How should I present compensation in a AV Technician job ad?

Present compensation transparently by stating a clear salary range, your overtime policy, and how unsocial hours are compensated. AV Technician salaries in the UK range from around 24,000 to 30,000 pounds for entry-level roles, 28,000 to 38,000 for experienced technicians, and 35,000 to 45,000 for senior positions, with London commanding a significant premium. However, the base salary alone does not tell the full story for event-driven roles. Technicians need to understand how overtime is handled, whether that means paid overtime at an enhanced rate, time off in lieu, or the expectation that additional hours are absorbed into the salary. This single detail significantly affects real earnings and is frequently the deciding factor between competing offers. If your venue offers premium rates for weekend work, evening events, or bank holiday cover, state these rates explicitly as they can substantially increase total annual earnings.

Common misunderstanding: Listing exact pay in a job ad limits negotiation flexibility and disadvantages the employer.

Pay transparency actually strengthens your position. AV technicians who know your salary range self-select based on whether it meets their expectations, saving both parties from wasted interview time. Candidates who apply despite knowing the range have already accepted it as a starting point. Hiding pay simply pushes the conversation to a later stage where it costs more to discover a mismatch.

Common misunderstanding: AV Technician compensation should be presented as a single figure rather than a range to avoid candidates expecting the top end.

A range reflects reality and respects candidates' intelligence. Entry-level and experienced technicians command different rates, and candidates understand this. A range signals that you have a structured approach to pay progression and that higher earnings are achievable with experience and performance, which is motivating rather than problematic.

What level of pay transparency is appropriate in a AV Technician job ad?

Full transparency is the most effective approach for AV Technician recruitment because these candidates actively compare opportunities across hospitality, corporate IT, and dedicated AV integration companies. When your ad withholds salary information, technicians assume you are either below market rate or using a strategy that does not respect their time. Include the base salary range appropriate to the experience level you are recruiting for, state the overtime rate or TOIL policy clearly, and specify any unsocial hours premiums for weekend or evening event work. If your total realistic earnings including regular overtime are significantly higher than the base salary, present this as a separate figure so candidates can compare accurately. Technicians who are currently earning 32,000 in a corporate IT role need to see that your 30,000 base with regular paid overtime at time-and-a-half actually delivers 36,000 or more annually.

Common misunderstanding: AV Technicians in hospitality should expect lower pay than those in corporate or AV integration sectors because hospitality pays less generally.

While some hospitality roles pay below corporate equivalents, skilled AV technicians command similar rates across sectors. If your compensation is genuinely competitive, transparency proves this. If it is below market, hiding it does not change the reality; it just delays the disappointment. Better to attract candidates who accept your range than to waste resources on candidates who reject it at offer stage.

Common misunderstanding: Discussing overtime compensation in the job ad suggests the role involves excessive overtime and deters candidates.

AV technicians expect event-driven roles to involve overtime. What concerns them is not the existence of overtime but the fairness of its compensation. A clear policy stated upfront, whether that is enhanced hourly rates, structured TOIL, or a specific number of included hours, reassures candidates that their time is valued and prevents the resentment that builds when overtime policies are discovered after starting.

How do I make the earnings package compelling in a AV Technician job ad?

Make the earnings package compelling by presenting total realistic earnings rather than just the base salary, and by highlighting the non-monetary value that your venue provides. If a technician working regular event schedules with paid overtime can realistically earn 36,000 against a base of 30,000, lead with the total figure. Include the monetary value of training and certification: manufacturer certifications from Crestron or Extron and industry qualifications like AVIXA CTS can cost thousands of pounds individually, so a funded training programme represents genuine additional compensation. Present equipment quality as value: working with modern, well-maintained systems provides professional development that builds career capital, whereas struggling with aging equipment provides only frustration. If your venue offers progression to senior technician or technical manager roles with corresponding salary increases, present the full earnings trajectory. A candidate choosing between a 32,000 static role elsewhere and a 30,000 starting role with you that progresses to 42,000 within three years sees a very different picture when the pathway is made explicit.

Common misunderstanding: Non-monetary benefits like training and equipment quality do not meaningfully influence AV Technician compensation decisions.

For AV technicians building careers, funded certifications and access to current technology are directly career-enhancing and have quantifiable value. A Crestron certification funded by the employer saves the technician thousands of pounds and increases their market value. This is not a soft perk; it is tangible professional investment that candidates weigh alongside salary.

Common misunderstanding: Presenting the earnings package compellingly means inflating figures or presenting best-case scenarios that candidates will not realistically achieve.

Overstating earnings destroys trust when reality does not match the ad. Present realistic figures based on typical working patterns, not theoretical maximums. A technician who was told they could earn 40,000 with overtime but finds they consistently earn 33,000 will leave feeling misled. Honest presentation of achievable earnings builds the trust that retains technicians long-term.