How to hire a door technician

How to hire a door technician, step by step

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

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1. Identify your hiring needs

   The door 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

   You should also consider the ideal background you'd like them a door technician 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 door technician that fits the bill.

   The following list breaks down different types of door technicians and their corresponding salaries.

   Type of Door Technician	Description	Hourly rate
   Door Technician		$12-32
   Service Technician	Service technicians are assigned in the field to address the concerns of their clients. Service technicians are responsible for the installation, maintenance, or repair of different units or items related to their company's products or services... Show more	$13-27
   Technician	Technicians are skilled professionals who primarily work with technology in different industries. They are knowledgeable about the technical aspects of the various items they work with... Show more	$11-27

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Ladders
   • Levelers
   • Windows
   • Door Hardware
   • Fire Doors
   • Door Frames
   • Service Calls
   • Steel Doors
   • Glass Doors
   • Residential Garage Doors
   • Install Doors

   Responsibilities:

   • Installed/Fix garage doors and garage door openers.
   • Study blueprints and schematic diagrams to determine method of installing and repairing automate door openers.
   • Compose written reports of data collect from patient evaluation and present to department chief for thorough analysis of patient diagnosis.
   • Study blueprints and schematic diagrams to determine method of installing and repairing automate door openers.

3. Make a budget

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

   $43,156yearly

   $20.75 hourly rate

   ---

   Entry-level door technician salary

   $27,000 yearly salary

   Updated January 29, 2026

   Average door technician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$56,310	$27
   2	California	$56,203	$27
   3	Maryland	$50,471	$24
   4	Virginia	$49,851	$24
   5	Indiana	$47,959	$23
   6	Ohio	$46,400	$22
   7	Colorado	$46,044	$22
   8	North Carolina	$45,279	$22
   9	South Carolina	$43,676	$21
   10	Texas	$40,364	$19
   11	Florida	$38,852	$19
   12	Georgia	$38,130	$18

   Average door technician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Jacobs Engineering Group	$75,423	$36.26
   2	Hca Hospital Services Of San Diego	$56,278	$27.06	1
   3	Carter Lumber	$47,094	$22.64	9
   4	University of Virginia	$46,450	$22.33	1
   5	Alliance Material Handling	$43,027	$20.69	3
   6	Toyota Forklifts	$41,278	$19.85
   7	W&W	$41,097	$19.76
   8	HealthTrust	$40,556	$19.50	11
   9	Cortland	$40,170	$19.31	12
   10	Sodexo Management, Inc.	$40,039	$19.25	4
   11	JLL	$39,972	$19.22	6
   12	Lift Power	$39,675	$19.07	9
   13	Material Handling	$37,238	$17.90	21
   14	Texas Department of Transportation	$36,788	$17.69
   15	BRC	$36,252	$17.43	1
   16	Express Employment Indy South	$32,950	$15.84	2

4. Writing a door technician job description

   A job description for a door 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 door technician job description:

   Door technician job description example

   Job DescriptionSalary:
   

   Material Handling Inc. is a leading material handling equipment service provider in the Southeast and we are looking to add to our Georgia team. We are looking for an experienced Dock & Door Technician to install, service and repair loading dock equipment and industrial doors at customer facilities in the Birmingham area. If you have a great attitude, strong leadership skills and a desire to deliver world class customer service then we want to talk to you. We offer a great team culture, competitive pay, strong benefits package including health/dental/vision/life insurance and 401(k) with employer match, opportunities for training, growth and advancement.

   
   

   Job Requirements include the following but other duties may be assigned:

   
   

   * Perform routine preventative maintenance.

   
   

   * Troubleshoot dock and door equipment, mechanisms, mechanical systems, and electrical circuits.

   
   

   * Perform service, maintenance, repair, and installation on commercial doors and loading dock equipment.

   
   

   * Communicate clearly and effectively.

   
   

   * Properly complete all work orders electronically via tablet.

   
   

   * Demonstrate a desire and ability to take care of the customer.

   
   

   * Follow all safety procedures in performing work.

   
   

   Required Skills

   
   

   * Door Installation Experience is required and Fire Door Certification is a plus.

   
   

   * Good customer service skills are required.

   
   

   * High school diploma, G.E.D. or tech school graduate preferred.

   
   

   * Ability to work outdoors, at heights, and lift up to 100 pounds.

   
   

   * Good communication and paperwork skills.

   
   

   * Ability to pass a physical, drug screen and background check.

   
   

   Benefits Include

   
   

   * Sign On Bonus after 6 Months

   
   

   * Company provided training to give you the skills to be successful.

   
   

   * Company provided service van and fuel

   
   

   * Company provided uniforms

   
   

   * Health Insurance, Dental Insurance, Short Term & Long Term Disability Plans

   
   

   * 401k with company match

   
   

   * Holidays and Paid Time Off

   
   

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right door 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.

   Post your job online:

   • Post your door technician job on Zippia to find and recruit door technician candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with door technician candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 door technician

   Once you've found the door technician 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new door technician. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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