What Does a Technical Trainer Do?
Technical trainers prepare and teach classes to help workers learn new skills. Their key responsibilities include assessing training needs, creating training materials, and teaching classes. Technical trainers need to have excellent presentation and communication skills, along with a calm and patient demeanor.
Are you a job seeker?
Browse our
comprehensive list
of job openings
and apply online
National Average Salary
Technical trainer salaries vary by experience, industry, organization size, and geography. To explore salary ranges by local market, please visit our sister site zengig.com.
The average U.S. salary for a Technical Trainer is:
$77,700
Technical Trainer Job Descriptions
Example 1
ABC Company has an opening for a Technical Trainer specializing in supporting our Technology and Operations (TOP) facility in (City, State).
A day in the life
- Provide initial training to all TOP team Members (On-boarding, Refresher courses, etc.)
- Create new TOP-Center Training material or update existing material by describing informational needs, submitting initial versions for review, revising, and editing final copy
- Design and develop courses and test plan for end-users
- Responsible for the development of staff which will involve the requirement, development, coordination and presentation of training staff and review documentation of procedures shared with the theatre employees
- Perform the planning, coordination, and presentation of internal/external training programs including creating, editing, organizing, and maintaining, Yonyx, and Microsoft Office files
- Constantly improve training by evaluating effectiveness of specific job applications
- This position will be the liaison for ABC Company in developing tools to improve efficiency, having existing tools optimized, and providing related training for all team members
- Mentor and lead staff
- Provide leadership around development and management of knowledge and expertise. Become a Subject Matter Expert (SME) related to Digital Cinema operations
- Communication with manager and team members
What you will need to have
- Excellent Customer Service and Technical skills with a positive attitude
- Ability to identify customer concerns and opportunities with the ability to provide resolution
- Advanced PC skills including Microsoft Suite Applications; Advanced Excel experience is a plus
- Ability to facilitate solutions in a fast paced, complex technology, and business environment
- Excellent interpersonal and relationship skills; be seen as a leader and trainer to other technical people on the team
- Able to personally execute and succeed with any of the skills or activities for which you are responsible to Train
- Strong time management and organizational skills
- Excellent oral, written and presentation communication skills
- Decision-making skills to determine the most appropriate solutions
- Fluent in Spanish and/or Portuguese would be an asset but not required
- 2+ years of related work experience in the Technical/Call Center Support, Training, or related field
- Theater operation knowledge and experience is a plus
Example 2
The Technical Training Facilitator ensures that effective software training of teammates leads to better quality of care for our patients. This position leads the strategy behind the approach to facilitation of software technology training, and the different adult learning facilitation methodologies to use. It also supports the research, development, and preparation to create training materials to meet the learning and business objectives of our projects.
Essential duties and responsibilities
- Facilitate audience-appropriate, clear, concise, and engaging live training for internal users on enterprise Electronic Medical Record software
- Lead the strategy behind the approach to facilitation of software technology training, and the different facilitation techniques to use to best train adult learners on new software
- Collaborate with subject matter experts and instructional designers in the research, development, and preparation of audience-appropriate, clear, concise, and engaging course content
- Conduct interviews with staff and managers to effectively assess training needs
- Conduct virtual, in-house and offsite activities such as presentations, job simulations, and role-playing exercises
- Research and recommend necessary learning equipment, such as platforms and projectors
- Monitor, evaluate, and take an accurate and adequate record of training activities and program effectiveness
- Maintain records of curriculum and materials
Minimum qualifications
- High school diploma or equivalent required
- Bachelor’s degree in related area required or a combination of education and progressively responsible work experience in related area may be substituted in lieu of degree on a year-for-year basis
- Minimum of five (5) years relevant experience as a training facilitator, training coordinator, or any other similar role, with a focus on learner engagement
- Virtual training facilitation and train-the-trainer experience
- Experience with curriculum planning/course mapping
- Experience using Facilitator/Leader guides
- Training certifications (i.e. CMF, CFM, CTF, etc.)
- Adequate experience with Learning Management Software (LMS)
- Sound knowledge of traditional and modern educational techniques
- Excellent verbal and written communication skills to effectively educate teammates and communicate with SMEs, stakeholders, and upper management
- Well-developed understanding of processes, such as how to enable group decision-making, problem-solving, and organizing and structuring agendas for appropriate results
- Well organized
- Able to work independently and juggle multiple projects and clients
- Advanced proficiency in MS Word, Excel, PowerPoint, and Outlook required
- Deals with confidential information and/or issues using discretion and judgment
- Ability to work well in a geographically dispersed team
- Travel required: up to 50%.
Example 3
ABC Company is seeking a Technical Trainer who will join the Learning and Development team working closely with business functions in training end users on the accounting applications. This person will report to the Director of Learning and Development. If you are a proactive self-starter with a passion for learning and development, this is the position for you!
