How to hire an installer/trainer

How to hire an installer/trainer, step by step

Here's a step-by-step installer/trainer hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an installer/trainer, 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

   An installer/trainer's background is also an important factor in determining whether they'll be a good fit for the position. For example, installer/trainers 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 installer/trainer salaries for various positions.

   Type of Installer/Trainer	Description	Hourly rate
   Installer/Trainer	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	$15-33
   Information Technology/Support Technician	An information technology (IT) support technician is a professional who is responsible for providing support and troubleshoots software and hardware problems faced by customers. As for larger organizations that have their own IT department, technicians must work together internally with their IT staff members... Show more	$14-31
   Help Desk Analyst	Help Desk Analysts generally provide technical support by assisting customers with their system issues. These analysts are expected to be highly knowledgeable about application processes and basic troubleshooting... Show more	$12-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • PC
   • Customer Satisfaction
   • Troubleshoot
   • Training Sessions
   • Switches
   • Sales
   • DSL
   • POS
   • Installation Process
   • Training Materials
   • Customer Training
   • Onsite Training
   • TCP/IP

   Check all skills

   Responsibilities:

   • Design and install SharePoint solution for document collaboration and tracking sales leads, student enrollments and student academic records.
   • Install PC base POS systems at post offices around the country.
   • Configure IP addressed components via fiber optic, RF and Ethernet to network switches.
   • Install networks, including T1, DSL and high-speed internet, and troubleshoot connectivity issues.
   • Train clients on proper POS system usage, features, functionality and daily operational procedures.
   • Understand firewalls, routers, switches, network connections and protocols.

3. Make a budget

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

   • Location. For example, installer/trainers' average salary in nebraska is 42% less than in california.
   • Seniority. Entry-level installer/trainers 53% less than senior-level installer/trainers.
   • Certifications. An installer/trainer 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 installer/trainer's salary.

   Average installer/trainer salary

   $48,482yearly

   $23.31 hourly rate

   ---

   Entry-level installer/trainer salary

   $33,000 yearly salary

   Updated January 20, 2026

4. Writing an installer/trainer job description

   An installer/trainer 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 an installer/trainer job description:

   Installer/trainer job description example

   Sorenson Communications and CaptionCall are committed to connecting people every day through communications access 24/7/365. Our customers rely on us and our innovative technology to quickly deliver accuracy in every conversation. We are industry leaders because, in all of our endeavors, our customers sense our passion, our care, and our commitment. This dedication extends to our workplace. Our employees are united and proud to be part of important human interactions, and understand that everything we do to facilitate communication creates connections and enhances relationships between people.
   
   Sorenson Communications, LLC. offers Video Relay Service (VRS), which gives Deaf, who use American Sign Language (ASL), and hearing people the option to communicate in their preferred language - either ASL or spoken English or Spanish. Sorenson also provides onsite and remote interpreting services between English and various other world languages.
   
   CaptionCall, LLC. offers Internet protocol captioned telephone service (IP CTS) using advanced technology and a captioning agent to quickly provide written captions of what callers say on a large, easy-to-read screen.
   * Cell phone and tablet provided
   * Mileage reimbursement
   * Remote Field Work
   * Hourly rate plus piece rate
   
   Job Summary
   
   Help make a difference! CaptionCall is looking for a caring, customer service oriented Installer/Trainer with a passion for helping people with hearing loss communicate with the world! This hands-on position has the privilege of individually training our customers on how to enrich their lives using the CaptionCall phone. This individual must enjoy working with a variety of people in their homes. The schedule is flexible and it's the perfect position for people who like to work independently. This is a full-time position with potential for career growth and advancement.
   
   Essential Duties and Responsibilities
   
   * Install and troubleshoot CaptionCall phones
   * Courteously train customers on how to use the phone and its features
   * Promote the CaptionCall service
   * Assist Outreach Specialist with lead generation activities as needed
   * Guide other CaptionCall activities and make recommendations for expanding the breadth and reach of the business
   * Ability to meet or exceed Installer/Trainer expectations and maintain established goals set forth by department management
   * Complete service calls as assigned
   * Accurately maintain customer records
   * Complete required reports and submit invoices and feedback on customer interactions
   * Retrieve and clean phones of former customers
   * Maintain adequate inventory of equipment and supplies in order to service customers
   * Adapt to new responsibilities as necessary
   * Other duties as assigned
   
   Supervisory Responsibility
   
   This position has no supervisory responsibilities.
   
   Education
   
   Minimum: High School Diploma or GED
   
   Experience
   
   Preferred Experience:
   
   Basic computer knowledge and experience
   
   Sales experience
   
   Experience working in the hearing health field
   
   Experience working with senior citizens
   
   Knowledge, Skills, and Abilities
   
   * Provide excellent customer service
   * Ability to effectively communicate in English through reading, writing, speaking and listening
   * Ability to work evenings and weekends as needed
   * Ability to drive and travel via air as needed
   * Ability to tailor to unique needs of individual customers
   * Must be reliable, organized and punctual
   * Ability to adapt to constantly changing environments
   
   Working Conditions and Physical Requirements
   
   * Able to sit/ stand for a long period of time in an office environment
   * Dexterity of hands and fingers to operate a computer keyboard, mouse, tools, and to handle other computer components
   * Regular and predictable attendance required.
   
   Disclaimer
   
   This position has access to highly confidential, sensitive information relating to the employees, customers, and technologies of Sorenson Communications and CaptionCall. It is essential that applicant possess the requisite integrity to maintain the information in strictest confidence.
   
   Apply at www.captioncall.com/careers
   
   Apply today! www.sorensonvrs.com/svrs_careers
   
   Equal Employment Opportunity:
   
   CaptionCall and Sorenson Communications are an EOE, Disability/Age Employer.
   
   #ZIP

   Copy this example

   

5. Post your job

   To find installer/trainers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any installer/trainers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level installer/trainers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting installer/trainers 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.

   Sometimes, it's not enough to interview installer/trainer candidates, so you can ask them to do a test project. If you are not a technical person and don't know what a test project should be, you can use these websites:

   • 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 installer/trainer

   Once you've selected the best installer/trainer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   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.

   After that, you can create an onboarding schedule for a new installer/trainer. 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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