How to hire a senior installer

How to hire a senior installer, step by step

Here's a step-by-step senior installer hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a senior installer, 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 a senior installer 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 a senior installer that fits the bill.

   Here's a comparison of senior installer salaries for various roles:

   Type of Senior Installer	Description	Hourly rate
   Senior Installer	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	$14-36
   Information Technology Technician	An information technology technician, also known as an IT technician, is responsible for ensuring that all computer systems in a company or organization are running smoothly and efficiently. Their duties primarily revolve around installing and maintaining systems, including software and hardware, and resolving any issues... Show more	$13-39
   Trainee	Trainees' general responsibility is to familiarize themselves with the best practices and processes of their chosen careers. Some of the trainee's duties include shadowing with a tenured employee to understand various tasks, taking practical examinations to test knowledge extent, maintaining the eagerness to learn and a positive working attitude, assisting with customer inquiries, escalating concerns, and maintaining record progress... Show more	$12-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Safety Regulations
   • Fiber Optic
   • Installation Process
   • Battery
   • PV
   • Electrical Equipment
   • Level II
   • CCTV
   • Security Systems
   • Alarm Systems
   • RAN
   • Windows
   • Office Furniture

   Check all skills

   Responsibilities:

   • Manage crew working on Nortel CDMA network doing upgrades at cell site.
   • Install, test, and support DSL, Internet, voice, and other technologies.
   • Verify, organize and sort deliveries of computer and telecommunication equipment order throughout the company.
   • Maintain all telecommunication circuit orders and resolving any issues from hardware or remote site malfunctions.
   • Repair HVAC systems and restore functionality to malfunctioning systems; perform preventative maintenance and routine servicing.
   • Install and configure DSL equipment, VLANs, switches, SMS servers and other types of high-speed networks.

3. Make a budget

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

   • Location. For example, senior installers' average salary in nebraska is 42% less than in new york.
   • Seniority. Entry-level senior installers earn 59% less than senior-level senior installers.
   • Certifications. A senior installer 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 a senior installer's salary.

   Average senior installer salary

   $49,109yearly

   $23.61 hourly rate

   ---

   Entry-level senior installer salary

   $31,000 yearly salary

   Updated December 17, 2025

4. Writing a senior installer job description

   A job description for a senior installer 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 senior installer job description:

   Senior installer job description example

   Job Details
   
   What you will do
   
   This skilled position involves installing, programming, troubleshooting, configuring, commissioning, and servicing Fire Alarm Systems, Access Control and CCTV Systems as well as other related building system products at customer sites including panel repair/reprogram, device replacement/repair, resolving low voltage circuit troubles and system testing
   
   Organize and effectively utilize technical resources, information, material, and support to assure efficient execution of all assigned tasks
   
   Position involves the programming of fire alarm, security, and access control system panels, but will primarily focus on networked fire alarm systems
   
   How you will do it
   
   * Perform installation/programming on integrated security and fire alarm systems
   * Respond to customer service calls in a timely and efficient manner, troubleshoot and repair as needed
   * Will be required to participate in after-hours service program
   * Communicate with central dispatch on current work order status and receive updates on outstanding customer issues
   * Read and interpret blueprints, diagrams, submittals, specifications, software/systems programs, schematics, and operational/product manuals
   * Supervise and inspect the installation of equipment to meet customer and contract specifications
   * Complete necessary certification courses on internal and external products used
   * Complete and submit all required task-related, activity, productivity, and other documentation in a timely manner
   
   What we look for
   
   Required
   
   * At least 5 years of documented experience in low voltage electrical systems, including Fire/Life Safety Systems, Access Control, CCTV, and Security Systems
   * High School Diploma or equivalent required
   * Experience in reading and interpreting blueprints, submittals, and operational/product manuals
   * Experience with hand tools test equipment, multi-meter usage, digital analyzer and commissioning devices
   * Capable of performing physical labor to include carrying and moving equipment and tools up to 50-70 lbs.
   * Able to work in unusual and sometimes difficult positions such as climbing ladders, scaffolding and high lift equipment up to 40 feet, working within ducts, crawl spaces, above ceilings, etc.
   * Able to work flexible hours including weekends to meet customer requirements
   * Overnight travel may be required
   * Demonstrate a high level of customer service
   * Ability to lead & work well with team members
   * Ability to adhere to, implement, and always follow safety guidelines and procedures
   * Strong organizational skills, positive attitude, and an ability to learn quickly
   * Possess a valid driver's license and driving record that meets company requirements
   * Able to pass a pre-employment background and drug test
   * Able to obtain and retain any licenses that are required by National, State and Local codes
   * Basic understanding of Network concepts and architectures.
   
   Preferred
   
   * Two-year Associates Degree in Electronics; Network; Computer Science or related field
   * NICET level II or ability to obtain in first year
   
   Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, sexual orientation, gender identity, status as a qualified individual with a disability or any other characteristic protected by law. To view more information about your equal opportunity and non-discrimination rights as a candidate, visit EEO is the Law. If you are an individual with a disability and you require an accommodation during the application process, please visit here.

   Copy this example

   

5. Post your job

   To find the right senior installer 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 senior installers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit senior installers 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 senior installer job on Zippia to find and recruit senior installer 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

   During your first interview to recruit senior installers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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.

   If your interviews with senior installer 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 senior installer

   Once you've decided on a perfect senior installer 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 senior installer first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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