Primary responsibilities
- Facilitate training to existing and new hires on proprietary accounting applications
- Conduct seminars, workshops, and individual training sessions, both live and virtual
- Learn the functionalities of the accounting applications with high proficiency to teach end users
- Fully immerse and learn the end-user work flows to best facilitate practical on the job experiences for end users
- Identify potential gaps in curriculum and work with training team members and business function stakeholders to resolve
- Update and adjust lesson plans as needed based on both end user and manager feedback
- Collaborate with business function stakeholders to evolve and expand the curriculum, leveraging best practices and innovative learning methods
- Monitor, provide feedback, and write evaluations on end user progress through curriculum assignments and testing
- Act as a liaison between the different business function stakeholders to capture change management and implement as needed
- Perform analysis to measure the impact of the training curriculum
What you’ll bring to the role
- Bachelor’s Degree in Education, Psychology, Business Administration, Accounting, or Finance
- 2 years experience in employee development or training programs
- Knowledge of Private Equity fund administration a plus
- Excellent presentation and facilitation skills with a successful track record of making an impact
- Experience delivering a combination of classroom, virtual, and/or one-on-one training
- Knowledge of the principles of training, learning methodologies, and the ability to instruct and motivate
- Excellent verbal, written and interpersonal communication skills
- Strong organizational skills including logistics and planning capabilities
- Strong proficiency using Microsoft Office Suite, including Outlook, Word, Excel, and PowerPoint
- Ability to operate technology and troubleshoot seamlessly
- Ability to prioritize and handle multiple assignments to meet deadlines on time
- Comfortable working in a fast-moving dynamic, and sometimes ambiguous environment
- High motivation to help others develop their knowledge and skills
- Has curiosity and does not settle for the status quo
- Ability to travel as needed
How to Hire a Technical Trainer
Consider the following when hiring a technical trainer:
- Recruiting: Do you have the internal resources and tools to source and recruit for this role successfully?
- Complexity: Do you need a senior professional, or will mid, or even junior-level skills suffice?
- Duration: Is this a one-time project, or an indefinite need?
- Management: Can you effectively direct the work effort?
- Urgency: Are there any deadlines associated with this need?
- Headcount: Do you have the budget and approval for an internal employee, or should you consider alternate options?
Answering these questions will help determine the best course of action for your current hiring need. Fortunately, various great options exist for every scenario, no matter how unique. We recommend the following options when hiring a technical trainer:
1. Use 4 Corner Resources (or another professional recruiting firm)
The heavy lifting is done for you when working with a top-tier staffing company like 4 Corner Resources. We source, screen, recruit, and deliver only the most qualified candidate(s), saving you significant time and effort throughout the hiring process while you remain focused on your core business. Understanding your needs and ensuring the right candidate for the position is the key to our success.
This is the best route to take when:
- You need to fill the position quickly
- You want access to a vast talent pool of high-quality, prescreened candidates
- Your position is suited for temporary hiring services, contract staffing, or contract-to-hire recruiting, and you intend to direct the work activity.
- You are hiring an employee as a direct placement but aren’t able to recruit effectively or efficiently with your internal staff.
- You aren’t familiar with current salary rates, market trends, and available skill sets
2. Advertise your opening on a top job board
Your best option may be to advertise your opening on a proven job board. There are many widely used job sites out there that draw visits from qualified candidates. If you have someone internally who can dedicate the time and energy to sort through applications and screen individuals effectively, this can be a great choice.
We recommend using a job board when:
- Your internal recruiting team has the knowledge and experience to assess candidate qualifications
- You are hiring a direct employee and have time to manage the entire recruiting effort
- You have a process for receiving, screening, and tracking all resumes and applications
- You are prepared to respond to all applicants
There are many career sites out there. Here are the two we recommend for a technical trainer opening:
LinkedIn is a social network for job seekers, professionals, and businesses. With this popular job site, you can enhance your brand and advertise your open position to a wide audience of motivated, qualified candidates. Job postings on LinkedIn are also extremely streamlined and user-friendly, making it even easier for candidates to apply. Additionally, applicants can use their LinkedIn profile instead of a resume to expedite the process.
CareerBuilder
CareerBuilder has been a trusted source for hiring since 1995. Reach 80+ million unique, diverse U.S. job seekers annually by posting your jobs through their talent acquisition channels. Through CareerBuilder, you can engage candidates and drive them into your sourcing pipeline. We recommend using CareerBuilder for hiring when you have the internal resources and processes to review, screen, and reply to all applicants.
3. Leverage your internal resources
You can utilize your own website, social media, and employees to assist in your search for top candidates.
A company website posting should be the first step in notifying prospective candidates that you are hiring. Social media can also be a powerful tool for spreading the word about your new opening. As far as exposure is concerned, this option can be as good as some job boards when you have a large enough following across various platforms, like LinkedIn, Instagram, Facebook, TikTok, and Twitter.
Current employees are every organization’s greatest asset. Encourage your internal team to promote job openings to their network by offering cash and other incentives.
We recommend these options when:
- Your brand has great name recognition
- You can consistently monitor and respond to candidate activity through your website and social media accounts
- You have a process in place to quickly and broadly communicate job openings and requirements
- You have an effective employee referral program in place
If you aren’t sure which path is best, schedule a discovery call today with our seasoned recruiting professionals. The 4 Corner team is on standby to help you find the best option for your unique hiring need.
Sample Interview Questions
- How would you successfully communicate the value of a training program?
- What are your greatest strengths as a technical trainer?
- How do you handle a trainee who displays less technical ability than the rest of the group?
- What steps would you take to design a technical training workshop or webinar?
- What are your career goals?
- How do you handle different types of learners in a class?
- Explain a time you used a practical demo to teach something.
- Have you ever helped a company enhance its technological efficiency?
- Have you ever had a conflict with a manager/trainer about a training program?
- How do you cope with negative feedback?
- How would you identify and plan for the organization’s training needs?
- What training techniques do you find are the most effective?
- How does technical training differ from non-technical training?
- What specific technical topic are you most comfortable teaching? Can you briefly explain it?
- How would you measure the success of a training program?
- How do you keep up-to-date with technical training trends?
- Can you give an example of a time your training helped a company enhance its technological efficiency?
- How do you deal with management when you have a conflict over a training program?
- How do you handle negative feedback?
- Have you ever had a conflict with a manager/trainer about a training program?
