Restoration technician job description template (copy, edit, post)

A posting gets skimmed fast, so put the decisions in that order: what the job is, what it costs the candidate in schedule and body, and what you expect of them.

The five sections below build each part, and the template at the end assembles them into something you can post.

What is a good restoration technician job summary?

The summary does one job: it tells a scrolling candidate what this role is at your company and what is hard about it.

Name the loss types your crews actually run — water mitigation, fire and smoke cleanup, mold remediation, contents work, rebuild support — and the company context behind them.

A tech at a franchise location, a storm-focused independent and a mitigation-only crew will have different weeks.

Keep the schedule visible in the summary itself: the on-call rotation, after-hours call-outs, and whether storm deployment away from home is ever part of the job.

A summary that hides the rotation moves that conversation to the interview, after you have already spent the time.

Then say what you provide — equipment, PPE and training, named.

The candidate-side view of the role, including what the work is day to day, is the worker-side restoration technician job description and the restoration technician career guide; this page stays on the employer side.

What duties go in a restoration technician job description?

Write the duties from the jobs your crews actually run, grouped the way a candidate will read them:

• Water mitigation. Extracting water, setting air movers and dehumidifiers to the drying plan, taking and logging moisture readings, and monitoring the work until the structure reaches its dry target.
• Tear-out and prep. Removing wet flooring, drywall and contents per the scope, and keeping debris sorted for disposal.
• Fire, smoke and contents. Soot cleanup on structures, odor control work under your company's process, and pack-outs if you run a contents service.
• Mold and microbial work. Building containment and working inside it per the protocol the job calls for, under the supervision your company assigns.
• Documentation. Photographing the job before, during and after, keeping moisture logs current each day, and completing the file the same day.
• Customer contact. Explaining the work in plain language to the property owner on site, and flagging changes to your crew lead or project manager.
• Equipment and vehicles. Loading, cleaning and maintaining gear, and keeping the truck ready for the next call.
• Coverage. The on-call rotation, after-hours call-outs, and storm deployment if your company sends techs.

If your techs cross loss types in the same week — an extraction in the morning, a contents pack-out after lunch — write that in.

The duties list is where a candidate learns whether they are joining a generalist bench or a dedicated crew, and a vague list reads as hiding it.

What requirements and certifications should you list?

Separate what the state requires from what you require, and let each line say which one it is.

Licensing is state law: whether a license exists for work your crews perform depends on the state and the loss type, so check your state's agencies before you write a license line.

Where the state issues no technician license for the work, say what does apply instead — OSHA's workplace rules, any contractor licensing that reaches your company, and your own certification requirements — so the line still tells a candidate something true.

Write your certification line around the IICRC's Water Damage Restoration Technician (WRT).

It has no prerequisites, so you can hire someone green and sponsor the training, and the IICRC's Applied Structural Drying (ASD) and Applied Microbial Remediation Technician (AMRT) courses require it first — the first rung of any certification ladder you build.

If you sponsor it, say so in the posting and name the window: a certification promise with no date reads as a promise you will not keep.

Know what you are naming.

The IICRC is a certifying body that approves independent schools and instructors — it is not a school itself and not a licensing agency — so a WRT line belongs as "required by [Company]" or "preferred", never worded as a state license.

IICRC describes the WRT course as a 3-day course of 19 hours, not counting exam time, lunch and breaks; it runs live-stream and in person, and in Spanish, which is worth naming if your candidate pool is bilingual.

If you list OSHA 10, word it as your own preference.

OSHA's own Outreach Training Program page says the 10-hour and 30-hour courses are a voluntary program that does not meet the training requirements of any OSHA standard, and that they are not a certification.

So word the OSHA 10 card as a preference your company sets, not an OSHA requirement — though OSHA notes that some states, municipalities or others may require outreach training as a condition of employment, so check yours before you write the line.

If a candidate completes a course mid-hiring, the card itself arrives later: authorized trainers have 90 days after course completion to issue it.

Keep the demands functional.

List the physical work — lifting equipment, stairs and tight spaces, extended time in PPE — as functions of the job.

Under the Americans with Disabilities Act as the Equal Employment Opportunity Commission (EEOC) reads it, medical and disability questions wait until after a job offer; you may ask whether and how a candidate can perform the job.

Where the job requires respirators, the fit test belongs to onboarding, not the posting: it happens before first use, when the facepiece changes, and at least annually after that.

The respirator, the training and the medical evaluations are provided at no cost to the employee, and the whole program runs under your written respiratory protection program.

If your screen includes criminal history, the EEOC lets you consider records but not treat applicants differently by race or national origin, and some states restrict when criminal history may be asked.

Rules change.

Confirm the current requirements with your state agencies and with OSHA before the posting goes up.

How do you state pay, on-call and benefits?

Set the range from your own market before you write the ad.

The federal wage data this research checked has no occupation line for the restoration technician title, so there is no benchmark figure to quote here — the defensible range comes from the postings you compete against and from your own job costing.

The method — building the band, the certification steps, the on-call math and the review calendar — is the what to pay restoration technicians guide.

In the states below, this research verified posting rules that make pay — and in some, benefits — required content.

