Our Technical Manager job description includes the Technical Manager responsibilities, duties, skills, education, qualifications, and experience.
Technical Manager Example
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If you need an example job description for a Technical Manager download the one below, alternatively we have many other Information Technology (IT) job description samples and a job description library with over 3000 job descriptions templates that you can download for free.
What does a Technical Manager do?
Also known as computer information system (CIS) managers, technical managers provide companies with a competitive edge by alining CIS with their business operations. Their duties include overseeing all computer technology matters and managing IT support teams. They may also be required to implement computer network security protocols.
Technical Manager Role
We are hiring a Technical Manager to be responsible for aligning our Computer Information System (CIS) with our business operations. As our Technical Manager, you lead our IT support teams and oversee our computer technology, enhancing our system’s performance and efficiency. You will install hardware and software upgrades, hire IT staff, and manage user testing.
Technical Manager Duties
- Analysing the integrity and performance of our CIS.
- Overseeing CIS development and testing.
- Hiring and managing the IT support team.
- Ensuring projects are completed on time.
- Overseeing hardware and software upgrades.
- Ensuring projects run to assigned budgets.
- Maintaining network security.
Technical Manager Requirements
- A Computer Science or Information Systems Bachelor’s Degree.
- Management experience leading a technical team.
- Advanced CIS proficiency.
- Outstanding interpersonal and communication skills.
- Coaching and mentoring skills.
- Diagnostics and problem-solving skills.
How to write a Technical Manager Job Advert
Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.
A job description informs the reader about a job, whereas a job advert’s main objective is to sell the job opportunity to attract as many suitable applicants possible. A job advert maybe the first touch-point a candidate has with your company so it is important to create a great impression.
Job Advertisements should enticing, so considering using short, exciting language which get the reader’s attention.
How to write a Technical Manager Job Description
To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.
Job Description Advice - Guidance on How to Personalise a Technical Manager Job Specification
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
Job Description Tips - Help on formatting a Technical Manager Job Specification
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company's culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
How to Hire a Technical Manager
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