How to hire a junior technical specialist

How to hire a junior technical specialist, step by step

Here's a step-by-step junior technical specialist hiring guide:

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

What does a junior technical specialist do?

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1. Identify your hiring needs

   The junior technical specialist 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

   Hiring the perfect junior technical specialist also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents junior technical specialist salaries for various positions.

   Type of Junior Technical Specialist	Description	Hourly rate
   Junior Technical Specialist	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	$15-41
   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
   Technical Internship	In a technical internship, the responsibilities will vary according to the organization or industry. Despite this, most of the tasks will revolve around accomplishing tasks or directives handed out by managers or supervisors, which might include duties such as researching and analyzing, crafting new ideas from scratch, assisting other personnel, and sharing insights during discussions... Show more	$12-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Troubleshoot
   • Technical Support
   • PC
   • SQL
   • Data Entry
   • Mac
   • OS
   • Java
   • Data Collection
   • Application Support
   • Network Connectivity
   • Computer System
   • Help-Desk Support
   • Linux

   Check all skills

   Responsibilities:

   • Manage customer complaints and internal GMP audits for product manufacturing, coordinate FDA audits and recommend corrective actions.
   • Assist with the implementation of Linux servers.
   • Coordinate LAN hardware installation with other technical staff.
   • Provide support on site and remote through VPN connection.
   • Utilize a variety of tools to sanitize PC's infect with malware.
   • Used common biochemical techniques such as PCR, SDS-PAGE, and Bradford assays.

   More junior technical specialist duties

3. Make a budget

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

   • Location. For example, junior technical specialists' average salary in nebraska is 46% less than in hawaii.
   • Seniority. Entry-level junior technical specialists 63% less than senior-level junior technical specialists.
   • Certifications. A junior technical specialist 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 junior technical specialist's salary.

   Average junior technical specialist salary

   $52,938yearly

   $25.45 hourly rate

   ---

   Entry-level junior technical specialist salary

   $32,000 yearly salary

   Updated December 15, 2025

   Average junior technical specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Hawaii	$82,162	$40
   2	New York	$73,662	$35
   3	New Jersey	$73,550	$35
   4	California	$72,620	$35
   5	District of Columbia	$72,424	$35
   6	Maryland	$71,529	$34
   7	Connecticut	$69,973	$34
   8	Virginia	$67,666	$33
   9	New Mexico	$65,849	$32
   10	Illinois	$63,036	$30
   11	Massachusetts	$60,520	$29
   12	Texas	$56,621	$27
   13	Arkansas	$54,343	$26
   14	North Carolina	$53,835	$26
   15	Florida	$49,095	$24
   16	Colorado	$48,664	$23
   17	Michigan	$48,580	$23
   18	Alabama	$47,728	$23
   19	Oklahoma	$45,971	$22
   20	Georgia	$45,533	$22

   Average junior technical specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	McKinsey & Company Inc	$112,195	$53.94	25
   2	Chevron	$94,317	$45.34	17
   3	Deloitte	$84,748	$40.74	1,062
   4	Fortinet	$84,351	$40.55	17
   5	World Fuel Services	$76,969	$37.00	2
   6	Qualis	$76,560	$36.81
   7	Woods Services	$75,481	$36.29
   8	Solugenix	$75,362	$36.23	2
   9	Baker Concrete Construction	$75,084	$36.10	4
   10	ICONMA	$74,459	$35.80	5
   11	TEKsystems	$73,335	$35.26	218
   12	SCC Soft Computer	$73,258	$35.22	1
   13	Kforce	$71,798	$34.52	82
   14	Pacific Architects and Engineers	$69,249	$33.29
   15	Logistics Management Institute	$68,909	$33.13	17
   16	SAIC	$68,242	$32.81	97
   17	University of Hawaii Foundation	$66,738	$32.09	5
   18	Sotheby's	$65,693	$31.58	1
   19	TCS Healthcare	$62,525	$30.06
   20	Delta Corporate Svcs	$62,000	$29.81

4. Writing a junior technical specialist job description

   A junior technical specialist 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 junior technical specialist job description:

   Junior technical specialist job description example

   About the Team
   
   The Operations team manages our worldwide distribution network and is responsible for authenticating our sneakers, fulfilling orders and ensuring on-time delivery to buyers. Through our technological innovation and logistical efficiency, you will join a team that prides itself on being the most trusted marketplace in the industry while shipping and processing tens of millions of products for our global buyers and sellers.
   
