How to hire a commercial technician

How to hire a commercial technician, step by step

Here's a step-by-step commercial 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 commercial technician job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new commercial 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 commercial technician you need to hire. Certain commercial 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

   Hiring the perfect commercial technician 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.

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

   Type of Commercial Technician	Description	Hourly rate
   Commercial Technician	Heating, air conditioning, and refrigeration mechanics and installers—often called heating, ventilation, air conditioning, and refrigeration (HVACR) technicians—work on heating, ventilation, cooling, and refrigeration systems that control the temperature and air quality in buildings.	$12-23
   Hvac Installer	An HVAC installer is responsible for working on office and house appliances, including heating systems, ventilation, and air conditioning units. HVAC installers follow and analyze the item's schematics and blueprints and conduct regular maintenance to ensure the efficiency of its systems... Show more	$14-31
   Hvac Apprentice	Heating, ventilation, and air conditioning (HVAC) apprentices are trainees who work under HVAC maintenance workers. They train under HVAC maintenance workers to gain actual, on-the-job experience... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • HVAC
   • Ladders
   • Plumbing
   • IP
   • Electrical Systems
   • Pest Control
   • Service Calls
   • Safety Procedures
   • Trouble Calls
   • Repair Equipment
   • Broadband
   • Routine Maintenance
   • Test Equipment

   Check all skills

   Responsibilities:

   • Manage commercial and residential plumbing projects, as well as heating and cooling installation and repairs.
   • Manage, troubleshot and repair multiple wireless technologies including fiber optic transmission switches.
   • Read and record cable and broadband signal with Trilithic meter.
   • Design and install black, gray and blue water tank and plumbing systems for vehicles and trailers.
   • Provide hardware and software support both at the system (PBX) and the device (phone) levels.
   • Perform installations, upgrades and troubleshooting of CATV services to include video, high speed data, satellite and phone.

3. Make a budget

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

   • Location. For example, commercial technicians' average salary in west virginia is 50% less than in massachusetts.
   • Seniority. Entry-level commercial technicians 46% less than senior-level commercial technicians.
   • Certifications. A commercial 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 commercial technician's salary.

   Average commercial technician salary

   $35,951yearly

   $17.28 hourly rate

   ---

   Entry-level commercial technician salary

   $26,000 yearly salary

   Updated December 17, 2025

4. Writing a commercial technician job description

   A good commercial 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 commercial technician job description:

   Commercial technician job description example

   Tire Business names Service Tire Truck Centers as one of the best Tire Companies to work for in the United States in 2019. STTC offers an excellent benefit package, very competitive pay, and a path for employees to grow within the organization and thrive in a customer centric environment.

   
   

   Job Goals: Increase the STTC brand value with existing STTC customers, increase STTC total sales and gross profit through existing and target accounts, increase efficiencies within STTC by implementing systems to meet our customers' needs while simplifying STTC requirements to meet those needs and communicate and implement STTC initiatives.

   
   

   Objectives: Secure STTC current position within our accounts, increase our penetration within our accounts, solicit selected accounts within a geographic region

   
   

   Job Qualifications:

   • Ability to make high level account calls

   • Ability to create a presentation and present to the customer

   • Ability to use email and computer systems

   • Demonstrates the understanding of the tire industry and transportation industry, through being able to list and communicate those trends and markets

   • Demonstrates and validates the STTC package of value

   • Show integrity, loyalty and commitment to the company and the industry

   • Utilizes STTC sales tools to increase sales, differentiates from competition and gain new business

   • Ability to analyze accounts and diagnose: current penetration within, current profitability and identify the opportunities

   • Meets or exceeds goals, requirements, annual expectations

   • Completes assignments and required work

   • Demonstrates a high level of customer satisfaction

   • Communicates well with customers and STTC colleagues

   • Demonstrates the ability to utilize the STTC Sales Process to advance in the account

   • Other duties may be assigned to meet business needs

   
   

   PM19

   
   

   Job Tasks:

   - Responsible for account growth, account penetration, account profitability, account retention, account execution

   - Responsible for soliciting new business in a defined geographic area

   - Responsible for daily execution of accounts tire programs and expectations

   - Produce Annual Business plan – Quarterly updates

   - Perform fleet inspections, tire scrap outs, tire performance tracking

   
   

   Benefits include (but not limited to)

   • Top Industry Wages / Competitive pay

   • Full health benefit package (includes Medical/Prescription, Dental, Vision, Life, FSA, and more

   • Uniforms

   • 401K with company match

   • Paid Holidays and PTO days

   Requirements:

   
   

   
   
   

   PI193173023

   Copy this example

   

5. Post your job

   To find the right commercial technician for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with commercial technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit commercial technicians who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your commercial technician job on Zippia to find and recruit commercial technician 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 commercial 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.

   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 commercial technician

   Once you have selected a candidate for the commercial 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 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.

   To prepare for the new commercial technician 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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