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Help Desk Tier 2 in New York, NY

Help Desk Tier 2 Job Description

Help desk professionals provide customer-focused IT support, resolving issues related to hardware, software, and networks. They need excellent problem-solving, communication, and interpersonal skills, plus a strong understanding of the IT systems they support.Help Desk Tier 2 positions typically require two to four years of work experience and may require either a bachelor’s degree or a two-year degree plus work experience in a help desk setting.

Typical help desk tier 2 duties:

Resolving more complex issues requiring detailed systems and applications knowledge; these issues have been escalated from Tier 1 Deciding whether to generate a trouble or work order ticket for issues that will require a visit to the user’s PC or workstation

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Salary for Help Desk Tier 2 in New York, NY
65179 - 91114
Low
65179
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
80876
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
91114
The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.
Projected salaries for related positions Job title Low Mid High IT Operations Manager 160729 198266 235804 IT Manager 147420 171308 195195 Help Desk Support Manager 114319 140936 157658 Help Desk Tier 3 81559 96915 111589 Help Desk Tier 1 55965 67909 77123 Instructor/Trainer 95550 115001 135135 Desktop Support Analyst 75758 91114 106811 Product Support Specialist 69274 84971 106129 Cable/Computer Technician 58695 69956 78829

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Our starting salary projections come from a rigorous, multistep process so that our numbers accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our salary data in three levels: low, mid and high.