How to hire a consultant-technical trainer

How to hire a consultant-technical trainer, step by step

Here's a step-by-step consultant-technical trainer hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a consultant-technical trainer, 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

   You should also consider the ideal background you'd like them a consultant-technical trainer to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a consultant-technical trainer that fits the bill.

   This list presents consultant-technical trainer salaries for various positions.

   Type of Consultant-Technical Trainer	Description	Hourly rate
   Consultant-Technical Trainer	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$26-51
   Development Coordinator	A development coordinator is responsible for planning various programs and events for an organization or company. They primarily focus on securing funding by holding fundraising events, devising programs to increase brand awareness, and even coming up with various campaigns supporting a cause... Show more	$17-35
   Training Coordinator	A training coordinator is a professional who develops and conducts training programs for employees or volunteers. Training coordinators create printed and instructional materials as well as maintain an online library of training resources... Show more	$15-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Course Materials
   • Curriculum Development
   • Training Materials
   • Training Sessions
   • Epic
   • Classroom Training
   • Office Products
   • EMR
   • Database
   • Software Applications
   • ELearning
   • Training Delivery
   • Technical Training Programs
   • Onsite

   Check all skills

   Responsibilities:

   • Manage healthcare education program for compliance & issuance of continuing education units and take lead role in delivering various educational topics.
   • Serve as an SME for design and support teams.
   • Facilitate meetings with SME's for discovery of best practice for business process implementation for specific departments.
   • Participate in the establishment of SDLC management methodologies and ensuring their application and utilization.
   • Develop and design blended learning and eLearning opportunities into current curriculum including assessments and certifications.
   • Perform market and strategic analysis along with financial impact of new service offerings including datacenter and cloud.

3. Make a budget

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

   • Location. For example, consultants-technical trainer' average salary in west virginia is 57% less than in washington.
   • Seniority. Entry-level consultants-technical trainer earn 48% less than senior-level consultants-technical trainer.
   • Certifications. A consultant-technical trainer 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 consultant-technical trainer's salary.

   Average consultant-technical trainer salary

   $78,368yearly

   $37.68 hourly rate

   ---

   Entry-level consultant-technical trainer salary

   $56,000 yearly salary

   Updated December 19, 2025

4. Writing a consultant-technical trainer job description

   A good consultant-technical trainer 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 consultant-technical trainer job description:

   Consultant-technical trainer job description example

   Job Title:
   Technical Training Consultant
   
   Department:
   Human Resources
   
   Country:
   United States of America
   
   State/Province:
   Arkansas
   
   City:
   Lowell
   
   Full/Part Time:
   Full time
   
   Job Summary:
   Under general supervision, this position is responsible for architecting, developing, and delivering software development modern workplace learning and training experiences for new and existing Software Engineers of the J. B. Hunt Engineering & Technology (E&T) organization. They will work directly with Enterprise Architects, E&T Senior Leadership, Software Developers, and Procurement within E&T to help set the strategic vision for the Developer Center of Excellence for technical learning and development of our Software Engineers. Additionally, this position will need to assist in executing the strategic vision they helped set. This position is highly technical and requires experience as a software engineer.
   
   Job Description:
   Key Responsibilities:
   • Assess individual and group needs and problems to identify skills gaps that are "training-treatable"
   • Design, develop, and deliver modern workplace learning experiences (e.g., provide modern content and training, enable continuous self-learning and self-development, and support learning from the daily work)
   • Coordinate with SME's and Architects on content curation and learning paths
   • Implement modern content and training practices (e.g., distance learning, e-learning, experiential learning, flipped classroom, blended learning)
   • Integrate diverse, real-world situations and experiences into learning resource design
   • Exhibit a high energy and enthusiastic presentation style that will engage and energize participants
   • Assess effectiveness of learning experiences
   • Continuously and proactively updates and improves the effectiveness of the content and delivery of learning resources
   • Identifies third-party learning alternatives, coordinates scheduling, and procurement of those services
   • Promote and market learning opportunities
   • Instruct software engineers on an individual or group basis in order to support their continuous learning
   • Continually sharpens their knowledge and skills of the technical environment used in the E&T software development development process in order to keep learning resources and content (internally developed or curated) up-to-date and to better collaborate with E&T Architects and SMEs
   • Engages with Senior E&T Leadership on to set help set the Developer Center of Excellence strategic vison and practices in order to and make continuous improvements
   • Continually reviews E&T processes and practices for changes in order to keep learning resources and content (internally developed or curated) up-to-date and to better collaborate with E&T Architects and SMEs
   • Lead technology learning campaigns
   • Mentor other Technical Training Consultants
   
   Qualifications:
   Minimum Qualifications:Bachelors degree with 5 or more years of software development experience and 2 or more years of experience in designing, developing, and delivering training experiences Preferred Qualifications:
   Extensive experience in both front end and back end application development.Extensive experience with WordPress.Experience in designing and delivering eLearning.Experience in designing and delivering Virtual Training.Experience with a mature dev ops environment and cloud platforms.
   Skills & Abilities:
   Must look forward to, and gain energy from, the execution of a learning program.Highly effective at being detailed, organized, efficient, and deadline driven on all project and administrative tasks.Extensive experience using MS Office applications such as PowerPoint, Word, and Excel.Extensive experience using tools to design, develop, and deliver modern content and training practices (e.g. Captivate, Indesign).Expert at active listening and building rapport with internal customers at all levels.Excels at time management with little supervision.Very strong verbal and written skills.Collaborative, flexible, and committed team player.Extensive experience with Instructional Design Concepts and Adragony (e.g. ADDIE, Rapid ISD, Gange's 9) Must be extremely effective at assessing and delivering developmental feedback, as well as receiving it on a regular basis.Foundational knowledge and experience with the tools, technologies, frameworks, processes, and practices used in the E&T software development process. This includes, but is not limited to, application programming interfaces, application security, automated testing, databases, DevOps (e.g. continuous integration and delivery), various front-end and back-end programming languages, distributed version control systems, containers and container orchestration, messaging, monitoring applications, user interface design and development, web service design and development, cloud platform services and concepts, Agile frameworks (Scrum, Kanban).Extensive experience conducting needs analysis to determine training-treatable requirements and appropriate delivery methods.
   
   Education:
   Bachelors: Computer Engineering (Required), Bachelors: Human Development (Required)
   
   Work Experience:
   Human Resources, Software Development
   
   Job Opening ID:
   00468666 Technical Training Consultant (Open)
   
   “This job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.”
   
   J.B. Hunt Transport, Inc. is committed to basing employment decisions on the principles of equal employment opportunity without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, persons with disabilities, protected veterans or other bases by applicable law.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit consultants-technical trainer, 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 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 consultant-technical trainer

   Once you've found the consultant-technical trainer 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 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.

   After that, you can create an onboarding schedule for a new consultant-technical trainer. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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