How to hire a consulting engineer/technician

How to hire a consulting engineer/technician, step by step

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

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1. Identify your hiring needs

   The consulting engineer/technician hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A consulting engineer/technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, consulting engineers/technician 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.

   This list shows salaries for various types of consulting engineers/technician.

   Type of Consulting Engineer/Technician	Description	Hourly rate
   Consulting Engineer/Technician	Software developers are the creative minds behind computer programs. Some develop the applications that allow people to do specific tasks on a computer or another device... Show more	$34-62
   Technical Consultant	A technical consultant is a professional who provides technical support and performs troubleshooting functions for the company's product or application. A consultant should be highly knowledgeable about the product or application so that he/she can assist users and clients with whatever issues they may be facing... Show more	$32-56
   Systems Integration Engineer	A systems integration engineer is responsible for evaluating the efficiency and performance of the control systems to support business operations and requirements. Systems integration engineers develop technical solutions from business initiatives that would maximize a team's productivity and increase target performance... Show more	$37-67

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Technical Support
   • Linux
   • Cloud
   • Customer Support
   • Architecture
   • Java
   • Infrastructure
   • Switches
   • IOS
   • Pre Sales
   • C++
   • Virtualization
   • Technical Issues
   • Unified Communications

   Check all skills

   Responsibilities:

   • Deploy and manage Citrix environments utilizing publish desktops and publish applications to make available to users both internally and externally.
   • Adapt architecture and disaster recovery strategy during SAN and backup infrastructure migrations.
   • Evaluate replacement infrastructure, prepare transition plans, design IPv6 address scheme, routing protocols architecture, configurations.
   • Complete research in cloud storage reporting, billing, metering and alerting.
   • Spearhead the planning, creation and implementation of major OS engineering projects.
   • Develop and maintain Java project to convert text data format to MetaStock format.

   More consulting engineer/technician duties

3. Make a budget

   Including a salary range in your consulting engineer/technician job description helps attract top candidates to the position. A consulting engineer/technician 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 consulting engineer/technician in Alabama may be lower than in Washington, and an entry-level consulting engineer/technician usually earns less than a senior-level consulting engineer/technician. Additionally, a consulting engineer/technician 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 consulting engineer/technician salary

   $97,143yearly

   $46.70 hourly rate

   ---

   Entry-level consulting engineer/technician salary

   $72,000 yearly salary

   Updated December 16, 2025

   Average consulting engineer/technician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$127,488	$61
   2	Washington	$120,478	$58
   3	Massachusetts	$101,909	$49
   4	Virginia	$92,976	$45
   5	Texas	$90,557	$44
   6	New Jersey	$89,460	$43
   7	Michigan	$88,400	$43
   8	North Carolina	$85,918	$41
   9	Georgia	$85,551	$41
   10	Florida	$85,311	$41
   11	New York	$83,393	$40
   12	Wisconsin	$77,905	$37
   13	Illinois	$75,016	$36

   Average consulting engineer/technician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Splunk	$115,098	$55.34
   2	Slalom	$113,907	$54.76	34
   3	Cisco	$110,643	$53.19	419
   4	Sitecore	$110,457	$53.10
   5	Randstad North America, Inc.	$107,231	$51.55	4
   6	Motion Recruitment	$106,611	$51.26	16
   7	HODINKEE	$102,070	$49.07
   8	Gordon Flesch	$102,016	$49.05
   9	Ayla Networks	$101,507	$48.80
   10	Philips	$93,480	$44.94	1
   11	Booz Allen Hamilton	$92,592	$44.52	262
   12	Gemalto	$90,775	$43.64
   13	Bank of America	$84,925	$40.83	25
   14	Dominion Energy	$83,343	$40.07	2
   15	Carrier	$82,350	$39.59	2
   16	Wiss Janney Elstner	$74,307	$35.72

4. Writing a consulting engineer/technician job description

   A job description for a consulting engineer/technician role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a consulting engineer/technician job description:

