How to hire an implementation technician

How to hire an implementation technician, step by step

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

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1. Identify your hiring needs

   Before you start hiring an implementation technician, 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

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

   This list shows salaries for various types of implementation technicians.

   Type of Implementation Technician	Description	Hourly rate
   Implementation 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	$30-64
   Technical Support Representative	Technical Support Representatives specialize in customer support through calls or correspondence. Among the primary responsibilities of a Technical Support Representative involves receiving and making calls, address and troubleshoot issues raised by the client, assist when navigating through complicated applications, provide suggestions or recommendations, or elevate the problem to personnel with higher expertise when necessary... Show more	$12-21
   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
   • Cisco Ios
   • Provisioning
   • Unix
   • Customer Support
   • FTP
   • XML
   • Customer Sites
   • Troubleshoot
   • Remote Support
   • EHR
   • DSL
   • VPN
   • TCP/IP

   Check all skills

   Responsibilities:

   • Manage the logistical aspects of product life cycles, including coordination and provisioning of samples, and the minimization of obsolescence.
   • Develop Java base IAM system components to manage security and authorizations.
   • Disconnect, reconnect reconfigure and troubleshoot network PC's.
   • Layer 2 ATM and also layer 3 DSL log/Perl/Joule.
   • Work with Linux OS customers for network setup and implementations
   • Develop and troubleshoot pl/sql packages, triggers, functions and procedures.

3. Make a budget

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

   • Location. For example, implementation technicians' average salary in florida is 42% less than in new jersey.
   • Seniority. Entry-level implementation technicians 53% less than senior-level implementation technicians.
   • Certifications. An implementation 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 an implementation technician's salary.

   Average implementation technician salary

   $92,600yearly

   $44.52 hourly rate

   ---

   Entry-level implementation technician salary

   $63,000 yearly salary

   Updated January 19, 2026

4. Writing an implementation technician job description

   An implementation 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. To help get you started, here's an example of an implementation technician job description:

   Implementation technician job description example

   Job type and Duration: Permanent
   Pay rate: $70k plus a $3k sign on bonus
   Travel Requirements: Up to 60%
   
   ERP Implementation & Support Technician
   
   Our Company is a premier high-quality flexible packaging manufacturer. We are a dynamic team of design and packaging professionals dedicated to providing creative packaging solutions. Our capabilities and speed to market have always been our greatest strength establishing us a trusted leader within our consumer and cleanroom markets.
   
   In this role, you will be. an individual contributor who has the primary responsibilities of assisting with the implementations of Business Systems and providing ongoing support in compliance with best practices in use of technology. ~40% of the time, you will be responsible for traveling to newly acquired sites (within the US) to assist with the implementation of Business Systems, such as the organizations ERP system (EFI Radius). You will be expected to develop and deliver training sessions for groups of 1-10 people at all levels of the organization. ~60% of the time, you will provide troubleshooting process and system support, either in person or remotely, for end-users attempting to perform business functions within the ERP system.
   
   Essential Accountabilities:
   * Gatekeeper of ERP access permissions and audit permissions bi-annually
   * Assist and train the ERP system users on proper use of the system and established processes for handling issues
   * Participate in implementation of best practices business process across all company locations
   * Actively monitor system transactions at all Radius ERP company locations to ensure adherence to best practices and communicate out when there are exceptions
   * Work across the organization to share ERP system processes and business processes to increase process consistency across all locations
   * Create standard system user manuals and ensure that they're up to date, are sufficient for users to perform duties successfully and follow proper revision control
   * Acts as a Process Improvement Champion for assigned Business Improvement projects
   * Work directly with ERP software vendor to provide technical support as issues arise
   * Support the implementation of the ERP system upgrades by testing core functionality, reporting bugs, and driving fixes with ERP software vendor.
   * During ERP Implementations or Upgrades:
   * Travel to implementation locations to provide in-person functional support and training throughout the project to ensure a "low-impact go live
   * Participate in discovery and status meetings to ensure all current processes are translated to the new ERP system and that all project tasks are completed on-time
   * Assist in coordinating the involvement and participation of project team members, subject matter experts, and outside resources in project and status meetings as needed
   * Assist with data conversion, system testing duties, and project tasks
   * Support infrastructure/operations team that will be responsible for setting up facilities (e.g. racking labels, Igel locations, etc.) at locations where the system is being installed
   * Meet project plan due dates for system setup, training, and operational readiness
   * Drive manual entry of data to meet project plan due dates
   KEY CHARACTERISTICS & ABILITIES:
   
   * Supports the Mission and Vision of the company as well as the key principles
   * Leads by example with integrity and holds high regard to business processes
   * Ability to effectively organize and use internal/external documentation to troubleshoot issues as efficiently as possible
   * Ability to obtain buy-in from end users on newly implemented systems and processes and communicate on those who are not on board
   * Ability to lead without direct authority and hold others accountable to deadlines and solutions
   * Shares learning with peers & team members to improve overall efficiency
   * Ability to discern the impact of changes on the business and determine best solution for the company
   * Applies continuous improvement techniques to improve efficiency within the role and efficiency of the organization
   * Demonstrates an ability to take a concept and drive project through to completion
   * Set high standards of performance by assuming responsibility and accountability for successfully achieving goals and assignments
   * Focus on the end user, make the consumer and their needs (not an intermediary) the primary focus of your feedback, analysis, and actions.
   Educational / Experience Requirements :
   Bachelor's or Associates degree with 1-2 years of experience with EFI Radius or a similar ERP system.
   
   Experience in manufacturing or administration in a mid-market flexible packaging organization is a plus. Experience in ERP implementations is a plus.
   
   Experience providing troubleshooting for software or show they have the mindset and capability to approach issues from different angles and attempt solutions until the issue is resolved.
   
   Technical Skills Needed:
   Must be highly motivated and comfortable working independently.
   Must possess excellent troubleshooting skills in a complex hardware and software configuration. Requires exceptional customer service, written and verbal communication skills .
   Must possess the ability to clearly communicate technical solutions to all levels of the organization. Exceptional organizing and time-management skills.
   Must possess a high regard for best practices.
   
   Travel Requirements: Up to 60%
   During ERP implementations or major projects, significant travel (Monday morning through Thursday evening) may be required.
   Additional travel (1-3 nights) to facilities to support ongoing enforcement of best practice business processes will occur on a regular basis.
   
   ESPO Corporation
   Willowbrook, IL 60527
   
   View all open jobs at:
   
   Leaders in Technical Recruiting & Staffing since 1965
   We are an Equal Opportunity Employer and value the benefits of diversity in our work force . All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity and expression, national origin, disability, protected Veteran status or any other attribute or protected characteristic by law. If you need assistance applying please contact us at .
   
   #zr

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5. Post your job

   To find the right implementation 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 implementation technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit implementation 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.

   Post your job online:

   • Post your implementation technician job on Zippia to find and attract quality implementation technician candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with implementation 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.

   If your interviews with implementation technician applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you 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 implementation technician

   Once you've decided on a perfect implementation technician 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 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.

   Once that's done, you can draft an onboarding schedule for the new implementation 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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