How to hire a computer technical specialist

How to hire a computer technical specialist, step by step

Here's a step-by-step computer 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 a computer technical specialist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new computer technical specialist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your computer technical specialist job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a computer technical specialist for hire on a part-time basis or as a 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 computer 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.

   Here's a comparison of computer technical specialist salaries for various roles:

   Type of Computer Technical Specialist	Description	Hourly rate
   Computer Technical Specialist	Computer support specialists provide help and advice to people and organizations using computer software or equipment. Some, called computer network support specialists, support information technology (IT) employees within their organization... Show more	$17-34
   Technical Internship	In a technical internship, the responsibilities will vary according to the organization or industry. Despite this, most of the tasks will revolve around accomplishing tasks or directives handed out by managers or supervisors, which might include duties such as researching and analyzing, crafting new ideas from scratch, assisting other personnel, and sharing insights during discussions... Show more	$12-25
   Computer Engineer	A computer engineer is someone who examines, designs, and manages computer hardware and software systems. He/She or she helps in solving issues or any concerns that may occur with the computer's hardware and software as well as assists in the innovation of computer technology... Show more	$33-63

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CAD
   • Mac
   • Network Printers
   • Technical Support
   • Desk Support
   • OS
   • Computer System
   • Technical Expertise
   • Computer Lab
   • Computer Software
   • PCS
   • Computer Equipment
   • Software Applications
   • Windows XP

   Check all skills

   Responsibilities:

   • Manage customer complaints and internal GMP audits for product manufacturing, coordinate FDA audits and recommend corrective actions.
   • Initiate and implement projects for cost reduction, productivity improvement, and increase equipment availability/reliability and to meet ISO compliance.
   • Assist with daily documentation and tracking of each customer concern using a SharePoint remedy ticketing system.

   More computer technical specialist duties

3. Make a budget

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

   • Location. For example, computer technical specialists' average salary in georgia is 47% less than in new jersey.
   • Seniority. Entry-level computer technical specialists earn 50% less than senior-level computer technical specialists.
   • Certifications. A computer 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 a computer technical specialist's salary.

   Average computer technical specialist salary

   $51,859yearly

   $24.93 hourly rate

   ---

   Entry-level computer technical specialist salary

   $36,000 yearly salary

   Updated December 5, 2025

   Average computer technical specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$60,067	$29
   2	New York	$57,992	$28
   3	Maryland	$57,820	$28
   4	Indiana	$48,386	$23
   5	Texas	$45,726	$22
   6	Oklahoma	$38,141	$18
   7	Florida	$36,200	$17

   Average computer technical specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Brillio	$76,628	$36.84
   2	MSI	$60,659	$29.16
   3	Broward County Public Schools	$59,656	$28.68	6
   4	Peraton	$53,761	$25.85	90
   5	Vencore	$53,442	$25.69
   6	Ubiquity Retirement + Savings	$49,833	$23.96
   7	Texas Christian University	$40,639	$19.54	3
   8	University of Florida	$36,967	$17.77	10

4. Writing a computer technical specialist job description

   A computer technical specialist job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a computer technical specialist job description:

   Computer technical specialist job description example

   Reporting to the Manager, but under the daily oversight of the Intermediate or Senior Specialist, the End User Computing Specialist - Associate's role is to provide a single point of contact for end users to receive support and maintenance within the organization's desktop computing environment. This includes installing, diagnosing, repairing, maintaining, and upgrading all hardware and equipment to ensure optimal workstation performance. The person will also troubleshoot problem areas (in person, by telephone, or via e-mail) in a timely and accurate fashion, and provide end-user assistance where required.
   Responsibilities • Develop and maintain an inventory of all monitors, keyboards, hard drives, modems, network cards, and other components and equipment.
   • Accurately document instances of desktop equipment or component failure, repair, installation, and removal.
   • If necessary, liaise with third-party support and equipment vendors.
   • Perform onsite analysis, diagnosis, and resolution of complex desktop problems for end users, and recommend and implement corrective solutions, including offsite repair for remote users as needed.
   • Install, configure, test, maintain, monitor, and troubleshoot end-user workstations, laptops, tablets, printers and related hardware and software in order to deliver required desktop service levels.
   • Assess the need for and implement performance upgrades to workstation boxes, including the installation of CPUs, I/O and NIC cards, hard disks, ribbon cables, hard drives, RAM, memory chips, CD-ROMs, and so on.
   • Collaborate with system/network administrators to ensure efficient operation of the company's desktop computing environment.
   • Where required, administer and resolve issues with associated end-user workstation networking software products.
   • Receive and respond to incoming calls, pages, and/or e-mails regarding desktop problems.
   • Answer to and perform moves, adds, and changes (MAC) requests as they are submitted by users and/or business managers.
   • Ensure that physical desktop connections (i.e. RJ-45 Ethernet jacks, RJ-11 telephone modem jacks, connectors between workstations and servers, etc.) are in proper working order. • Prepare tests and applications for monitoring desktop performance, and then provide performance statistics and reports.
   • Assist in preparing, maintaining, and upholding procedures for logging, reporting, and statistically monitoring desktop operations.
   • Configure, test and troubleshoot mobile devices. Qualifications Education / Accreditation / Licensure (required & preferred):
   • College diploma or university degree in Systems Administration, Computer Science, Information Systems, or related field. A+ or equivalent is a plus. Experience (required and preferred):
   • 1 year of related experience, or equivalent combination of education/experience.
   • Excellent communication and presentation skills required.
   • Must project a professional company image through in-person and phone interactions at all times.

   Copy this example

   

5. Post your job

   There are a few common ways to find computer technical specialists 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 computer technical specialist job on Zippia to find and attract quality computer technical specialist candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit computer technical specialists, 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.

   If your interviews with computer technical specialist applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 technical specialist

   Once you've found the computer technical specialist 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new computer technical specialist. 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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