   Role Overview
   
   GOAT Group is seeking a sneaker enthusiast looking to combine their passion with a full time career for GOAT Authentication and Flight Club Consignment teams. The ideal candidate possesses a solid knowledge of not only sneakers, but of the footwear consignment industry for brands such as Nike, Jordan, Adidas, New Balance, etc. As a Junior Footwear Authentication Specialist, you must have the ability to verify authenticity of sneakers across the major sneaker brands. In addition, a Junior Footwear Authentication Specialist must keep up with footwear industry trends, sneaker releases, and collaborations with the world's best retailers, from streetwear to high fashion. You will not only determine authenticity of sneakers, but spot manufacturer defects, assess wear, and inspect SKU and size, ensuring that each buyer has the retail experience they've come to expect.
   
   In this role, you will:
   
   * Assist Senior Authentication Specialists in the sneaker verification process
   * Receive and arrange inbound inventory according to brand, model, etc
   * Keep detailed notes and enter accurate data into the GOAT Group database, including release information, product SKUs and production dates
   * Continuously research and learn about new models and brands of sneakers
   * Manage the sneaker authentication process on your own
   
   We are looking for:
   
   * Passion for sneakers, technology and helping others succeed
   * Knowledge of sneakers across all brands, including originals and re-releases
   * Ability to recognize current trends within the industry
   * Highly organized with demonstrated attention to detail
   * A quick learner, a self-starter, able to work independently, and you're willing (and able) to handle the pressures of an increasing level of responsibility
   * Must be able to lift and move boxes (up to 35 pounds)
   * Must be available and willing to work extended hours as occasionally needed (during crunch times!) per day or per week, including weekends and holidays, to meet business needs.
   
   GOAT is the global platform for the greatest products from the past, present and future. Since its founding in 2015, GOAT has become the leading and most trusted sneaker marketplace in the world. Through its unique positioning between the primary and resale markets, the company offers styles across various time periods on its digital platforms and in its retail locations, while delivering products to over 30 million members across 170 countries.
   
   Established in New York City over 15 years ago, Flight Club revolutionized sneaker retail as the original consignment store for rare shoes. Carrying the rarest exclusives and collectible sneakers, Flight Club has evolved from a one-stop sneaker destination, to a cultural hub for sneaker enthusiasts and novices alike. With three brick-and-mortar locations in New York City, Los Angeles and Miami, Flight Club remains the premier source for authentic, rare sneakers.
   
   The company is backed by strategic investor Foot Locker, Inc. as well as some of the leading names in venture capital including D1 Capital Partners, Accel, Andreessen Horowitz, Index Ventures, Matrix Partners, Upfront Ventures, Webb Investment Network and Y Combinator.
   
   We encourage you to apply even if you feel unsure about whether you meet every single requirement. We look for people who are passionate about what we do, not just those who check off all the boxes.
   
   GOAT Group will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, if applicable. If you are a California resident, please review our California Privacy Rights Notice for Job Applicants.
   
   If you are an EU or UK resident, please review our EU / UK Candidate & Employee Privacy Notice.

   Copy this example

   

5. Post your job

   To find the right junior technical specialist 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 junior technical specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit junior technical specialists 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 junior technical specialist job on Zippia to find and recruit junior technical specialist 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

   Recruiting junior technical specialists 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   If your interviews with junior technical specialist 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 junior technical specialist

   Once you've selected the best junior technical specialist 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.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new junior technical specialist. 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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