   Consulting engineer/technician job description example

   Every day at Volt, we see firsthand how one employee can make a difference for a business. Our success is built on our ability to identify and deliver quality talent. From start-ups to global accounts, clients rely on us for high-touch, consultative service and consistent delivery of qualified candidates. We know you have a choice of where you work, so we do everything we can to make Volt a first choice for talented professionals. We offer a diverse workplace that encourages collaboration, long-term career paths, and the chance to work with an array of great companies and inspired people.
   **Remote opportunity - East Coast**
   The Technical Talent Consultant (TTC - full desk Engineering Recruiter) is responsible for sales and recruiting functions. The TTC performs sales activities to increase gross margin by acquiring new clients, including Retail, SOW and Direct Placement as well as driving new lines of business within clients. The TTC is also responsible for recruiting on open requisitions through high-level position matching by conducting in-depth analysis of job skills and qualifications to determine which candidates to source, interview and hire. The TTC is tenacious in prospecting and closing on new opportunities that strategically align with the division/area strategy and will consistently achieve required KPI's that ensure success.
   Essential Responsibilities
   * Identify the client's business and cultural nuances, as well as define the position, its functions, challenges, selling points, and viability. Uncover the necessary knowledge, skills and abilities of the ideal candidate.
   * Establish expectations for the partnership with the client.
   * Actively market qualified candidates to new and existing clients. Utilize sales techniques to expand business through research, prospecting, and turning client inquiries into job requisitions.
   * Assist with the design of a sourcing strategy to uncover both passive and active candidates through existing and new sources in order to maintain an effective pool of candidates. Utilize electronic process in recruiting and placement to maximize efficiency and time saving.
   * Assist with the management of ad generation and job postings for new business and recruiting sources.
   * Coordinate with Business Development Managers to ensure quality delivery to client's requisitions. Work with sales team on account development and account management.
   * Target the most qualified candidates within the technical discipline and screen resumes to identify potential matches.
   * Present opportunity to candidate and conduct in-depth interview to determine suitability and interest of candidate. Identify, evaluate, and summarize relevant technical experience, knowledge, hard and soft skills, and abilities in relation to job requirements.
   * Negotiate labor rate, resolve possible candidate concerns, obtain candidate commitment for the position and set expectations.
   * Submit qualified candidates and respond to client concerns.
   * Facilitate the candidate/client interview, and prepare the candidate for the interview.
   Business Development Efforts
   * Generate viable, quality contract, contract to fee and direct hire orders from new and inactive accounts; track and move opportunities through the sales funnel.
   * Develop assigned territory in an organized and systematic fashion; develop business through a combination of methods that may include all or in part: research, lead generation, prospecting, networking and in-person appointments with new and inactive clients.
   * Build a fluid database of diverse, viable prospects and qualified leads and consistently update the database to reflect current prospects/leads.
   * Generate leads through prospecting and cold calling, both in-person and via telephone, lead generation from team and co-workers. Generate leads from electronic media such as social networking tools and techniques.
   * Focus on new opportunities with existing clients (excluding strategic accounts unless authorized by SVP) through collaboration with Cross Brands.
   * Maintain active participation and membership in networking organizations.
   Qualifications & Required Skills
   Any combination of education and experience providing the required skill and knowledge for successful performance would be qualifying. Typical qualifications would be equivalent to:
   * 2 years experience in a client service environment.
   * Minimum 3 years technical recruiting experience required.
   * Associate's Degree or Bachelor's Degree in comparable field preferred. An equivalent combination of education and experience may be considered.
   
   Volt is an equal opportunity employer.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right consulting engineer/technician for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   To find consulting engineer/technician 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 dice, engineering.com, stack overflow, it job pro.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit consulting engineers/technician, 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.

   While interviews are great, you will only sometimes learn enough from a conversation with a consulting engineer/technician applicant. In those cases, having candidates complete a test project can go a long way in figuring out who's the most likely to succeed in the role. If you aren't a technical person and 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 consulting engineer/technician

   Once you've decided on a perfect consulting engineer/technician 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 important to follow up with applicants who do not get the job with an email letting them know that the position is 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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