How to hire a contractor/technician

How to hire a contractor/technician, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the contractor/technician you need to hire. Certain contractor/technician roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 contractor/technician 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.

   This list shows salaries for various types of contractor/technicians.

   Type of Contractor/Technician	Description	Hourly rate
   Contractor/Technician	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	$15-43
   Technician Support Team Leader	The Technician Support Team Leader is tasked with leading and training the technical support team. As a team leader, you will be required to organize scheduled staff reviews and communicate new procedures and policies with them... Show more	$30-58
   Information Technology/Support Technician	An information technology (IT) support technician is a professional who is responsible for providing support and troubleshoots software and hardware problems faced by customers. As for larger organizations that have their own IT department, technicians must work together internally with their IT staff members... Show more	$14-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PC
   • Network Printers
   • Desktop Support
   • POS
   • Technical Assistance
   • SQL Server
   • QA
   • SharePoint
   • Windows XP
   • C++
   • OS
   • LAN
   • Linux
   • Test Equipment

   Check all skills

   Responsibilities:

   • Develop Java base IAM system components to manage security and authorizations.
   • Utilize VMWare for testing various software/hardware configurations before deploying to production status.
   • Maintain government and/or vendor-manufacture telecommunications equipment, fiber optic modems, multiplexer, fiber optic/Ethernet cables, switches & telephone systems.
   • Install end user peripherals and troubleshot any issues.
   • Set up, install, and troubleshot peripheral equipment.
   • Edit and create knowledge base articles, complete all work satisfactorily within SLA's.

   More contractor/technician duties

3. Make a budget

   Including a salary range in the contractor/technician job description is a good way to get more applicants. A contractor/technician 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 contractor/technician in Colorado may be lower than in New York, and an entry-level engineer typically earns less than a senior-level contractor/technician. Additionally, a contractor/technician with lots of experience in the field may command a higher salary as a result.

   Average contractor/technician salary

   $54,910yearly

   $26.40 hourly rate

   ---

   Entry-level contractor/technician salary

   $33,000 yearly salary

   Updated December 18, 2025

   Average contractor/technician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$73,060	$35
   2	District of Columbia	$71,653	$34
   3	New York	$70,047	$34
   4	Pennsylvania	$64,432	$31
   5	Rhode Island	$61,517	$30
   6	New Mexico	$60,000	$29
   7	Nevada	$59,038	$28
   8	Indiana	$57,389	$28
   9	Oregon	$56,612	$27
   10	Texas	$55,457	$27
   11	Illinois	$51,604	$25
   12	Michigan	$49,503	$24
   13	Nebraska	$46,518	$22

   Average contractor/technician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	United Software Group	$73,635	$35.40
   2	Crowe	$71,719	$34.48	1
   3	Service Employees International Union Local 205	$68,280	$32.83
   4	Pyramid Technology Solutions	$66,939	$32.18
   5	Invitro	$65,826	$31.65
   6	Integrated Resources	$64,208	$30.87	76
   7	Discovery	$61,397	$29.52
   8	SMS Holdings	$58,339	$28.05	1
   9	PepsiCo	$56,524	$27.18	3
   10	RF	$52,068	$25.03
   11	ABCO Maintenance	$48,148	$23.15
   12	AutoNation	$46,073	$22.15	7
   13	USMD Health System	$46,035	$22.13
   14	Randstad North America, Inc.	$46,014	$22.12	12
   15	San Bernardino County	$44,095	$21.20
   16	Corona-Norco Unified School District	$43,169	$20.75

4. Writing a contractor/technician job description

   A contractor/technician 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 contractor/technician job description:

   Contractor/technician job description example

   This position is responsible for the safe recovery of donated ocular tissue (in situ corneal excisions and whole eye enucleations) utilizing sterile/aseptic technique. Recovery Technicians (RTs) must travel to recovery location and maintain communication with donor coordinator regarding case circumstances and unique observations.
   1. Travel to location of donor (e.g. hospital, ME/Coroner office, funeral home)
   2. Review and verification of legal authorization
   3. Screen donors through review of available medical records/information
   4. Assess eligibility of donors for recovery according to EBAA Medical Standards, FDA regulations and GEB Standard Operating Procedures
   5. Identification of the donor (e.g. ID band, toe tag, morgue cooler label)
   6. Perform and document detailed physical inspection
   7. Always adhere to Standard Precautions during entire recovery process
   8. Obtain adequate blood samples (pre and postmortem) that are eligible for infectious disease testing
   9. Perform recovery (enucleations and in situ corneal excisions)
   10. Collect vitreous for Coroners/MEs
   11. Perform donor restoration
   12. Perform all required documentation in a thorough, complete and professional manner
   13. Package tissue, blood samples, and documentation appropriately for transportation to GEB laboratory
   14. Ensure effective and positive communications are maintained with hospital staff, MEs/Coroners, tissue banks, OPO, and funeral homes
   15. Attend required meetings and training sessions Decision Making Authority:
   • Follow all GEB SOPs as outlined in manuals, training documents and memos/e-mails from Recovery Services & Training Supervisor as well as Manager of Technical Operations
   • Consult supervisor or SOC as needed Minimum Education and Experience Requirements:
   • HS Diploma or equivalency required
   • Bachelor’s degree in science, RN, surgical tech or other healthcare professionals (EMT/Paramedics, ER techs, etc.) preferred
   • Expertise, skills and knowledge of ophthalmology or eye bank procedures also preferred
   • Valid drivers license and insured/safe motor vehicle Knowledge, Skills and Abilities necessary to perform essential functions:
   • Excellent verbal and written communication skills
   • Strict attention to detail
   • If not previously acquired, expectation to establish and maintain good understanding of medical terminology
   • Ability to learn and follow all GEB SOPs regarding donor recovery
   • Compassionate demeanor when dealing with grieving families
   • Ability to effectively multi-task
   • Flexible work schedule including nights, weekends and holidays
   • Must maintain confidentiality and integrity of all donor-related information and GEB business practices
   • Dedication and commitment to eye banking and fulfilling the wishes of donors and their families Physical/Environmental Demands of the Position:
   1. Physical Activities – reaching, fingering, grasping, precision dexterity, feeling, talking, seeing, hearing, writing, driving and walking
   2. Level of Physical Requirements – moderate work. Must be able to lift 50 lbs independently
   3. Environmental Conditions – generally in hospital, ME/Coroner office or funeral home
   4. Exposure to computers, cell phones and other office equipment. Exposure to cornea preservation media and other recovery supplies and reagents. Company DescriptionGeorgia Eye Bank is a 501(c)(3) non-profit organization founded in 1961. GEB, the exclusive provider of eye banking services in the state of Georgia, operates under strict ethical and professional standards. In the fight against blindness and visual impairment, Georgia Eye Bank recovers, processes, and provides donor eye tissue for eye surgeries and eye research studies and promotes and provides education pertaining to eye donation.
   
   It is our goal to provide eye tissue to every Georgian who needs the Gift of Sight.

   Copy this example

   

5. Post your job

   To find contractor/technicians 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 contractor/technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level contractor/technicians 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.

   Post your job online:

   • Post your contractor/technician job on Zippia to find and attract quality contractor/technician candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Recruiting contractor/technicians requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   If your interviews with contractor/technician 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 contractor/technician

   Once you've selected the best contractor/technician candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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 contractor/technician first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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