How to hire a head of academic technology

How to hire a head of academic technology, step by step

Here's a step-by-step head of academic technology hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a head of academic technology job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new head of academic technology
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a head of academic technology, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A head of academic technology's background is also an important factor in determining whether they'll be a good fit for the position. For example, heads of academic technology 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 head of academic technology salaries for various positions.

   Type of Head Of Academic Technology	Description	Hourly rate
   Head Of Academic Technology	Postsecondary education administrators oversee student services, academics, and faculty research at colleges and universities. Their job duties vary depending on the area of the college they manage, such as admissions, student life, or the office of the registrar.	$35-155
   Information Technology Manager	An information technology manager is responsible for supervising tasks for the company's network and information systems operations. Information technology managers require excellent knowledge of the information systems industry, a strong command of programming languages, and software and hardware application processes... Show more	$40-81
   Chief Technology Officer	The job of chief technology officers (CTOs) is to oversee the technological needs and research and development of an organization. The CTOs, who are like chief information officers, make decisions for a company's technology infrastructure that aligns with the organization's business goals... Show more	$50-136

2. Create an ideal candidate profile

   Common skills:

   • Cloud
   • Project Management
   • API
   • Technical Issues
   • Patient Care
   • SQL
   • Inventory Control
   • Technical Head
   • C++
   • Electronic Equipment
   • OS
   • IV
   • Preventative Maintenance
   • RAN

   Check all skills

   Responsibilities:

   • Manage internal LAN and wireless networks.
   • Create, edit, and manage a Microsoft SharePoint website for the organization.
   • Manage tenant leases, collect rents and deposits, and oversee evictions when necessary.
   • Manage and train maintenance personnel in trouble shooting; electrical, electronics, equipment, machinery, and PLC's.
   • Manage payroll and scheduling appointments for customer equipment repairs.
   • Manage preventive and corrective maintenance operations for industrial facilities, CNC machines and support equipment.

   More head of academic technology duties

3. Make a budget

   Including a salary range in your head of academic technology job description is one of the best ways to attract top talent. A head of academic technology can vary based on:

   • Location. For example, heads of academic technology' average salary in hawaii is 50% less than in new jersey.
   • Seniority. Entry-level heads of academic technology 77% less than senior-level heads of academic technology.
   • Certifications. A head of academic technology 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 head of academic technology's salary.

   Average head of academic technology salary

   $154,498yearly

   $74.28 hourly rate

   ---

   Entry-level head of academic technology salary

   $73,000 yearly salary

   Updated December 16, 2025

   Average head of academic technology salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$162,029	$78
   2	District of Columbia	$162,011	$78
   3	Massachusetts	$158,151	$76
   4	Maryland	$155,589	$75
   5	New York	$140,576	$68
   6	Pennsylvania	$135,531	$65
   7	Louisiana	$135,416	$65
   8	West Virginia	$135,363	$65
   9	Texas	$135,354	$65
   10	Florida	$132,659	$64
   11	Wisconsin	$132,289	$64
   12	Georgia	$131,951	$63
   13	California	$131,849	$63
   14	Illinois	$128,311	$62
   15	Nevada	$127,370	$61
   16	Virginia	$123,076	$59
   17	Washington	$115,294	$55
   18	North Carolina	$114,808	$55
   19	South Carolina	$109,016	$52
   20	Arizona	$102,011	$49

   Average head of academic technology salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Genentech	$214,122	$102.94	12
   2	Asana	$212,243	$102.04	2
   3	Meta	$207,092	$99.56	321
   4	Citi	$204,435	$98.29	25
   5	Credit Agricole CIB	$203,365	$97.77	2
   6	Sanofi US	$202,276	$97.25	18
   7	Takeda Pharmaceuticals U.S.A., Inc.	$201,963	$97.10	23
   8	UCB	$200,615	$96.45
   9	BGC Partners	$198,279	$95.33
   10	City National Bank	$193,782	$93.16	5
   11	Pratt Institute	$191,977	$92.30
   12	Morningstar	$190,834	$91.75
   13	JPMorgan Chase & Co.	$188,683	$90.71	139
   14	Twilio	$183,639	$88.29
   15	Point72	$178,861	$85.99	5
   16	Amazon	$177,588	$85.38	270
   17	Hoffmann-LA Roche Inc	$175,735	$84.49	2
   18	Lord Abbett	$173,770	$83.54
   19	Atlassian	$173,088	$83.22	14
   20	Kforce	$171,656	$82.53	32

4. Writing a head of academic technology job description

   A good head of academic technology 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 a head of academic technology job description:

   Head of academic technology job description example

   Behind every product sold by Roche is Pharma Global Technical Operations (PT). Starting with Phase I of the development process and continuing through to product maturity, PT makes lifesaving medicines at 11 locations, with the support of partners from around the world. Information (IT) and Automation Operational Technology (OT) teams are key in producing and delivering medicine to patients. The organization is currently undergoing a transformation towards digitalization, advancing fundamental elements to meet future needs, such as using new technologies.
   

