How to hire a member, technical staff

How to hire a member, technical staff, step by step

Here's a step-by-step member, technical staff hiring guide:

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

What does a member, technical staff do?

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1. Identify your hiring needs

   Before you start hiring a member, technical staff, 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

   Hiring the perfect member, technical staff 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.

   The following list breaks down different types of members, technical staff and their corresponding salaries.

   Type of Member, Technical Staff	Description	Hourly rate
   Member, Technical Staff	Producers and directors create motion pictures, television shows, live theater, commercials, and other performing arts productions. They interpret a writer’s script to entertain or inform an audience.	$35-75
   Video Production Manager	The video production manager is tasked with overseeing the processes of video production. They provide the needs of production staff, oversee the project budget, prepare permits and documents, and ensure all production schedules are met... Show more	$22-43
   Software Systems Engineer	A software systems engineer is responsible for designing and creating software systems applications and programs according to clients' specifications or business' needs. They work to improve the features of existing applications to boost efficiency and optimal performance... Show more	$38-68

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Java
   • Python
   • Debugging
   • Tcp Ip
   • Architecture
   • Software Development
   • C
   • C++
   • Persistence
   • Linux
   • Oracle Cloud
   • Ruby
   • Perl
   • Unix

   Check all skills

   Responsibilities:

   • Manage WiMax CPE VoIP client features customization program.
   • Manage the life cycle of a key portion of Motorola's patent portfolio.
   • Manage a team of 6 engineers working on speech coders, speakerphones and echo cancellation for VoIP telephony applications.
   • Perform DB2 LUW version upgrades while minimizing downtime for customer, achieving high level of customer satisfaction with process.
   • Lead hardware architecture designs, highly dense system integration efforts and module / IC selections for many commercially available cellular phones.
   • Complete one radio IC design for internal use to provide a competitive performance advantage for Motorola's public safety radio products.

   More member, technical staff duties

3. Make a budget

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

   • Location. For example, members, technical staff' average salary in nebraska is 59% less than in california.
   • Seniority. Entry-level members, technical staff 53% less than senior-level members, technical staff.
   • Certifications. A member, technical staff 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 member, technical staff's salary.

   Average member, technical staff salary

   $108,824yearly

   $52.32 hourly rate

   ---

   Entry-level member, technical staff salary

   $74,000 yearly salary

   Updated January 14, 2026

   Average member, technical staff salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$117,688	$57
   2	New York	$114,489	$55
   3	Massachusetts	$100,980	$49
   4	New Jersey	$96,717	$47
   5	New Mexico	$96,112	$46
   6	Maryland	$92,878	$45
   7	Florida	$91,222	$44
   8	Texas	$90,272	$43
   9	Georgia	$89,312	$43
   10	Washington	$84,536	$41
   11	North Carolina	$83,170	$40
   12	Arizona	$74,610	$36
   13	Michigan	$73,082	$35
   14	Oregon	$71,350	$34
   15	Vermont	$71,161	$34
   16	Illinois	$69,820	$34
   17	Pennsylvania	$68,601	$33
   18	Minnesota	$64,431	$31
   19	Colorado	$64,215	$31
   20	Indiana	$59,095	$28

   Average member, technical staff salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Twitter	$158,538	$76.22	8
   2	PayPal	$151,391	$72.78	20
   3	eBay	$150,934	$72.56	12
   4	StubHub	$150,633	$72.42	4
   5	Rubrik	$146,692	$70.53	4
   6	Los Alamos National Security LLC	$143,776	$69.12
   7	Cohesity	$143,609	$69.04	9
   8	Uber Technologies	$143,062	$68.78
   9	Sandia National Labs	$141,723	$68.14	10
   10	Atlassian	$141,570	$68.06	18
   11	Pure Storage	$137,556	$66.13	12
   12	Kelly Services	$137,240	$65.98	14
   13	Castlight Health	$137,143	$65.93
   14	Apache	$136,677	$65.71
   15	Sarnoff	$134,079	$64.46
   16	Aviatrix	$133,216	$64.05
   17	Oak Ridge National Laboratory	$132,939	$63.91	4
   18	AVI	$132,802	$63.85
   19	MediaTek	$132,506	$63.70	1
   20	Live Nation Entertainment	$132,322	$63.62	23