Check each against your own headcount before you post:

• California. Employers with 15 or more employees must include the pay scale in any job posting. The state defines pay scale as a good-faith estimate of the salary or hourly wage range the employer reasonably expects to pay on hire.
• Colorado. The Equal Pay for Equal Work Act requires compensation, benefits, and how and when to apply in all job postings, and bars asking about or relying on an applicant's pay history.
• New York. Businesses with four or more employees must list a compensation range in advertised jobs, promotions and transfers, and say whether the job is commission-based.
• Washington. Employers with 15 or more employees must disclose the wage scale or salary range and a general description of benefits in each posting. A prevailing applicant or employee can recover statutory damages of $100 to $5,000 per violation — and for postings from July 27, 2025 through July 27, 2027, employers get 5 business days to correct a posting after written notice.
• Illinois. Employers with 15 or more employees must include the pay scale and benefits in any specific job posting, which a hyperlink can satisfy.

That set is where this research verified a rule, not a complete one — your state or city may also have a posting law, so confirm with your state labor agency before you post.

Pay history reaches the interview too: besides Colorado's bar above, California generally bars seeking an applicant's salary history while allowing questions about expectations, and Illinois bars wage and salary history questions and screening on them, with expectations allowed.

State the on-call terms as concretely as the pay.

The rotation, the response expectation and how call-out time is treated all belong in the posting, because the wage-hour treatment follows the facts.

Under 29 CFR 785.17, on-call time is hours worked when the technician must stay on or so close to the employer's premises that they cannot use the time for their own purposes; merely leaving word where they can be reached is not working time.

Travel between job sites during the workday — and travel from a required shop or meeting point to the first job — is part of the day's work under 29 CFR 785.38.

If your techs deploy for storms, say so and state how travel time and per diem are handled; this research holds no industry rate to copy.

The rotation itself — patterns, sizing and payment — is the on-call rotation guide.

Federal overtime rules put 40 hours as the most a covered employee may work in a workweek without overtime pay (29 CFR 778.101), owed at not less than 1.5 times the employee's regular rate (29 CFR 778.107).

Under 29 CFR 778.211, promised or announced bonuses — the regulation names attendance, production, retention and hiring-agreement bonuses — are not discretionary and must be included in the regular rate for overtime.

How a sign-on or call-out bonus in your own posting is treated is a question for your counsel; price the package knowing that.

Write the benefits block as content, not a label.

Washington and Illinois put benefits inside the posting requirement, and Colorado asks for them too, so a bare "benefits offered" line tells candidates nothing exactly where the law expects a description.

What makes restoration candidates apply (and what scares them off)?

Assume your posting is being read against three other restoration postings, and let the specifics decide it.

Write it concrete: a pay range instead of a "competitive pay" shrug, the on-call rotation published before the offer, the equipment and PPE listed as provided, and the certification you sponsor named with the window you will pay for it.

Add a sentence about where the role leads — crew lead, project manager, or running your largest losses as the senior tech — so a candidate who asks where the role goes can see the answer in the posting.

Read the draft for the omissions, too: no range, a rotation that only appears at the interview, a requirements list that stacks every credential as a demand, and silence on who pays for training.

A posting that demands five unrelated certifications has described a job nobody holds yet.

Then check the wording itself.

The EEOC bars help-wanted ads that show a preference for or discourage applicants based on race, color, religion, sex, national origin, age 40 and up, disability or genetic information.

Its own example is an ad seeking "females" or "recent college graduates", which may discourage men and people over 40 from applying.

Age-coded wording is the trap to watch for: sell the work, not the person you picture doing it.

The same discipline carries across every seat you hire for.

Writing restoration job ads is one craft — state the work, the rotation and the range, and let the requirements distinguish themselves.

Read the posting back as a candidate before it goes live: is the pay range in it, is the on-call rotation stated, and can a reader tell your requirements from your preferences?

Check the wording once against the EEOC ad rules above — the fix costs nothing before publication.

Prepare the screen you will run when applications land.

If a background check is part of it, the reports you buy from a screening company are consumer reports under the Fair Credit Reporting Act.

Before you order one, the Federal Trade Commission requires a written disclosure that stands alone — not inside the application — and the applicant's written permission.

Before rejecting an applicant based on the report, the FTC requires a pre-adverse-action notice with a copy of the report and a copy of 'A Summary of Your Rights Under the Fair Credit Reporting Act'.

The full sequence, including state timing rules, is the background checks for restoration employees guide.

Plan day one before day one.

New-hire paperwork has its own clock: Form I-9, Section 2 is due within three business days of the employee's first day — or by the first day itself for a job that lasts less than three business days.

Where the role requires respirators, fit testing happens before first use, when the facepiece changes, and at least annually after that, under the written respiratory protection program your company runs.

If you sponsored the WRT, get the class on the calendar in the first week — the promise in your posting is only as good as its date, and how other companies structure sponsorship and repayment is the paying for employee IICRC certification guide.

Then watch the posting work.

Browse the restoration technician jobs page to see what candidates for this role see, and where your opening sits.

The deep version of everything this page compresses — requirements, screening, pay, onboarding and retention — is how to hire a restoration technician.

Employer information, not licensing, legal, insurance, health, safety or tax advice. Confirm licensing, posting and pay rules with the state agencies named above, and with OSHA, the Department of Labor, an insurance professional or counsel where the question is theirs.