Mobile Device Support Technician

Duties And Responsibilities

• Receive, stage, configure, image, and prepare mobile devices for deployment
• Execute device provisioning activities using approved standards and documented procedures
• Validate device readiness before distribution
• Perform device refresh, replacement, and swap activities
• Serve as the onsite operational extension of the enterprise mobility program
• Work closely with warehouse operations, onsite support teams, and global mobility administrators
• Support large-scale device rollout projects

Inventory & Asset Management

• Maintain accurate inventory records for mobile devices and related accessories
• Track device assignments, returns, replacements, and lifecycle status
• Aid with asset audits and inventory reconciliations
• Cook up procurement replenishment requests when inventory thresholds are reached

Logistics & Warehousing

• Manage receiving, shipping, storage, and movement of mobile devices
• Cook up equipment shipments to end users and supported locations
• Process returned equipment and prepare devices for redeployment or disposal
• Maintain organized stockroom and staging areas

Operational Support

• Troubleshoot basic device provisioning and enrollment issues
• Cook up with centralized MDM administrators on escalated technical issues
• Support device onboarding, replacement, and decommissioning activities
• Document issues, resolutions, and process improvements

Skills And Qualifications

• Minimum 2+ years of experience
• Strong mobile device building skills
• Strong time management expertise and organization skills
• Experience with Microsoft Intune, VMware Workspace ONE, MobileIron, MaaS360, or similar MDM platforms preferred
• Experience supporting corporate mobile device rollouts preferred
• Knowledge of enterprise asset management practices preferred
• Experience working within ITIL-based support organizations preferred
• Basic understanding of device enrollment, security policies, and enterprise mobility concepts preferred

Pay Range

The rate for this position is between $16.75 - $22.33 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

• 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

Equal Employment Opportunity

We provide IT staffing services and solutions to Fortune 1000 companies as well as small and medium businesses. For more information, visit www.compucom.com. 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 STATE’S WORKERS’ COMPENSATION LAW.