How to hire a garage door technician

How to hire a garage door technician, step by step

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

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1. Identify your hiring needs

   The garage 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

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

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

   Type of Garage Door Technician	Description	Hourly rate
   Garage Door Technician		$12-33
   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:

   • Customer Service
   • Hand Tools
   • Ladders
   • Install Garage Doors
   • Overhead Doors
   • Troubleshoot
   • Service Calls
   • Garage Door Openers
   • Maintenance Services
   • Simple Adjustments
   • Openers
   • Residential Garage Doors
   • Mechanical Components
   • Entry Doors

   Check all skills

   Responsibilities:

   • Operate trucks, vans, trailers, scissor/boom lifts, fork lifts and work from ladders.
   • Replace and/or repair door operators and programme door openers.
   • Study blueprints and schematic diagrams to determine appropriate methods of installing or repairing automate door openers
   • Compose written reports of data collect from patient evaluation and present to department chief for thorough analysis of patient diagnosis.
   • Assemble and install metal stud framing.

3. Make a budget

   Including a salary range in your garage door technician job description is a great way to entice the best and brightest candidates. A garage door technician salary can vary based on several factors:

   • Location. For example, garage door technicians' average salary in texas is 41% less than in alaska.
   • Seniority. Entry-level garage door technicians earn 62% less than senior-level garage door technicians.
   • Certifications. A garage door technician with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a garage door technician's salary.

   Average garage door technician salary

   $43,096yearly

   $20.72 hourly rate

   ---

   Entry-level garage door technician salary

   $26,000 yearly salary

   Updated December 30, 2025

4. Writing a garage door technician job description

   A garage door 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 garage door technician job description:

   Garage door technician job description example

   The Company

   $500 Sign-on Bonus! Within the first 6 months

   Did you know that we offer paid on the job training and competitive benefits!

   Apply today no experience is needed!

   Custom Door & Gate is part of the Installed Building Products (IBP) family of companies.Custom Door & Gate is prepared to provide you with quality brand name products for your specific application. In addition to “A Garage Door You'll Adore” we promise a buying experience, installation, and service after the sale will remind you how businesses should operate. Find your next career opportunity and join our team, with Custom Door & Gate!

   Why we love it here: benefits that include medical, dental, vision, retirement plans, vacation, paid holidays, and plenty of opportunities for growth and advancement!

   What You Can Expect

   As a garage door technician you are responsible for servicing, troubleshooting, and repairing residential/commercial garage doors. As a technician, you will also perform preventative maintenance and proactive repairs when needed. You will also be assisting with daily operations of the warehouse including receiving and sorting materials for installation crews.

   • Loading and unloading material
   • Determines parts to order for repairs in a timely manner
   • Records parts, materials, labor and other cost data per job
   • Maintains truck maintenance and completes truck inspection daily
   • Required to drive a company vehicle and must follow all driving and safety rules and DOT requirements at all times
   • Tracking and maintaining neat and organized inventory to ensure warehouse is safe and accessible and complies with OSHA guidelines

   To Be Successful

   • Positive "can do" attitude
   • Garage door experience helpful but not necessary
   • Mechanically inclined
   • Must maintain a Valid Driver's License

   For Your Safety

   • Able to work at heights up to 20 feet
   • Frequently installs, moves garage doors weighting up to 100 lbs.
   • Able to consistently lift, push, kneel, crouch, reach while handling the tools necessary to install garage doors
   • Frequently required to sit, stand, walk, and use depth perception
   • Must be able to stand for extended periods of time

   EEO Statement IBP is an equal opportunity employer.

   Copy this example

   

5. Post your job

   There are a few common ways to find garage door technicians for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Recruiting garage door 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.

   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 garage door technician

   Once you have selected a candidate for the garage door technician 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been 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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