How to hire a software installer

How to hire a software installer, step by step

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

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1. Identify your hiring needs

   Before you post your software installer job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a software installer for hire on a part-time basis or as a 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 software installer 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 software installers and their corresponding salaries.

   Type of Software Installer	Description	Hourly rate
   Software 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	$35-65
   Technology Coordinator	A technology coordinator is responsible for maintaining the organization's technology systems infrastructure, ensuring the efficiency of computer systems to meet project deliverables, and prevent delays in business operations. Technology coordinators evaluate new technology systems, studying its schematics and specifications, running diagnostic tests, and perform troubleshooting for inconsistencies and guide end-users for the system processes... Show more	$23-48
   Help Desk Coordinator	Help desk coordinators are in charge of supervising help desk staff members who are responsible for helping customers privately either by phone, email, or in person. Generally, they are tasked to hire, schedule, and provide feedback and evaluations to employees... Show more	$13-27

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Install Software
   • Computer Software
   • LAN
   • Configuration Management
   • Computer System
   • Customer Support
   • POS
   • Software Packages
   • Windows XP
   • Mac OS
   • PCS
   • SQL
   • PowerPoint
   • Software Issues

   Check all skills

   Responsibilities:

   • Manage customer complaints and internal GMP audits for product manufacturing, coordinate FDA audits and recommend corrective actions.
   • Configure wireless networks and VOIP phone systems in addition to other services for businesses in order to facilitate better and faster communication
   • Test Microsoft beta software on the Macintosh computer.
   • Work closely with the necessary departments while resolving server communication issues from network, firewall, DNS, and I/P configuration.
   • Configure wireless networks and VOIP phone systems in addition to other services for businesses in order to facilitate better and faster communication

3. Make a budget

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

   • Location. For example, software installers' average salary in indiana is 40% less than in oregon.
   • Seniority. Entry-level software installers earn 46% less than senior-level software installers.
   • Certifications. A software 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 software installer's salary.

   Average software installer salary

   $100,845yearly

   $48.48 hourly rate

   ---

   Entry-level software installer salary

   $74,000 yearly salary

   Updated December 18, 2025

4. Writing a software installer job description

   A software installer 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. To help get you started, here's an example of a software installer job description:

   Software installer job description example

   At Pitney Bowes, we do the right thing, the right way. As a member of our team, you can too.
   
   We have amazing people who are the driving force, the inspiration and foundation of our company. Our thriving culture can be broken down into four components: Client. Team. Win. Innovate.
   
   We actively look for prospects who:
   
   * Are passionate about client success.
   * Enjoy collaborating with others.
   * Strive to exceed expectations.
   * Move boldly in the quest for superior and best in market solutions.
   
   Job Description:
   
   As a Software Installer:
   
   You are:
   
   An autonomous, high performing, team driven individual with a keen sense for customer service and client relationship building. One who can be a collaborative team player, not afraid to think outside the box in providing customized solutions which exceed our clients' expectations. The wage range for this position is $24 to $28 per hour, with the actual pay dependent on your skills and experience as they relate to the job requirements and the location where you will be performing the job.
   
   You will:
   
   * Install and configure software applications and hardware peripherals
   * Provide end-user training and create job aides for system administrators/operators
   * Prepare, review, revise and maintain design documentation
   * Contribute to revenue growth through sales leads and billable professional services
   * Deliver solutions remotely and onsite
   * Work independently and make decisions free from immediate direction of management
   * Stay up to date on carrier and industry knowledge
   * Travel with overnight stays as needed, to complete installations and training up to 75% of time
   * Ability to lift up to 65 lbs.
   
   Your background:
   
   * Ability to adapt to changing environment in the areas of products and technology, customer personalities and customer knowledge levels
   * Ability to analyze hardware and software problems
   * Understanding of DB connectivity and record set manipulation
   * Strong communication skills both oral and written
   * Understand Project Management Concepts
   * Effective organization and time management skills
   * Understanding of network configuration, operating systems, software, and hardware
   * Willingness to submit to a pre-employment drug screen and criminal background check
   * A valid driver's license with a clean driving record and reliable vehicle for daily travel to multiple customer locations
   * Imaging, Mailing and Shipping industry knowledge preferred
   * College degree preferred or work experience equivalent
   
   We will
   
   * Provide the opportunity to grow and develop your career.
   * Offer an inclusive environment that encourages diverse perspectives and ideas
   * Deliver challenging and unique opportunities to contribute to the success of a transforming organization
   * Offer comprehensive benefits globally pbprojectliving.com
   
   Our Team
   
   The Global Professional Services Team is a talented and high-energy team who live and breathe creating an amazing user experience for all product development. We continually challenge the status quo, and each other, to define and adopt best practices by taking an agile approach to deliver quickly and respond to feedback. We are defining a product branding and unification strategy while adding value to the development of reusable assets and design patterns.
   
   If you would like to be considered for this position, please apply!
   
   We will:
   
   * Provide the opportunity to grow and develop your career
   * Offer an inclusive environment that encourages diverse perspectives and ideas
   * Deliver challenging and unique opportunities to contribute to the success of a transforming organization
   * Offer comprehensive benefits globally (pbprojectliving.com)
   
   Pitney Bowes is an Equal Employment Opportunity/Affirmative Action Employer that values diversity and inclusiveness in the workplace.
   
   Women/Men/Veterans/Individuals with Disabilities/LGBTQ+ are encouraged to apply.
   
   All interested individuals must apply online. Individuals with disabilities who cannot apply via our online application should refer to the alternate application options via our Individuals with Disabilities link.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with software installer 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   While interviews are great, you will only sometimes learn enough from a conversation with a software installer 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 software installer

   Once you've decided on a perfect software 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 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.

   To prepare for the new software 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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