How to hire a camera technician

How to hire a camera technician, step by step

Here's a step-by-step camera technician hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the camera technician you need to hire. Certain camera technician roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A camera technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, camera 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 camera technicians and their corresponding salaries.

   Type of Camera Technician	Description	Hourly rate
   Camera Technician		$12-35
   Installation And Service Technician	An installation and service technician is an individual who oversees the continuous operation of personal equipment through operating functions. Installation and service technicians maintain the supplies, perform preventive maintenance, and call for repairs in structures... Show more	$13-23
   Installation Technician	Installation technicians are responsible for handling and installing all types of electronic systems and equipment. An installation technician should be well-knowledgeable about the equipment complexity to conduct troubleshooting for system malfunction or provide necessary instructions for the customers... Show more	$13-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Camera Equipment
   • Video Cameras
   • CCTV
   • Trouble Shoot
   • Camera Systems
   • Security Cameras
   • Grip
   • Digital Cameras
   • Audio Equipment
   • Security Systems
   • IP
   • Camera Operation
   • Electrical Systems
   • Trail Cameras

   Check all skills

   Responsibilities:

   • Lead a team of up to four installers that convert several hundr banks on the west coast of Florida to VOIP.
   • Repair an average of two SLR cameras every six hours.
   • Gain experience with HD equipment and the process of recording athletic sports.
   • Troubleshoot and repair SLR's, compact cameras, and all types of Olympus printers.
   • Install cat5, coax, security, and low voltage wire and speaker systems for new houses.
   • Install motors, transformers, disconnect, switches, receptacles and lighting, run all circuits to power them.

3. Make a budget

   Including a salary range in your camera technician job description is one of the best ways to attract top talent. A camera technician can vary based on:

   • Location. For example, camera technicians' average salary in north dakota is 25% less than in new jersey.
   • Seniority. Entry-level camera technicians 64% less than senior-level camera technicians.
   • Certifications. A camera technician with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a camera technician's salary.

   Average camera technician salary

   $43,959yearly

   $21.13 hourly rate

   ---

   Entry-level camera technician salary

   $26,000 yearly salary

   Updated December 17, 2025

4. Writing a camera technician job description

   A good camera technician 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 a camera technician job description:

   Camera technician job description example

   Drains Sales - Project Engineer
   At Hero, we believe that our employees will take great care of our customers because we take great care of our employees. That is why we are looking for the best of the best to join our team and have designed an amazing benefits package to take care of each one of our team members.
   A Drains Project Engineer at Hero is responsible for assisting homeowners with purchasing the correct drain repairs for their homes. Candidates who will thrive in this consistently exceed customer’s expectations, communicate well with customers, and can help customers make informed and confident buying decisions. They are also great at surpassing goals and are energized by growing with their team.
   Hero keeps our T.R.U.E. core values as a top priority. We are a high energy team that is growing fast. We set goals, reward team members for hard work, and push each other to be the best we can be.
   Core Values T eam Before Self R emarkably Great & Driven U ltimate Professionalism E xcellent Communication
   Amazing Benefits Package Competitive Compensation: $80,000-$150,000 3% 401k Employer Contribution 100% Employer Paid Benefits Free Medical Benefits for employee and family (additional upgrades available at reduced cost) Free Dental and Vision Benefits for employee (additional upgrades for family available) Free Short-Term Disability Benefits Free Long-Term Disability Benefits Free Life Insurance H.S.A. and F.S.A. plans available Full access to Peak Health fitness and recovery center Employee discounts on services – at cost pricing available
   Company vehicle and uniforms provided
   Schedule 7:00am-4:00pm (last dispatch by 4pm)
   
   Essentia l Job Duties Plan and present estimates to customers to repair or replace their sanitary sewer systems and incoming water lines
   Follow-up with customers on all estimates that were not sold on-site
   Create sales proposals that are accurate and complete, and that can be easily transferred to the installation team Create confident purchase options by providing complete and accurate information about our products and pricing
   
   Qualifications Demonstrates Hero core values at a high level (T.R.U.E.) Valid driver’s license with clean driving and criminal record Proven track record in sales Good presentation and public speaking skills Familiar with local codes and can speak to company product lines Able to communicate professionally, clearly, and concisely Ability to lift 50 pounds Must be highly detailed and demonstrate the ability to follow through Highly motivated, flexible, and great attitude on life Outgoing personality that blends well with a fast-paced, goal-driven environment
   Ontime and prepared to work before the scheduled start time
   Do you have what it takes to be a Hero? Apply Today!
   Hero Home Services is an equal opportunity employer, including veterans.

   Copy this example

   

5. Post your job

   There are a few common ways to find camera technicians 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 camera technician job on Zippia to find and recruit camera technician candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit camera technicians, 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.

   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 camera technician

   Once you've selected the best camera technician candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new camera technician. 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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