Onsite Level 2 Desktop Support Specialist

At CompucomStaffing , you’re more than just a number. Our employee relationship managers support you throughout your engagement, providing career guidance and reemployment assistance.

We are currently seeking a qualified Level 2 Desktop Support Technician to join our client's team onsite in Saint Louis, MO.

**THIS IS FOR A 7 WEEK SHORT TERM CONTRACT, MUST BE ABLE TO START AS SOON AS POSSIBLE**

Duties and Responsibilities:

• Provide install, move, add, change (IMAC), break-fix, and end user support activities as required
• Stage, build, and image systems with standard client image
• Complete special projects as requested
• Provide technical training to more junior employees
• Troubleshoot End User hardware and software incidents
• Follow Asset Management policy and procedures
• Complete monthly Cycle Counts

Skills and Qualifications:

• Minimum 3 to 5+ years of desk side support service experience
• A+, MCP, MSCE or equivalent certification desired
• Good knowledge of Mac device support is strongly preferred
• Strong working knowledge of MS Office and basic business applications
• Strong understanding of MS Windows operating systems
• Strong communication skills
• Strong analytic / troubleshooting skills
• Strong customer support skills

Wage Range :
The rate for this position is between $24.00 - $32.00 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.

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.

AI Usage: Please note, artificial intelligence (AI) may be used to screen, assess, or select applicants for this position.

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. #J-18808-Ljbffr