How to hire an integration technician

How to hire an integration technician, step by step

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

What does an integration technician do?

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1. Identify your hiring needs

   First, determine the employments status of the integration technician you need to hire. Certain integration technician roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   An integration technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, integration 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 shows salaries for various types of integration technicians.

   Type of Integration Technician	Description	Hourly rate
   Integration 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	$25-67
   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
   Technical Support Technician	Technical support technicians are skilled professionals who resolve computer or information technology-related concerns. They may do installations, repairs, or maintenance activities of various applications or computer hardware... Show more	$11-30

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Dexterity
   • Hand Tools
   • Calipers
   • Quality Standards
   • Engineering Drawings
   • PC
   • Technical Support
   • CAD
   • RF
   • Java
   • Linux
   • Test Equipment
   • Control Systems
   • AV

   Check all skills

   Responsibilities:

   • Create and manage scripts using SQL.
   • Create and manage databases with SQL.
   • Manage and maintain the engineering lab; debugged/repair production servers and desktop computers
   • Adjust minor script issues (java and python) and provide feedback through data logs.
   • Maintain database testing, scripting and revisions of software products utilizing different operating systems.
   • Used linux, ksh, sh, bash, perl.

   More integration technician duties

3. Make a budget

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

   • Location. For example, integration technicians' average salary in alaska is 58% less than in delaware.
   • Seniority. Entry-level integration technicians earn 62% less than senior-level integration technicians.
   • Certifications. An integration 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 an integration technician's salary.

   Average integration technician salary

   $86,903yearly

   $41.78 hourly rate

   ---

   Entry-level integration technician salary

   $53,000 yearly salary

   Updated January 20, 2026

   Average integration technician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$108,118	$52
   2	New Jersey	$103,190	$50
   3	New York	$98,674	$47
   4	Maryland	$87,683	$42
   5	Virginia	$86,148	$41
   6	Ohio	$84,382	$41
   7	Maine	$82,879	$40
   8	Michigan	$82,470	$40
   9	Washington	$82,203	$40
   10	Indiana	$75,861	$36
   11	Oregon	$74,762	$36
   12	Nevada	$72,519	$35
   13	Colorado	$72,000	$35
   14	Illinois	$70,800	$34
   15	Iowa	$69,809	$34
   16	Arizona	$68,555	$33
   17	Texas	$67,561	$32
   18	North Carolina	$66,875	$32
   19	Alabama	$65,058	$31
   20	South Carolina	$65,050	$31

   Average integration technician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	eBay	$138,182	$66.43
   2	Parsons	$128,938	$61.99	23
   3	Pwc	$127,495	$61.30	456
   4	Johnson & Johnson	$118,924	$57.17	21
   5	Tesla	$117,742	$56.61	11
   6	Merkle	$116,237	$55.88	1
   7	Intel	$114,769	$55.18
   8	TEKsystems	$113,995	$54.81	89
   9	SAIC	$112,862	$54.26	74
   10	SHI International	$112,757	$54.21	1
   11	General Atomics	$112,371	$54.02	48
   12	Eliassen Group	$111,369	$53.54	1
   13	Rivian	$110,315	$53.04	69
   14	Atmos Energy	$109,340	$52.57	2
   15	CoEnterprise	$108,975	$52.39
   16	Integration Innovation	$108,511	$52.17	2
   17	Firefly Aerospace	$108,214	$52.03	4
   18	CareFirst BlueCross BlueShield	$107,822	$51.84	5
   19	Vision Technologies	$107,523	$51.69	4
   20	Wabtec Corporation	$106,820	$51.36	11

4. Writing an integration technician job description

   An integration 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 an integration technician job description:

   Integration technician job description example

   Troy 7 Inc.
   
   Regular
   
   ESSENTIAL FUNCTIONS:
   Act as Ground Sensors Technical Integrator to keep Program Director informed about agency program decisions Identify Ground Sensors Product Office baseline changes and adhere to the change management process, as described in MDA MANUAL 3500.01-MManage SN coordination with the MDA Integration and Synchronization Center, Operational Capacity Baseline Working Group, and System Engineering Integration Council
   
   REQUIRED MINIMUM QUALIFICATIONS:
   12+ years working on missile defense-related or other complex, large DoD program/project MS/MA with 12+ years' experience /or/BS/BA with 20+ years' experience Secret Clearance or higher
   
   DESIRED QUALIFICATIONS:
   Works independently, applying engineering rigor to analyze and resolve problems within a fast-paced, dynamic environment Experience with Program ManagementExperience implementing systems engineering "V" processes Ability to self-manage and initiate within team structure Ability to decompose complex problems to actionable elements Ability to work across organizational boundaries Ability presenting complex information and concepts to Leaders at various levels Proficient with Microsoft Office applications (Word, Excel, PowerPoint) Working knowledge of MDA Change Management ProcessWorking knowledge of MDA Systems Engineering processes and procedures Working knowledge of MDA organizational structure Working knowledge of Missile Defense System (MDS) architecture and concepts
   
   This position may require a COVID vaccination or an approved accommodation/exemption for a disability/medical condition or religious belief as required by federal, state, provincial or local mandates or customer requirements.
   
   PREFERENCE STATEMENTPreference will be given to Calista shareholders and their descendants and to spouses of Calista shareholders, and to shareholders of other corporations created pursuant to the Alaska Native Claims Settlement Act, in accordance with Title 43 U.S. Code 1626(g).
   
   EEO STATEMENTAdditionally, it is our policy to select, place, train and promote the most qualified individuals based upon relevant factors such as work quality, attitude and experience, so as to provide equal employment opportunity for all employees in compliance with applicable local, state and federal laws and without regard to non-work related factors such as race, color, religion/creed, sex, national origin, age, disability, marital status, veteran status, pregnancy, sexual orientation, gender identity, citizenship, genetic information, or other protected status. When applicable, our policy of non-discrimination applies to all terms and conditions of employment, including but not limited to, recruiting, hiring, training, transfer, promotion, placement, layoff, compensation, termination, reduction in force and benefits. REASONABLE ACCOMMODATIONIt is Calista and Subsidiaries' business philosophy and practice to provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities. The statements contained in this job description are intended to describe the general content and requirements for performance of this job. It is not intended to be an exhaustive list of all job duties, responsibilities, and requirements. This job description is not an employment agreement or contract. Management has the exclusive right to alter the scope of work within the framework of this job description at any time without prior notice.

   Copy this example

   

5. Post your job

   To find integration technicians 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 integration technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level integration technicians 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 integration technician job on Zippia to find and recruit integration technician candidates who meet your exact specifications.
   • Use field-specific websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with integration 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.

   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.

   While interviews are great, you will only sometimes learn enough from a conversation with an integration 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 integration technician

   Once you've decided on a perfect integration 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.

   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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How much does it cost to hire an integration technician?