How to hire a hardware and software technician

How to hire a hardware and software technician, step by step

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

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1. Identify your hiring needs

   The hardware and software 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 hardware and software technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, hardware and software 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 presents hardware and software technician salaries for various positions.

   Type of Hardware And Software Technician	Description	Hourly rate
   Hardware And Software 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	$19-25
   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
   Technician Support Tier	A technician support tier focuses on providing technical support to clients or employees within a company. Typically working in a team setting, a technician support tier addresses technical problems and troubleshoots to identify the root of the issues and perform necessary corrective measures or repairs... Show more	$18-37

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Technical Support
   • Software Installation
   • Customer Service
   • Desktop Support
   • Network Printers
   • Laptop Computers
   • Software Issues
   • Remote Desktop
   • PCS
   • Software Systems
   • Computer System
   • Windows XP
   • Database
   • Mac OS

   Check all skills

   Responsibilities:

   • Manage and maintain the engineering lab; debugged/repair production servers and desktop computers
   • Repair hardware and software problems on computers (PC, Macintosh and Linux).
   • Install POS and PC equipment to meet customer expectations.
   • Create, deploy, and administer virtual machines using a VMware ESX environment.
   • Test, deploy, and administer WYSE thin clients using WTOS and VMware.
   • Install and configure server OS and all office PCs to work with proprietary software.

3. Make a budget

   Including a salary range in your hardware and software technician job description is one of the best ways to attract top talent. A hardware and software technician can vary based on:

   • Location. For example, hardware and software technicians' average salary in georgia is 32% less than in california.
   • Seniority. Entry-level hardware and software technicians 26% less than senior-level hardware and software technicians.
   • Certifications. A hardware and software technician with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a hardware and software technician's salary.

   Average hardware and software technician salary

   $46,989yearly

   $22.59 hourly rate

   ---

   Entry-level hardware and software technician salary

   $40,000 yearly salary

   Updated January 20, 2026

4. Writing a hardware and software technician job description

   A hardware and software 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 hardware and software technician job description:

   Hardware and software technician job description example

   Kforce is seeking an experienced Software Hardware Tester for an enterprise R&D client in Fort Collins, Colorado (CO). This position does require someone to go onsite so you mut be local to the area or willing to relocate within 30 days of starting.In accordance with Colorado's Equal Pay for Equal Work Act (-the Act-) (C.R.S. S 8-5-101 et seq.), Kforce discloses that the anticipated pay range for this position, which is subject to change based on job-related factors, including Kforce client requirements where applicable, is between $45-$48 an hour based on experience.While working as a Kforce employee you have the option to receive paid time off (PTO) and holiday pay along with access to our robust benefit package. Our benefit package includes medical, dental, vision, 401K, employee discount programs, recognition programs and access to career development courses.Summary:This opportunity will enable a Software Hardware Tester to join a team of Developers that are supporting the build out of a new product that doesn't exist today. In the end this team would end up with experience in the development and testing of a new product for the project.Project: While working on this project you will be asked to perform the below duties and additional duties upon request:
   
   * You will need to be comfortable working in a very fluid environment as this team is operating in startup mode
   * Work on creating up new test plans for how to test a product that isn't out yet
   
   * Have to quickly be able to pivot and try something new
   
   * Write python scripts and then execute those scripts
   
   * Python
   
   * Ability to write scripts/execute on scripts
   
   * Ability to research and figure out what they should do
   
   Nice to Have:
   
   * Experience using Azure DevOps (ADO)
   
   * Experience with new product development
   
   * Passion for computer vision, image processing, camera equipment, and video editing
   
   Kforce is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.*Compensation Type:*Hours*Minimum Compensation:*45.00*Maximum Compensation:*48.00

   Copy this example

   

5. Post your job

   To find the right hardware and software technician 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 hardware and software technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit hardware and software technicians 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.

   To find hardware and software technician candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as dice, engineering.com, stack overflow, it job pro.
   • Post your job on free job posting websites.

6. Interview candidates

   Your first interview with hardware and software 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.

   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.

   While interviews are great, you will only sometimes learn enough from a conversation with a hardware and software technician applicant. In those cases, having candidates complete a test project can go a long way in figuring out who's the most likely to succeed in the role. If you aren't a technical person and 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 hardware and software technician

   Once you have selected a candidate for the hardware and software 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new hardware and software technician. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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