How to hire a computer instructor

How to hire a computer instructor, step by step

Here's a step-by-step computer instructor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a computer instructor, 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

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

   Type of Computer Instructor	Description	Hourly rate
   Computer Instructor	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$18-33
   Technical Instructor	Technical instructor or trainer assists the training managers in educating and training technical employees to become competent and technically skilled workers. This job requires strong verbal communication, good teaching skills, and the ability to inspire and motivate learners since it involves skills assessments to track the progress of trainees individually... Show more	$20-50
   Instructor	Instructors are responsible for imparting knowledge to students. They are well-versed in different topics related to their area of teaching... Show more	$14-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Course Curriculum
   • Microsoft Windows
   • Microsoft Powerpoint
   • Web Design
   • CAD
   • Word Processing
   • CNC
   • Computer Software
   • Professional Development
   • Mathematics
   • Computer Lab
   • Instructional Materials
   • Syllabus
   • Computer Literacy

   Check all skills

   Responsibilities:

   • Provide students with the information necessary to achieve basic Linux administration and configuration skills.
   • Instruct introductory CNC programming course.
   • Install and troubleshoot operating systems.
   • Instruct remedial studies in the areas of reading and mathematics.
   • Diagnose and troubleshoot networking and configuration problems of both hardware and software.
   • Introduce students to HTML and guide them in creating their own personal websites.

   More computer instructor duties

3. Make a budget

   Including a salary range in your computer instructor job description helps attract top candidates to the position. A computer instructor salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a computer instructor in Ohio may be lower than in Texas, and an entry-level computer instructor usually earns less than a senior-level computer instructor. Additionally, a computer instructor with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average computer instructor salary

   $52,708yearly

   $25.34 hourly rate

   ---

   Entry-level computer instructor salary

   $39,000 yearly salary

   Updated December 14, 2025

   Average computer instructor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Texas	$64,304	$31
   2	Tennessee	$63,773	$31
   3	Wisconsin	$57,563	$28
   4	District of Columbia	$57,489	$28
   5	Pennsylvania	$55,007	$26
   6	New York	$54,602	$26
   7	California	$54,386	$26
   8	New Mexico	$48,143	$23
   9	Virginia	$47,030	$23
   10	North Carolina	$46,979	$23
   11	South Carolina	$44,237	$21
   12	Montana	$43,484	$21
   13	Indiana	$43,164	$21
   14	Michigan	$42,141	$20
   15	Colorado	$42,043	$20
   16	Florida	$41,273	$20
   17	Ohio	$40,634	$20
   18	Washington	$33,389	$16

   Average computer instructor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Kern Community College District	$87,607	$42.12	8
   2	Moraine Park Technical College	$63,700	$30.63	22
   3	Lockheed Martin	$61,185	$29.42	45
   4	Ivy Tech Community College	$60,469	$29.07	41
   5	Daymar College	$60,178	$28.93
   6	ADVANCED SYSTEMS TECHNOLOGY	$52,162	$25.08
   7	ManTech	$51,935	$24.97	6
   8	Walla Walla Community College	$48,687	$23.41
   9	Asheville-Buncombe Technical Community College	$47,575	$22.87	22
   10	EWCTC	$47,515	$22.84
   11	Denver Public Schools	$46,721	$22.46	2
   12	University of Pennsylvania	$45,753	$22.00	55
   13	The GEO Group	$45,349	$21.80	3
   14	Cecil College	$43,615	$20.97	22
   15	Carlos Rosario International Public Charter School	$42,729	$20.54	2
   16	West Michigan Center for Arts + Technology	$42,074	$20.23
   17	Guilford Technical Community College	$41,210	$19.81	120
   18	Wayne RESA	$39,242	$18.87	6
   19	Montana State University	$35,878	$17.25	22
   20	Hampton University	$34,244	$16.46

4. Writing a computer instructor job description

   A good computer instructor 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 computer instructor job description:

   Computer instructor job description example

   **Type of Requisition:** SCA
   
   **Clearance Level Must Be Able to Obtain:** Secret
   
   **Job Family:** SCA
   
   **Principle duties and Responsibilities:**
   
   + Operate, integrate, fielded constructive simulation models in support of exercises and training in classrooms and work cells, reconfigurable tactical operations centers (RTOCs), vehicle pads, and other related training locations.
   
   + Maintain (update as required) the existing training support packages that integrate training products, materials, and other pertinent information necessary to train in LVCG environments.
   
   + Maintains records of training activities, participant progress, and program effectiveness.
   
   + Updates course documentation as needed to ensure timeliness and relevance.
   
   + Provides guidance and work leadership to less experienced instructors.
   
   + Participates in special projects as required.
   
   **Desirable Skills/Experience:**
   
   + Advanced knowledge of the principles, methods, and techniques used in the delivery of training programs.
   
   + Advanced knowledge of relevant technology or subject matter.
   
   + Demonstrated effective presentation and communication skills.
   
   + Understanding of UAS employment and operations.
   
   + Comprehensive knowledge of JLCCTC-MRF/ WARSIM functional operations.
   
   + 6-8 years of work experience.
   
   **Education Required:**
   
   + BS/BA subject immaterial
   
   **Security Clearance:**
   
   + Position requires a SECRET security clearance
   
   + MUST be able to obtain and maintain a SECRET clearance
   
   COVID-19 Vaccination: GDIT does not have a vaccination mandate applicable to all employees. To protect the health and safety of its employees and to comply with customer requirements, however, GDIT may require employees in certain positions to be fully vaccinated against COVID-19. Vaccination requirements will depend on the status of the federal contractor mandate and customer site requirements.
   
   We are GDIT. The people supporting some of the most complex government, defense, and intelligence projects across the country. We deliver. Bringing the expertise needed to understand and advance critical missions. We transform. Shifting the ways clients invest in, integrate, and innovate technology solutions. We ensure today is safe and tomorrow is smarter. We are there. On the ground, beside our clients, in the lab, and everywhere in between. Offering the technology transformations, strategy, and mission services needed to get the job done.
   
   GDIT is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status, or any other protected class.

   Copy this example

   

5. Post your job

   There are a few common ways to find computer instructors 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.

   To find computer instructor candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit computer instructors, 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 computer instructor

   Once you've decided on a perfect computer instructor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 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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