Level 2 Field Technician Denver, CO

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Job Description:
At CompucomStaffing youre more than just a number. Our employee relationship managers support you throughout your engagement providing career guidance and reemployment assistance.

Our client is currently seeking a qualified Level 2 Field Technician to join their team in Denver CO and provide end-user support. The ideal candidate must have a valid drivers license and reliable transportation and will travel 25 miles daily.

Duties and Responsibilities:

• Provide exceptional customer service
• Manage triage troubleshooting and resolution to client scope on IT equipment
• Document efforts issues resolutions and close cases / tickets daily
• Insight into POS PC Printers Thin Clients Client Servers Network switch equipment
• Tracking/monitoring issues providing notes/feedback etc.
• Keep provided tools in good condition
• Complete all assigned projects and tasks

Skills and Qualifications:

• A Certification highly desired
• OEM Certifications (Dell / client etc.)

Skills and Qualifications:

• Minimum 1 to 2 years of IT support work experience
• Familiarity with various operating systems (e.g. Windows OS OSX Linux)
• A Certification highly desired
• OEM Certifications (Dell / client etc.)
• Apple / Mac Experience
• Laptop / Desktop / Printer hardware and software support experience
• Knowledge of imaging from Network and USB
• ServiceNow experience a plus
• Excellent time management and reporting skills

Wage Range:
The rate for this position is between $18.75 - $25.00 per hour unless local minimum wage is higher. Factors which may affect starting pay within this range may include geography/market skills education experience and other qualifications of the successful candidate.

Benefits:
The Company offers a comprehensive benefit package that you can elect into including but not limited to the following benefits subject to applicable eligibility requirements: medical insurance dental insurance vision insurance life insurance AD&D insurance disability plans Employee Assistance Program paid holidays (up to 6 days annually) paid time off (minimum of 10 days annually) paid parental leave (minimum of 10 days annually) 401(k) FSA/HSA pre-tax benefits.

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time with or without notice subject to applicable law.

W2 only no Corp to Corp.

Expiration Date:

• This posting is anticipated to remain open until 8/30/2026.

Equal Employment Opportunity: CompucomStaffing a division of CompuCom Systems Inc. is an Equal Opportunity Employer. We provide IT staffing services and solutions to Fortune 1000 companies as well as small and medium business. For more information visit .

Work Authorization: Candidates must be authorized to work in the United States without the need for current or future employer sponsorship.

Arizona Applicants: TO THE EXTENT REQUIRED BY APPLICABLE LAW THE COMPANY MAINTAINS A SMOKE-FREE WORKPLACE.

California Residents: PLEASE REVIEW THE CALIFORNIA CONSUMER PRIVACY ACT NOTICE.

We will consider for employment all qualified applicants including those with criminal histories arrest and conviction records in a manner consistent with the requirements of applicable state and local laws. This includes the City of Los Angeles Fair Chance Initiative for Hiring Ordinance as well as the San Francisco Fair Chance Ordinance.

Maryland Applicants: UNDER MARYLAND LAW AN EMPLOYER MAY NOT REQUIRE OR DEMAND AS A CONDITION OF EMPLOYMENT PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

Massachusetts Applicants: IT IS UNLAWFUL IN MASSACHUSETTS TO REQUIRE OR ADMINISTER A LIE DETECTOR TEST AS A CONDITION OF EMPLOYMENT OR CONTINUED EMPLOYMENT. AN EMPLOYER WHO VIOLATES THIS LAW SHALL BE SUBJECT TO CRIMINAL PENALTIES AND CIVIL LIABILITY.

Rhode Island Applicants: THE COMPANY IS SUBJECT TO CHAPTERS 29-38 OF TITLE 28 OF THE GENERAL LAWS OF RHODE ISLAND AND IS THEREFORE COVERED BY THE STATES WORKERS COMPENSATION LAW.