How to hire a technical marketing engineer

How to hire a technical marketing engineer, step by step

Here's a step-by-step technical marketing engineer hiring guide:

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

What does a technical marketing engineer do?

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1. Identify your hiring needs

   Before you start hiring a technical marketing engineer, 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

   A technical marketing engineer's background is also an important factor in determining whether they'll be a good fit for the position. For example, technical marketing engineers 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.

   The following list breaks down different types of technical marketing engineers and their corresponding salaries.

   Type of Technical Marketing Engineer	Description	Hourly rate
   Technical Marketing Engineer	Sales engineers sell complex scientific and technological products or services to businesses. They must have extensive knowledge of the products’ parts and functions and must understand the scientific processes that make these products work.	$41-75
   Engineer	Engineers are highly trained professionals who determine the feasibility of various projects, usually related to the construction industry. They are considered experts in mathematics and science, two disciplines that they need to use in designing and coming up with plans for projects... Show more	$31-62
   Sales Engineering Manager	A sales engineering manager specializes in developing systems and procedures to optimize a company's sales operations, aiming for client satisfaction and profit growth. It is their duty to set goals and timelines, establish guidelines, manage different teams, research new business and client opportunities, gather and analyze data to identify the strengths and weaknesses of existing operations, develop sales strategies, and implement solutions against problem areas... Show more	$42-80

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Python
   • Cloud
   • Product Management
   • Linux
   • Virtualization
   • Product Line
   • Technical Content
   • Product Development
   • TME
   • Competitive Analysis
   • C++
   • Trade Shows
   • Windows
   • Technical Presentations

   Check all skills

   Responsibilities:

   • Manage and maintain CRM database, including entering new opportunities into system and periodically updating existing customer profiles.
   • Subject matter expert on numerous SaaS migration solutions, evangelizing BT's entire portfolio across the globe.
   • Create and maintain security documentation on both the SaaS platform and the hardware appliance that house it.
   • Guide technical staff in the integration of web site hardware, web server, SQL server and various firewalls.
   • Participate in quality assurance testing (QA) at the end of a product life cycle to improve product quality.
   • Analyze corporate networking layouts for problems dealing with IP, HTTP/HTTPS and basic networking setups such as NAT and firewall issues.

   More technical marketing engineer duties

3. Make a budget

   Including a salary range in your technical marketing engineer job description helps attract top candidates to the position. A technical marketing engineer salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a technical marketing engineer in Tennessee may be lower than in New York, and an entry-level technical marketing engineer usually earns less than a senior-level technical marketing engineer. Additionally, a technical marketing engineer with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average technical marketing engineer salary

   $117,038yearly

   $56.27 hourly rate

   ---

   Entry-level technical marketing engineer salary

   $86,000 yearly salary

   Updated December 15, 2025

   Average technical marketing engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$141,407	$68
   2	New York	$138,776	$67
   3	District of Columbia	$127,713	$61
   4	Utah	$119,132	$57
   5	Colorado	$115,696	$56
   6	Washington	$113,863	$55
   7	Georgia	$111,414	$54
   8	Pennsylvania	$110,701	$53
   9	Oregon	$110,648	$53
   10	Arizona	$109,933	$53
   11	Texas	$109,096	$52
   12	Florida	$108,583	$52
   13	Nevada	$106,892	$51
   14	Illinois	$102,211	$49
   15	Massachusetts	$100,369	$48
   16	North Carolina	$97,804	$47
   17	Michigan	$79,725	$38

   Average technical marketing engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Palo Alto Networks	$142,568	$68.54	40
   2	F5	$140,020	$67.32	5
   3	Arista Networks	$138,947	$66.80	3
   4	Aryaka	$138,890	$66.77
   5	Zscaler	$138,718	$66.69	13
   6	Cisco	$136,988	$65.86	346
   7	Fortinet	$136,770	$65.75	70
   8	Juniper Networks	$135,543	$65.16
   9	Brocade Services Corporation	$133,932	$64.39
   10	Silver Peak	$133,722	$64.29
   11	NVIDIA	$133,637	$64.25	40
   12	Cohesity	$132,216	$63.57	30
   13	Nutanix	$131,572	$63.26	32
   14	Riverbed Holdings, Inc.	$130,831	$62.90
   15	A10 Networks	$130,630	$62.80	2
   16	Venafi	$130,238	$62.61
   17	Amazon	$130,189	$62.59	431
   18	Adobe	$129,368	$62.20	19
   19	VMware	$129,008	$62.02
   20	Ambarella	$126,461	$60.80

4. Writing a technical marketing engineer job description

   A job description for a technical marketing engineer 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 technical marketing engineer job description:

   Technical marketing engineer job description example

   Nasuni is looking for an experienced Technical Marketing Engineer to join Marketing's Knowledge and Training team and support our fast-growing global sales engineering/solution architecture team.
   
   You will work closely with the Director of Sales Training & Enablement, solution architect (SA) leadership, sales leadership, product management, and product marketing to ensure our SAs are trained on a consistent technical sales methodology and Nasuni products.
   
   You will, in conjunction with SA leadership, define our technical sales methodology to support sales to customers ranging from medium-sized businesses to large, global enterprises.
   
   You will collaborate with product management and product marketing to build and manage training on Nasuni products, use cases, and competitors, and ensure the field is situationally fluent in the cloud and storage ecosystems.
   
   You will lead technical sales training at our quarterly Nasuni Sales Accelerator (NSA) boot camp to minimize time to ramp for new SAs.
   
   You will work with our Channel and Alliance leaders to extend technical sales training programs developed for Nasuni's SA teams to our reseller and alliance partners, including AWS, Azure, and Google Cloud.
   
   You will be a subject matter expert in the cloud storage market with an understanding of each stage of the buyer's journey by persona, use case, industry segment, and region.
   
   Successful candidates must be passionate about teaching, knowledgeable about selling, and able to understand company objectives and develop ideas to achieve them.
   Key responsibilities: Build and own technical aspects of new product launch plans and collaborate with Learning Specialists to design education programs. Design, coordinate, and deliver technical sales training courses for Nasuni SAs, and extend the program to the Channel as needed. Build technical “deep-dive” sales PPT decks, competitive PPT decks, reference architectures, value propositions, ecosystem integration technical notes, demos-in-a-box, and other technical enablement tools and assets to arm technical sellers at Nasuni and our partners. Engage in Revenue Kick Off (RKO), NSA, and other sales enablement activities. Collaborate with Product Marketing to understand customer benefits and translate Nasuni's market-leading technical capabilities and strategy into clear, compelling stories, assets and enablement that map to business value. Collaborate with Customer Success Marketing and Customers to identify key early reference stories. Measure, analyze and report on the results of technical enablement programs. Identify gaps in the new product release process and offer improvements. Attend customer and internal meetings to validate theories and understand issues. Take an active role in building a strong social media presence. Help product management create and deliver internal training on new features and functions of upcoming product releases. Keep abreast of industry trends, best practices, and competing/complimentary products. The ideal candidate: 3+ years of Technical Enablement and GTM Experience. Experience creating Technical Enablement Plans within the Storage space. Natural leader who can lead their own team and virtual teams. Self-starter with a high degree of follow-through, ability to own and manage projects through to completion while working in a team. Naturally curious with the attention span to also be a detail-oriented finisher. Passion for the Cloud Storage Market. Passion for messaging and presenting, and taking the complex and making it simple and creative, ultimately driving pipeline and sales growth. Attention to detail; creative and innovative. This position is based in the US. #LI-Remote Training delivery is mostly virtual but will also be in person and as such candidate must be open to travel provided it is a safe environment subject to COVID and company policies.
   Why Nasuni? With the world's only cloud-native global file system at its heart, Nasuni delivers a file services platform built for the cloud that combines the performance of local file servers with the scalability and durability of cloud storage, all at about half the cost of traditional file infrastructures. Users can migrate NAS silos to the cloud storage of their choice for on-demand capacity expansion, built-in backup, instant disaster recovery, multi-site file sharing and a system that can span continents. Nasuni operates globally from its worldwide headquarters in Boston, Mass., USA. We will consider remote or hybrid employees as well as candidates based in our Boston, Marlborough, MA or Cary, NC offices. #LI-Remote Why work at Nasuni? As part of our commitment to your well-being, we are pleased to offer comprehensive benefits packages to employees across the world. Benefits packages vary by geography, but generally include: Take-What-You-Need paid time off and potential flexible work hours Incentive stock options Comprehensive health, dental and vision plans Life and disability insurance Retirement Plan Generous employee referral bonuses Work Environment Works in an open-concept office environment up to 75% of the time with low but varying noise levels. Physical Requirements Must be able to work seated at a desk 100% of the time with occasional standing and walking for recruiting and company events for up to 8 hours at a time. Must be able to interact with co-workers in office environment. Must be able to hear and communicate with clients and candidates through video-calling software and telephone frequently. Must be able to engage in constant repetitive finger and wrist motion for typing. Must be required to view a computer screen constantly. To all recruitment agencies: Nasuni does not accept agency resumes. Please do not forward resumes to our job boards, Nasuni employees or any other company location. Nasuni is not responsible for any fees related to unsolicited resumes.
   
   Nasuni is an equal opportunity employer. The equal employment opportunity policy at Nasuni protects employees and job applicants from discrimination on the bases of race, religion, color, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, or other non-merit based factors. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, and training and career development programs.

   Copy this example

   

5. Post your job

   To find technical marketing engineers 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 technical marketing engineers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level technical marketing engineers 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 technical marketing engineer job on Zippia to find and recruit technical marketing engineer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting technical marketing engineers 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 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.

   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 technical marketing engineer

   Once you've found the technical marketing engineer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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 technical marketing engineer. 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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