4. Writing a member, technical staff job description

   A job description for a member, technical staff role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a member, technical staff job description:

   Member, technical staff job description example

   We are looking for both full and part-time Kitchen Team Members to join the Chick-fil-A Auburn Gold Rush team and help us live out our vision to surprise every guest by joy at our quality, courtesy, and quickness. We are looking for friendly, enthusiastic people who enjoy serving customers, and who enjoy being a part of a team, working towards something that is bigger than themselves. Being a member of the Chick-fil-A Auburn Gold Rush team is an opportunity for people of all ages and backgrounds, and no experience is required, though prior kitchen experience is a plus. We will teach you everything you need to know!
   
   Serve as the heart of Chick-fil-A Auburn Gold Rush by preparing hot and cold food items, paying special attention to quality and food safety
   Responsibly manage and maintain inventory and equipment Maintain impeccable cleanliness of the restaurant—inside and out Support the team in achieving exemplary service and sales goals As a member of the kitchen team, roles may include any of the kitchen areas including food prep, assembly and cooking including produce, raw, cold & hot breakfast/lunch/dinner products, equipment maintenance, putting away truck and inventory, monitoring and preventing waste Communicates effectively with drive thru team members concerning wait times
   Preferred Characteristics Be a person of integrity, who is able to consistently align his/her actions with the values and standards of Chick-fil-A Auburn Gold Rush Be a person who treats those they work with, as well as guests, with honor, dignity, and respect Be a person who strives to do the right thing, at the right time, in the right way, for the right reasons Be a person who demonstrates a habit of caring for everyone in the organization and every guest in the community through the ways in which you serve and sacrifice, putting the needs of others before your own Be a person who takes ownership of his or her actions every day Be a team player, always looking for ways to lighten the burden of other members by serving each other
   Compensation & Benefits:
   Sundays, Christmas and Thanksgiving off Fun, positive and professional environment Generous meal benefits Team social events Career options, including advancement to leadership positions Leadership training and development opportunities Emphasis on Work-Life balance Opportunity to work with franchised local ownership Scholarship opportunities
   
   REQUIREMENTS
   Must have a source of reliable transportation Must have a sense of urgency and work well under pressure Able to lift up to 50 lbs., stand for up to 4 hours, and reach across counter tops measuring 36 inches in length 1+ years of kitchen experience is a plus Must be 18 years of age Must be available to work on Friday & Saturdays
   
   ABOUT THE COMPANY
   Nestled in the Northern California foothills, Chick-fil-A Auburn Gold Rush enjoys serving the Auburn community. Our vision is to surprise every guest by joy at our quality, courtesy, and quickness.
   At Chick-fil-A Auburn Gold Rush the team member role is more than just a job, it's an opportunity. In addition to working directly for an independent Local Franchise Operator, you gain life experience that goes far beyond just serving a great product in a friendly environment. We pride ourselves on our ability to help each of our team members use their experience working with us to accomplish their life's goals. Whether that is by continuing to grow and advance with us in new and challenging leadership roles or by instilling the values necessary to be successful in whatever your chosen endeavor, it is our goal to help you get where you want to go and to have fun along the way. Apply today at www.cfaauburn.com!

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5. Post your job

   To find the right member, technical staff 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 members, technical staff they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit members, technical staff 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 member, technical staff job on Zippia to find and recruit member, technical staff candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with member, technical staff 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 member, technical staff

   Once you've decided on a perfect member, technical staff 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.

   After that, you can create an onboarding schedule for a new member, technical staff. 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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