hottest boutique fitness studios - right from the lululemon Studio Mirror, on-the-go via the lululemon Studio App, or in-person at our partner studio locations and lululemon experiential stores.
   
   Formerly known as MIRROR, we joined the lululemon family in 2020. Guests can now experience the lululemon Studio Mirror in 200 stores (and counting!) across North America. Having the resources of a public, global company behind us, we'll continue to grow rapidly with amazing workout content and in-home fitness innovation.
   
   Ready to build with us?
   
   Role Overview:
   As lululemon Studio's newest Member Experience Tech Associate, you'll support communication with members, troubleshooting, and provide hardware and software technical support for members. You'll be joining our growing Member Experience Team, and reporting directly to the Senior Technical Manager.
   
   Your perspective will help lululemon Studio deliver excellent customer service and provide comprehensive technical support, and we look forward to becoming a better organization because of it. At lululemon Studio, personal improvement isn't a luxury, it's a business imperative. Join the fun!
   How You'll Add Value:Communicate with Members across phone, email, chat and/or social media to deliver excellent service, problem solve their issues, and answer product questions Provide technical support, including hardware and software troubleshooting Capture Member interactions and troubleshooting steps taken during a Member interactionclose out submitted trouble tickets in a timely manner.Track issues and escalate to internal teams where necessary Be responsible for meeting team goals
   What You Bring to the Team: 2-3 years of experience working in a technical support role Fundamental knowledge of various LAN and WiFi technologies Excellent written, verbal and listening skills Strong problem solving skills Positive attitude, empathy, patience and a sense of humor Experience with ticketing systems (Jira, AutoTask, Kustomer, Zendesk) Must be comfortable working one weekend shift and an evening shift on weekdays
   Bonus Points:You have experience working with embedded technologies and/or IoT devices You have experience with Terminal / Ubuntu
   What Sets Us Apart: Competitive compensation Competitive healthcare coverage 401K program with company match PTOFree lululemon Studio Mirror and subscription throughout the duration of employment Work-from-home stipendlululemon employee discount Other perks
   
   At lululemon Studio, we're building an inclusive culture where all identities, experiences, and perspectives are welcome. We believe that potential means more than pedigree, and encourage our teams to challenge the status quo, because innovation depends on it. We are an equal opportunity employer, and strive to reflect the world fully, accurately, and beautifully.

   Copy this example

   

5. Post your job

   There are a few common ways to find associate member-technical staff for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your associate member-technical staff job on Zippia to find and recruit associate member-technical staff candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit associate member-technical staff, 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 associate member-technical staff

   Once you've found the associate member-technical staff candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   Once that's done, you can draft an onboarding schedule for the new associate member-technical staff. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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