How to hire a computer technician/sales

How to hire a computer technician/sales, step by step

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

What does a computer technician/sales do?

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1. Identify your hiring needs

   Before you start hiring a computer technician/sales, 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

   Hiring the perfect computer technician/sales 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 technician/sales salaries for various roles:

   Type of Computer Technician/Sales	Description	Hourly rate
   Computer Technician/Sales	Retail sales workers include both those who sell retail merchandise, such as clothing, furniture, and automobiles, (called retail salespersons) and those who sell spare and replacement parts and equipment, especially car parts (called parts salespersons). Both types of workers help customers find the products they want and process customers’ payments.	$19-40
   Retail Clerk	A retail clerk is responsible for selling goods and services to the customers, recommending products based on their needs, and responding to the customers' inquiries and concerns about the product. Retail clerks assist with the store's marketing strategies, organize product displays, monitor inventories, endorse promotional discounts, and help customers on their checkout payments... Show more	$11-18
   Sales Team Member	A sales team member is responsible for selling goods and services to the customers, responding to their inquiries and concerns, and updating them with new services and promotional offers. Sales team members play a huge role in generating revenues for the business by maintaining existing clients and attracting potential customers... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Satisfaction
   • Sales Support
   • Customer Service
   • Product Knowledge
   • Apple
   • Technical Sales
   • POS
   • Sales Floor
   • Windows
   • Computer System
   • Trade Shows
   • Technical Knowledge
   • Linux
   • Cash Drawers

   Check all skills

   Responsibilities:

   • Provide quick response resolution locally and remotely to insure maximum profit achieve due to short revenue windows at events.
   • Design and implement a Gentoo Linux server for in-department use.
   • Ship and receive inventory and input the stock into the POS inventory manager.
   • Perform troubleshooting, diagnostics, and repairs for smartphones, tablets, and computers.
   • Open and close the storefront, and develop and implement the POS for the business.
   • Light janitorial such as sweeping, mopping, cleaning windows, and taking trash out.

   More computer technician/sales duties

3. Make a budget

   Including a salary range in the computer technician/sales job description is a good way to get more applicants. A computer technician/sales salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a computer technician/sales in Iowa may be lower than in Washington, and an entry-level engineer typically earns less than a senior-level computer technician/sales. Additionally, a computer technician/sales with lots of experience in the field may command a higher salary as a result.

   Average computer technician/sales salary

   $58,818yearly

   $28.28 hourly rate

   ---

   Entry-level computer technician/sales salary

   $41,000 yearly salary

   Updated December 5, 2025

   Average computer technician/sales salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$68,705	$33
   2	Minnesota	$66,654	$32
   3	Massachusetts	$66,531	$32
   4	Pennsylvania	$66,387	$32
   5	Michigan	$62,703	$30
   6	Ohio	$60,412	$29
   7	North Carolina	$60,115	$29
   8	Arkansas	$56,255	$27
   9	Arizona	$56,226	$27
   10	Georgia	$53,894	$26
   11	Texas	$53,689	$26
   12	Iowa	$53,376	$26
   13	Florida	$50,149	$24

   Average computer technician/sales salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Kronos Incorporated	$113,215	$54.43
   2	Oracle	$97,074	$46.67	266
   3	Best Buy	$74,094	$35.62	165
   4	Bosch USA	$63,273	$30.42	3
   5	RDO Equipment Co.	$60,989	$29.32
   6	Blood Hound	$56,608	$27.22
   7	ActionLink	$56,561	$27.19
   8	Solvay America Inc	$56,014	$26.93
   9	Brantner Holding Company	$55,978	$26.91
   10	Skyland	$55,978	$26.91
   11	BlastOne	$55,978	$26.91
   12	Robert Half	$55,517	$26.69	8

4. Writing a computer technician/sales job description

   A computer technician/sales 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. To help get you started, here's an example of a computer technician/sales job description:

   Computer technician/sales job description example

   Preferred candidates will have a minimum of 3-5 years machining & industrial sales experience but we are always willing to train the right individual that has a “can do” attitude. CNC programming experience and a college degree (engineering/industrial focus) is a plus.

   Like machining? Like optimizing a machine shop process with the best in class cutting tool products? Do you like to compete? If yes, join us in our quest to be #1.

   Visit us www.iscarmetals.com

   BENEFITS WE OFFER

   • Competitive Salary
   • Health, Dental and Vision plan
   • 401K Retirement Plan
   • Paid Vacation, Holiday and Sick time
   • Life and Disability Insurance

   Company DescriptionCelebrating over 65 years of Innovation, Iscar is a full- line ISO9001, ISO14001, ISO18001 and QS9000 certified manufacturer and supplier of precision carbide metalworking tools. As a result of its high quality and original products, this multinational company is a world leader in supplying metal removal products to major industries, including automotive, aerospace, dies and mold and a variety of mass production industries. Iscar continues to provide the most economical solutions for the metalworking industry. Iscar is currently represented in over 52 countries worldwide.
   
   Iscar's growth continues as a result of innovation and providing its customers with the very latest, most efficient metal cutting technology in the world.
   
   Our USA Headquarters, located in Arlington, Texas, houses our national distribution, customer service and special tooling manufacturing. Our Machining Knowledge Centers, located in Arlington, TX and Charlotte, NC host new tooling technology and specialty seminars and demonstrations throughout the year.
   
   Iscar promotes creative thinking and productive teamwork to achieve its business objectives within today’s competitive market place. Come join our team, where innovation never stops, and job satisfaction is our goal. Iscar provides a full compensation package. Iscar Metals is an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, age, gender, sexual orientation, gender identity, religion, national origin, protected veteran status, disability, genetic information, or any other characteristic protected by law.

   Copy this example

   

5. Post your job

   To find computer technician/sales for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any computer technician/sales they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level computer technician/sales with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   To find computer technician/sales 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 salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post your job on free job posting websites.

6. Interview candidates

   To successfully recruit computer technician/sales, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 technician/sales

   Once you have selected a candidate for the computer technician/sales 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 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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