How to hire an evidence technician

How to hire an evidence technician, step by step

Here's a step-by-step evidence technician hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an evidence technician job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new evidence 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 evidence technician you need to hire. Certain evidence 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

   An evidence technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, evidence technicians 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 evidence technicians.

   Type of Evidence Technician	Description	Hourly rate
   Evidence Technician	Forensic science technicians aid criminal investigations by collecting and analyzing evidence. Many technicians specialize in either crime scene investigation or laboratory analysis... Show more	$14-29
   Criminalist	A criminalist works in the forensic science or law enforcement field. Their duties depend upon the agency or place they work for, but they are often responsible for conducting crime investigations, studying crime scenes, gathering and examining evidence, processing evidence, and coordinating with investigators... Show more	$17-61
   Forensic Computer Examiner	With the arrival of the computer age came a plethora of crimes. Forensic computer examiners collect and analyze data to uncover and prosecute electronic fraud, scams, and identify theft... Show more	$22-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Law Enforcement Agencies
   • Criminal Justice
   • Data Entry
   • Crime Lab
   • NCIC
   • Evidence Collection
   • Latent Prints
   • Transport Evidence
   • Digital Evidence
   • Criminal Cases
   • Court Orders
   • Evidence Room
   • Criminal Investigations
   • Process Evidence

   Check all skills

   Responsibilities:

   • Monitor the CCTV cameras, parking lot, and front entrance.
   • Use of LIMS to assign unique tracking case numbers to submit specimens.
   • Liaisoned and coordinate efforts with DIA, FBI, SAIC Intel, and military personnel.
   • Act as main liaison with the software development team for new LIMS features, as well as a mobile mass-disaster LIMS.
   • Increase customer satisfaction by validating a more sensitive extraction method which produce more informative results.
   • Perform liquid/liquid and liquid solid chemical extractions, following standard operating procedures.

   More evidence technician duties

3. Make a budget

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

   Average evidence technician salary

   $44,213yearly

   $21.26 hourly rate

   ---

   Entry-level evidence technician salary

   $31,000 yearly salary

   Updated February 2, 2026

   Average evidence technician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Utah	$65,881	$32
   2	California	$62,986	$30
   3	District of Columbia	$53,368	$26
   4	Nevada	$52,876	$25
   5	Colorado	$50,505	$24
   6	Illinois	$50,089	$24
   7	Minnesota	$49,971	$24
   8	South Carolina	$47,527	$23
   9	New Mexico	$46,758	$22
   10	New York	$45,048	$22
   11	Arizona	$44,524	$21
   12	Texas	$40,604	$20
   13	Tennessee	$35,153	$17
   14	Florida	$33,836	$16
   15	North Carolina	$33,605	$16

   Average evidence technician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Federal Bureau of Investigation	$51,639	$24.83
   2	City of Reno	$50,912	$24.48
   3	1 8 3 Lanes	$50,810	$24.43
   4	City of Peoria	$50,697	$24.37
   5	City of Mesa	$47,746	$22.95
   6	New York State Restaurant Association	$47,542	$22.86
   7	Washington Metropolitan Area Transit Authority	$46,165	$22.19
   8	Minnesota Limited	$45,622	$21.93
   9	Colorado State Express	$44,193	$21.25
   10	Redevelopment Agency of Salt Lake City	$42,966	$20.66
   11	West Valley City	$42,191	$20.28
   12	NC.gov	$40,444	$19.44
   13	BAE Systems	$40,383	$19.41
   14	City of Prescott	$39,920	$19.19
   15	City of Rock Hill	$38,817	$18.66
   16	University of Tennessee	$38,289	$18.41	1
   17	Choctaw Nation Of Oklahoma	$37,124	$17.85
   18	Escambia County Sheriff's Office	$35,638	$17.13

4. Writing an evidence technician job description

   A good evidence technician 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 an evidence technician job description:

   Evidence technician job description example

   The Real World Evidence (RWE) Contractor provides scientific prospective and retrospective activities for the RWE team at Sarepta. The contractor interacts with several key stakeholder groups including; Clinical Development, Pharmacovigilance, Regulatory Affairs, Quality Assurance, Manufacturing, Commercial, Market Access, Medical, Research and Legal.
   Primary Responsibilities Include:
   Provides project-based work to support the Directors and RWE lead positions; projects require both independent working as well as collaboration with the senior leaders in the function.Conducts retrospective and prospective study development, implementation, and interpretation Provides assessment, interpretation & communication of relevant scientific literature; maintains awareness of internal & external data resources & identifies appropriate studies for addressing questions of interest, independently performs data queries & summarizes epidemiologic information.Completes ad hoc scientific requests including targeted literature reviews, data analytics, and data interpretation Contributes to and/or reviews RWE content for study protocols, SAPs, study reports, slide decks, abstracts, posters, publications, and other presentations of scientific findings.Collaborates with other functional groups (e.g. Medical, Commercial, Regulatory Affairs) in preparing documentation for reimbursement agencies or other external organizations.Contributes to integration of RWE into the R&D clinical development process & post-marketing activities via participation in cross-functional clinical trial, clinical development, and global development teams, as well as RWE subteams.Maintains knowledge & skills on evolving epidemiological methods, tools & data sources.Supports safety epidemiology-related scientific work.Performs other related duties as needed.
   
   Desired Education and Skills:
   MSc. required, Ph.D. or Sc.D. preferred in Epidemiology/Pharmacoepidemiology or MPH with experience in sources of real-world evidence and scientific research in the pharmaceutical industry.At least three years of experience in real world evidence research; candidates with doctorate's will require at least two years of equivalent experience.Experience with rare disease and/ or muscular dystrophy is a plus.Key Skills, Abilities and Competencies:Ability to use or interpret results from data analysis or signaling software tools.Analytical skills for interpretation of RWE studies.Advanced competencies in data analysis in MS Excel, SAS or R. IHD experience a plus Strategic risk management planning.Ability to work in a cross-functional team environment. Capable of problem-solving and creative thinking over a diverse scope of analytic and data related tasks.Exercises judgment within generally defined practices and policies in selecting methods and techniques for obtaining solutions.
   
   This position is a facility-dependent role which requires work on site at one of Sarepta's facilities in the United States. Candidates should be aware that Sarepta currently maintains a policy requiring all US-based workers to be fully vaccinated against COVID-19 in order to work on site. Facility dependent contractors must be vaccinated prior to their start date. Sarepta is an equal opportunity employer and will honor any reasonable accommodation that a contractor has in place with his or her employer, where it is not an undue hardship to the company to do so as provided under federal, state, and local law.
   
   Candidates must be authorized to work in the U.S.
   Sarepta Therapeutics offers a competitive compensation and benefit package.
   Sarepta Therapeutics is an Equal Opportunity/Affirmative Action employer and participates in e-Verify.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right evidence 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 evidence technician job on Zippia to find and recruit evidence technician candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit evidence technicians, 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.

   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 evidence technician

   Once you've found the evidence 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   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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