   The Site Head IT OT Oceanside offers a unique opportunity to shape the information and technology solutions in alignment with the Pharma Vision. Reporting to the Head of Manufacturing IT OT, you will be a member of the global IT OT Business Partner Network and deliver harmonized IT and OT solutions for the global PT Internal Manufacturing Network. In addition you will become a member of the Drug Substance Manufacturing Oceanside Leadership Teams.

   As Site Head IT OT, you will be the driver of business opportunities enabled by information and operational technologies. As the business partner to the campus your focus is always on site priorities including Make Assess Release and delivering the pipeline of new products in alignment with network priorities. Being accountable for the end to end IT and OT landscape, you are the strategic interface for development of technology and processes, risk and relationship management. In addition, you take a key role in the digitalization of PT's global manufacturing network, which targets to deliver reliable services through standardization of the IT and OT environment.Your contribution will be fundamental to embed the new operating model and culture into the entire function. As PT endeavors a lean and agile way of working, you will be influencing and coordinating a growing, global contingent of employees in shifting mentalities and agile ways of working.

   What you'll be working on:

   • Provide strong inspirational, engaging leadership and coaching to direct reports and develop the next generation of leaders while nurturing a culture of agility and collaboration.

   • Integrate with the end-to-end Make Assess Release (MAR) process of site.

   • As accountable for the site IT OT Services and Product Portfolio, ensure overall production strategy and commitments are met, supported by a conducive environment for robust manufacturing execution and continuous improvement.

   • In partnership with business colleagues, take a key role in identifying business opportunities and co-creating technology-enabled strategies in alignment with overall Manufacturing Site and Network level Themes & Epics. Facilitate continuous improvement of prioritized initiatives and operational processes, ensuring mobilization of needed resources and skills to advance the IT OT system life-cycle, including integration, deployment, upgrades.

   • Accountable for cross-functional teams in an agile set-up, taking the role of advising, educating and challenging the status quo with a customer oriented E2E mindset.

   • Catalyze organizational growth, negotiate and influence through being a coach, change agent, trainer, mentor and sounding board for team members.

   The ideal candidate:

   • Is a strong people leader who can inspire and engage the organization and align them to PT vision and strategy in close collaboration with the PT site Vice President and General Manager and their organizations.

   • Has IT, OT and/or manufacturing business domain expertise in the pharmaceutical and biotech industry, with an experience in Manufacturing and Technical Operations and an understanding of market challenges and competitive advantages.

   • Proficient knowledge of pharmaceutical technology and processes (manufacturing, digital plant, Manufacturing floor systems, quality lab systems, data historians , automation systems in Manufacturing).

   • Nurtures a business consultative and value driven partnership. Demonstrates executive presence, strong business acumen, navigates ambiguity and manages complexity.

   • Well-networked. Exhibits intellectual curiosity and integrity, with a high degree of self-awareness, empathy and listening skills. Lives a speak up culture and promotes a culture of trust.

   • Is a role model by living lean principles and embracing all aspects of digital and technology advances.

   • Leverage empowered and diverse communities and focus on driving Radical Simplification and Pioneering for Excellence to deliver the greatest benefit to our patients.

   • Approach to work with an agile mindset, i.e. good enough instead of perfection, focus on “Reuse before Buy before Make”.

   Qualifications:

   • Bachelor's degree in Biology, Computer Science, Mathematics, Electrical Engineering, Information Systems or equivalent experience; Master/PhD is a plus.

   • Highly developed people skills, demonstrating a clear commitment to people development and effective mentoring.

   • 15+ years professional experience in global and complex business environments.

   • 8+ years of people management and/or product management experience.

   • Ability to travel up to 10%.

   Special Skills:

   • Change Management experience in creating a long term vision for an organization in alignment with business strategy and priorities.

   • Entrepreneurial mentality with focus on continuous improvement, end-to-end thinker and problem solver, applying lean and agile methods.

   • Excellent communication skills at both, a global and local level to technical and non technical audiences.

   #ITcareers
   #LI-PK1

   Genentech is an equal opportunity employer, and we embrace the increasingly diverse world around us. Genentech prohibits unlawful discrimination based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin or ancestry, age, disability, marital status and veteran status.

   Genentech requires all new hires to be fully vaccinated against COVID-19 as of their start date. This requirement is a condition of employment at Genentech, and it applies regardless of whether the position is located at a Genentech campus or is fully remote. If you are unable to receive the vaccine due to a disability or serious medical condition, or because it is prohibited as a result of your sincerely held religious beliefs, you will have an opportunity to request a reasonable accommodation.

   Job Facts JOB FUNCTION
   COMPANY/DIVISION
   Genentech SCHEDULE
   JOB TYPE
   Full time

   Copy this example

   

5. Post your job

   To find the right head of academic technology 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 heads of academic technology they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit heads of academic technology 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 head of academic technology 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 k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post your job on free job posting websites.

6. Interview candidates

   To successfully recruit heads of academic technology, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 head of academic technology

   Once you've decided on a perfect head of academic technology candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   Once that's done, you can draft an onboarding schedule for the new head of academic technology. 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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