Desktop Technician

At CompucomStaffing, you’re more than just a number. Our employee relationship managers support you throughout your engagement, providing career guidance and reemployment assistance. Our client is looking for a qualified Desktop Technician to join their team onsite in Chicago, IL. This tech is responsible for maintaining accurate asset records, managing inventory levels, processing assigned cases, and ensuring service requests are handled within established SLA requirements. The role requires strong attention to detail, timely communication, accurate documentation, and adherence to customer processes. Duties and Responsibilities Update and maintain the inventory sheet on a weekly basis, ensuring all updates are completed Receive new assets, verify the required information, and update inventory and asset records accordingly Identify older or obsolete assets and work with the team lead to initiate the appropriate asset disposal case and removal process Monitor and maintain the customer-provided asset list and deploy assets according to the customer’s requested order, following the FIFO (First In, First Out) process Accept cases assigned to the technician and make initial contact within four business hours Document all customer interactions, actions, and updates clearly in the case notes Manage assigned cases to meet established SLA requirements with accurate and transparent status updates; Cases must not be artificially paused or placed on hold simply to avoid SLA impacts Maintain an appropriate supply of pre-imaged and deployment-ready assets, referred to as RTR (Ready to Rock), to support timely fulfillment of customer requirements Maintain accurate documentation and communicate issues, shortages, or potential delays to the appropriate team lead in a timely manner Wage Range The rate for this position is between $18.00 - $24.00 per hour, unlesslocal 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 mediumbusiness. For more information, visit Work Authorization Candidates mustbe authorized towork 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 AND 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 RHODEISLAND, ANDIS THEREFORE COVERED BY THE STATE’S WORKERS’ COMPENSATION LAW.

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