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Virtual Design Jobs in Minnesota (NOW HIRING)

Daikin Applied

Staff Design Engineer

Plymouth, MN · On-site

$109K - $188K/yr

Utilize model-based design to drive concept selection through trade-space analysis, predict performance and rating metrics, and enable virtual validation. * Create and execute design validation plans ...

Daikinapplied

Staff Design Engineer

Minneapolis, MN · Hybrid

$109K - $188K/yr

Utilize model-based design to drive concept selection through trade-space analysis, predict performance and rating metrics, and enable virtual validation. * Create and execute design validation plans ...

AGCO

Design Engineer, Crop Care Planters

Jackson, MN · On-site +1

$65K - $80K/yr

Communicate design concepts across teams and stakeholders. * Solve engineering problems and ... Flexible and virtual work options (where available) * 401(k) Savings Plan with company match

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How much do virtual design jobs pay per hour?

As of Jul 16, 2026, the average hourly pay for virtual design in Minnesota is $23.90, according to ZipRecruiter salary data. Most workers in this role earn between $20.00 and $26.83 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Virtual Designer, and why are they important?

To thrive as a Virtual Designer, you need a solid understanding of design principles, 3D modeling, and digital visualization, often supported by a degree in design, architecture, or a related field. Proficiency in industry-standard tools such as Autodesk Revit, SketchUp, Blender, or Adobe Creative Suite is typically required. Strong creativity, attention to detail, and effective communication skills help Virtual Designers translate ideas into immersive digital experiences and collaborate with clients or teams. These skills are crucial for delivering visually compelling, accurate designs that meet project goals and client expectations in a highly technical and collaborative environment.

What kind of jobs in media bring in $150,000 a year?

In media, high-paying roles such as senior visual designers, creative directors, or multimedia art directors can earn $150,000 or more annually. These positions often require extensive experience, advanced skills in design software, and leadership responsibilities within advertising agencies, production companies, or large media organizations.

How does a Virtual Design professional typically collaborate with architects, engineers, and construction teams?

Virtual Design professionals often serve as a bridge between architects, engineers, and construction teams by creating and managing digital models that facilitate clear communication and coordination. They use tools like BIM (Building Information Modeling) to integrate input from various stakeholders, identify potential design clashes, and streamline workflows. Regular meetings and model-sharing sessions are common, ensuring that everyone is aligned and that updates are made efficiently. This collaborative approach helps minimize errors, optimize project timelines, and deliver higher-quality results.

What jobs can you do with digital design?

With digital design skills, you can pursue roles such as graphic designer, web designer, user interface (UI) designer, user experience (UX) designer, motion graphics artist, and digital illustrator. These jobs typically require proficiency in design software like Adobe Creative Suite and an understanding of visual communication principles.

Is AI replacing designers?

AI is transforming the field of virtual design by automating repetitive tasks and assisting with creative processes, but it does not fully replace designers. Virtual designers still rely on human creativity, critical thinking, and expertise to develop unique and effective designs, often using AI tools to enhance productivity and innovation.

What is virtual design?

Virtual design refers to the process of creating and visualizing digital models, environments, or products using specialized software and technology. Professionals in virtual design use tools like 3D modeling, CAD, and virtual reality to simulate designs before they are built or manufactured. This approach allows for efficient collaboration, error reduction, and improved creativity in fields such as architecture, engineering, and product development. Virtual design is increasingly important as industries seek to streamline workflows and enhance visualization capabilities.

What is the highest paid design job?

In the field of virtual design, senior roles such as Lead Designer or Creative Director typically earn the highest salaries, often exceeding six figures, especially in large companies or specialized industries. These positions require extensive experience, advanced skills in design software, and leadership abilities.
What are the most commonly searched types of Design jobs in Minnesota? The most popular types of Design jobs in Minnesota are:
What are popular job titles related to Virtual Design jobs in Minnesota? For Virtual Design jobs in Minnesota, the most frequently searched job titles are:
What job categories do people searching Virtual Design jobs in Minnesota look for? The top searched job categories for Virtual Design jobs in Minnesota are:
Virtual Design jobs near you
Infographic showing various Virtual Design job openings in Minnesota as of July 2026, with employment types broken down into 89% Full Time, 8% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $49,704 per year, or $23.9 per hour.
Technical Trainer - Internal Virtual Training

Technical Trainer - Internal Virtual Training

Marmon

Brooklyn Park, MN

$33.75 - $45/hr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 14 days ago

Marmon Holdings rating

7.7

Company rating: 7.7 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

Job description

Marmon Foodservice Technologies, Inc.

As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best.

Though you may not know us by name, you've most likely enjoyed meals and refreshments supported by our industry-leading brand portfolio. For decades, we've designed and manufactured foodservice equipment for some of the world's biggest, most recognized consumer brands.

We are driven to innovate with a clear purpose in mind: revolutionizing the future of foodservice. Guided by our commitment to Doing Things That Matter, Leading at Every Level, and Winning a Better Way, we focus on delivering meaningful impact for our customers, our communities, and each other.

The Technical Training Specialist ensures the organization consistently delivers high-quality, scalable technical service by developing and enabling diagnostic capability across the Support Contact Center through structured, virtual training and knowledge development.

This role creates value by translating real-world service demand, diagnostic gaps, and product complexity into targeted training and technical service documentation that improve first-time resolution, reduce escalation volume, and strengthen technical confidence across the organization. Through close partnership with Support, Customer Operations, Engineering, and Field teams, the Technical Training Specialist ensures capability development is aligned to actual customer needs and that highly technical source materials are converted into service-ready documents that can be applied consistently in the field and support environment.

Role Summary

The Technical Training Specialistis responsible fordesigning, delivering, and continuously improving virtual technical training programs that build diagnostic capability and execution consistency for learners.

This role serves as the bridge between technical knowledge and operational execution, ensuring that team members and technicians are equipped with the skills, tools, and expertise needed to diagnose and resolve issues effectively. Validating complex engineering manuals and highly technical documentation are translated into clear, practical, technical service-ready materials.

The Technical Training Specialist works closely with Technical Case Owners,NPD Readiness Leads,and Customer Operations Leads toidentifycapability gaps, reinforce best practices, and ensure that training is aligned with real service demand and business priorities.

Key Responsibilities

1. Technical Training Design & Delivery (Virtual Focus)

  • Design anddeliver structured virtual technical training programsfor:
    • New hire onboarding
    • Ongoing capability development
    • Advanced diagnostic training
    • External Technicians
  • Facilitate engaging, interactive virtual sessions to reinforce:
    • Diagnostic troubleshooting
    • Equipment functionality
    • Service workflows and tools
  • Ensure training is clear, consistent, and aligned to operational expectations

2. Diagnostic Capability Development

  • Develop and deliver training that improves:
    • First-time resolution
    • Escalation quality
    • Case ownership discipline
  • Strengthendiagnostic skills across Technical Case Owners

3. Training Needs Identification (Demand-Based)

  • Partner with MFT Aftermarket teams to identify:
    • Skill gaps driving repeat contact or escalation
    • Knowledge gaps in products, systems, or workflows
  • Prioritize training basedon real service demand and business impact

4. Knowledge Content Development & Maintenance

  • Develop andmaintain a library of content including technical documents, work instructions, technical job aids and training materials
  • Ensure all content is accurate, up to date, and easy to use
  • Content is structured for technical service use, training reinforcement, and real-world troubleshooting application
  • Translate complex manuals and technical documents into simplified service documentation, job aids, and training materials tailored for technical support and field service audiences

5. Cross-Functional Collaboration (Engineering, Support, Field)

  • Partner with Engineering to identify product updates, common failure modes, and design changes
  • