How to hire a technical trainer

How to hire a technical trainer, step by step

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

What does a technical trainer do?

Post a technical trainer job for free, promote it for a fee

Post free

1. Identify your hiring needs

   First, determine the employments status of the technical trainer you need to hire. Certain technical trainer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 technical trainer 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.

   Here's a comparison of technical trainer salaries for various roles:

   Type of Technical Trainer	Description	Hourly rate
   Technical Trainer	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$18-43
   Facilitator	A facilitator is responsible for assisting a group event or program, ensuring that the participants coordinate well. Facilitators also monitor that the objectives of the event are smoothly delivered and organized... Show more	$13-33
   Training Coordinator	A training coordinator is a professional who develops and conducts training programs for employees or volunteers. Training coordinators create printed and instructional materials as well as maintain an online library of training resources... Show more	$15-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • A+
   • Customer Service
   • Training Materials
   • Training Sessions
   • PowerPoint
   • Training Courses
   • Subject Matter Experts
   • Course Content
   • Cloud Computing
   • Technical Support
   • Training Classes
   • Patients
   • Course Materials
   • Led Training

   Check all skills

   Responsibilities:

   • Instruct representatives on how to maximize functionality of relational database to effectively manage their sales territories and expenses.
   • Design and install SharePoint solution for document collaboration and tracking sales leads, student enrollments and student academic records.
   • Utilize windows and web base resources
   • Utilize Visio software tool to create workflow projects/diagrams.
   • Support onsite and in-house technical solutions for projects.
   • Assist in the testing and maintenance of the EHR application.

   More technical trainer duties

3. Make a budget

   Including a salary range in your technical trainer job description helps attract top candidates to the position. A technical trainer 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 trainer in Ohio may be lower than in California, and an entry-level technical trainer usually earns less than a senior-level technical trainer. Additionally, a technical trainer 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 trainer salary

   $59,991yearly

   $28.84 hourly rate

   ---

   Entry-level technical trainer salary

   $39,000 yearly salary

   Updated December 20, 2025

   Average technical trainer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$93,155	$45
   2	Washington	$74,163	$36
   3	New Jersey	$69,730	$34
   4	New York	$69,323	$33
   5	District of Columbia	$67,711	$33
   6	Massachusetts	$67,395	$32
   7	Virginia	$64,031	$31
   8	Maryland	$63,725	$31
   9	Pennsylvania	$62,659	$30
   10	Illinois	$61,469	$30
   11	Minnesota	$61,327	$29
   12	Hawaii	$59,780	$29
   13	Texas	$58,252	$28
   14	Colorado	$57,904	$28
   15	Nevada	$56,002	$27
   16	Georgia	$55,940	$27
   17	Utah	$54,880	$26
   18	Michigan	$51,404	$25
   19	Florida	$49,977	$24
   20	Arizona	$49,850	$24

   Average technical trainer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Google	$116,494	$56.01	76
   2	Apple	$116,280	$55.90	26
   3	Microsoft	$110,174	$52.97	138
   4	Pace University	$109,126	$52.46	2
   5	Adobe	$97,597	$46.92	2
   6	AARP	$91,968	$44.22
   7	Amazon	$88,492	$42.54	352
   8	Silicon Valley Bank	$88,416	$42.51
   9	Applied Materials	$88,109	$42.36	21
   10	Harmonic	$86,797	$41.73	1
   11	Zoox	$85,317	$41.02	41
   12	VMware	$85,166	$40.95
   13	Lam Research	$84,052	$40.41	1
   14	Fortinet	$80,336	$38.62	11
   15	Royal Bank of Canada	$80,265	$38.59	4
   16	Cohesity	$80,241	$38.58	8
   17	Nabors Industries	$80,229	$38.57	2
   18	Morgan Stanley	$79,131	$38.04	20
   19	Tesla	$77,084	$37.06	94
   20	Enphase Energy	$75,342	$36.22	1

4. Writing a technical trainer job description

   A good technical trainer job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a technical trainer job description:

   Technical trainer job description example

   **GENERAL SUMMARY AND PURPOSE:**
   
   Provides delegated pharmacy technical services to patients and other Health System departments. Responds to routine and urgent requests in a prompt and efficient manner requiring a moderate amount of independent judgment, a moderate level of technical knowledge and a high degree of accuracy. Supports Retail Pharmacy Services at the direction of the pharmacist.
   
   **SKILLS, KNOWLEDGE, EDUCATION AND EXPERIENCE:**
   
   **Education:** Requires high school diploma or equivalent.
   
   **Experience:** Minimum of one year experience as a retail pharmacy technician.
   
   **Licensure:** Licensure in the State of Michigan is required.
   
   Certification as a Pharmacy Technician is preferred.
   
   **REQUIRED SKILLS AND ABILITIES**
   
   Ability to accurately perform basic mathematical calculations. Ability to stand for long periods of time (at least four and up to eight hours per day) or to walk long distances without difficulty. Basic typing and computer skills to do order entry, generate reports, retrieve data and diagnose minor printer problems. Ability to operate basic office equipment including a calculator, cash register, fax machine, word processor, etc. Ability to concentrate and pay close attention to detail for up to 100% of the time when processing medication orders. Ability to work independently and exercise good judgment when prioritizing work responsibilities. Interpersonal skills necessary for effective communication with patients, physicians, nurses, and other Health System personnel. Analytical skills to determine when phone calls or emergency situations need to be referred to a pharmacist.
   
   Competencies: Ability to accurately and quickly perform mathematical calculations commonly used in retail pharmacy.
   
   Computer skills: the employee must: a) be able to type by using 10 fingers and the home keys b) know and use common computer keyboard shortcuts c) have a working knowledge of Microsoft Word and Excel d) learn, in detail, the retail pharmacy operating system . This includes all aspects of order input, insurance billing, editing, and rejected claim correction.
   
   The employee must be able to: a) effectively prioritize work in order to minimize patient wait times
   
   b) work independently without asking repeated questions on the same topic c) complete work with a high degree of accuracy and in a timely manner.
   
   The employee must be able to: a) effectively work as a contributing team member with other pharmacy employees; b) communicate effectively and appropriately with patients, other hospital employees, and pharmacy employees; c) accept constructive criticism and apply it in order to improve their performance.
   
   **ESSENTIAL FUNCTIONS:**
   
   Greets customers and Health System personnel. Compiles appropriate patient/customer information, including third-party coverage, medication history, appropriate personal information, etc., required to process a prescription. Processes and fills prescriptions and medication orders. Generates medication labels, auxiliary labels and documents for patient and pharmacy use. Selects and repackages oral solids, liquids and ointments in individual patient quantities and prepares appropriate repackaging documentation. Operates and maintains pharmacy software, automation, cash register, and associated pharmacy equipment. Reviews and processes computer data to determine and complete appropriate billing procedures, including third-party insurance carriers, SJMH-related groups/accounts, physician offices, etc. within appropriate time-frames. Generates and reviews data for medication trending, discrepancies, reconciliations, and other required reports. Assumes responsibility for the maintenance of accounts, records, documents, etc. as required by state and regulatory agencies, and as determined by Pharmacy. Communicates effectively with customers, physicians, Health System personnel, pharmacy third party payers and insurers, and external vendors by answering phones/voice mail, and responds promptly to their requests or by routing requests to applicable personnel. Resolves problems with orders still in process, and properly refers drug information requests or special situational problems to a pharmacist. Performs necessary Pharmacy functions including: ordering and stocking medications, removing expired medications, processing physician office orders, maintaining documentation as required by regulations, servicing customers requesting non-prescription/over-the-counter items, and other assigned Pharmacy tasks. Interacts with patients and staff on hospital units to support the discharge prescription program. Follows established departmental compounding practices and procedures. Maintains cleanliness of work areas and pharmacy including stock storage and other areas consistent with department policies and procedures, and documents as required. Delivers medications, durable medical equipment (DME), and health-related supplies according to departmental security and accountability practices. Assists in the training of new-hire Pharmacy Technicians, students/interns, and new-hire pharmacists (within their scope as a technician), documents their progress, and reports results to the appropriate Pharmacy supervisor on an ongoing basis. Attends mandatory staff meetings. Maintains good rapport and cooperative relationships. Approaches conflict in a constructive manner. Helps to identify problems, offer solutions, and participate in their resolution. Maintains the confidentiality of information acquired pertaining to patient, physicians, employees, and visitors to St. Joseph Mercy Hospital. Discusses patient and hospital information only among appropriate personnel in appropriately private places. Behaves in accordance with the Mission, Vision and Values of the Health Systems Assumes responsibility for performance of job duties in the safest possible manner, to ensure personal safety and that of coworkers, and to report all preventable hazards and unsafe practices immediately to management.
   
   **OTHER FUNCTIONS AND RESPONSIBILITIES**
   
   Performs and documents routine cleaning responsibilities to ensure proper maintenance of the Pharmacy. Maintains a clean environment within the pharmacy as required, and monitors cleanliness in designated areas within the Health System. Performs technical and clerical functions as required at pharmacy sites jointly operated with SJMH. _Performs other duties as assigned._
   
   **Our Commitment to Diversity and Inclusion**
   
   Trinity Health is a family of 115,000 colleagues and nearly 26,000 physicians and clinicians across 25 states. Because we serve diverse populations, our colleagues are trained to recognize the cultural beliefs, values, traditions, language preferences, and health practices of the communities that we serve and to apply that knowledge to produce positive health outcomes. We also recognize that each of us has a different way of thinking and perceiving our world and that these differences often lead to innovative solutions.
   
   Our dedication to diversity includes a unified workforce (through training and education, recruitment, retention, and development), commitment and accountability, communication, community partnerships, and supplier diversity.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting technical trainers 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 trainer

   Once you've found the technical trainer 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 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 technical trainer. 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.)

   Sign up to download full list

   Sign up

How much does it cost to hire a technical trainer?