How to hire a director of technical sales

How to hire a director of technical sales, step by step

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

What does a director of technical sales do?

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1. Identify your hiring needs

   First, determine the employments status of the director of technical sales you need to hire. Certain director of technical sales 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

   You should also consider the ideal background you'd like them a director of technical sales 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 director of technical sales that fits the bill.

   This list shows salaries for various types of directors of technical sales.

   Type of Director Of Technical Sales	Description	Hourly rate
   Director Of Technical Sales	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$30-68
   Sales Vice President	Sales vice presidents are top-level executives at a sales, retail, or marketing corporation. Primarily these executives are tasked to direct and lead a sales department or team within the organization... Show more	$43-108
   Business Development Director	A business development director specializes in crafting plans and strategies to develop the relationship between the brand, clients, and other key characters in the industry. It is their responsibility to examine and understand everything about the brand and figure out which areas require improvement or changes... Show more	$34-92

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CRM
   • Cloud
   • Sales Process
   • Enterprise Sales
   • Business Development
   • Account Management
   • Post Sales
   • Pre Sales
   • Product Management
   • Sales
   • Sales Strategies
   • Product Development
   • Sales Organization
   • Saas

   Check all skills

   Responsibilities:

   • Deploy and manage team to efficient use of CRM and customer support platforms.
   • Gather customer requirements, plan and manage technical trials with service providers to demonstrate end-to-end VoIP and data services.
   • Manage during periods of dynamic challenge and change relative to start-up, turnaround and revitalization situations.
   • Utilize AWS EC2 instances to deliver training in the cloud for clients and partners internationally.
   • Develop internal scorecard to help prioritize projects base on alignment with corporate goals, ROI and TCO.
   • Determine specifications for all integration with Linux, Java, Ajax, and Jscript work to be perform.

   More director of technical sales duties

3. Make a budget

   Including a salary range in the director of technical sales job description is a good way to get more applicants. A director of technical 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 director of technical sales in Mississippi may be lower than in California, and an entry-level engineer typically earns less than a senior-level director of technical sales. Additionally, a director of technical sales with lots of experience in the field may command a higher salary as a result.

   Average director of technical sales salary

   $96,380yearly

   $46.34 hourly rate

   ---

   Entry-level director of technical sales salary

   $64,000 yearly salary

   Updated December 16, 2025

   Average director of technical sales salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$132,730	$64
   2	New Jersey	$118,248	$57
   3	Oregon	$115,105	$55
   4	New York	$114,420	$55
   5	Virginia	$114,122	$55
   6	Michigan	$109,749	$53
   7	District of Columbia	$101,832	$49
   8	Ohio	$101,283	$49
   9	Arizona	$100,932	$49
   10	Washington	$95,983	$46
   11	Indiana	$95,812	$46
   12	Maryland	$91,362	$44
   13	North Carolina	$90,898	$44
   14	Arkansas	$87,590	$42
   15	Pennsylvania	$87,482	$42
   16	Iowa	$84,828	$41
   17	Missouri	$79,435	$38
   18	Georgia	$78,006	$38
   19	Florida	$77,264	$37
   20	Texas	$76,698	$37

   Average director of technical sales salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	The Wonderful Company	$155,977	$74.99	5
   2	LinkedIn	$154,881	$74.46	32
   3	Hubbell	$153,311	$73.71	10
   4	Amazon	$152,592	$73.36	702
   5	Accenture	$151,605	$72.89	817
   6	Publicis Sapient	$151,310	$72.75
   7	Microsoft	$150,256	$72.24	184
   8	IBM	$140,635	$67.61	220
   9	Ayasdi	$138,140	$66.41
   10	Intelliswift	$138,136	$66.41	5
   11	Persistent Systems	$137,219	$65.97	4
   12	Illumina	$129,410	$62.22	13
   13	QuintilesIMS	$128,348	$61.71	75
   14	GSI Technology	$117,894	$56.68
   15	Applied Systems	$115,620	$55.59	5
   16	SENTEL	$115,124	$55.35
   17	Wipro Limited	$110,987	$53.36	11
   18	GEA Group	$105,367	$50.66	17
   19	KPMG LLP	$99,953	$48.05	157
   20	Oracle	$93,257	$44.84	6,150

4. Writing a director of technical sales job description

   A director of technical 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 director of technical sales job description:

   Director of technical 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 the right director of technical sales for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with directors of technical sales they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit directors of technical sales who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your director of technical sales job on Zippia to find and recruit director of technical sales candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting directors of technical sales 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.

   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 director of technical sales

   Once you have selected a candidate for the director of technical 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 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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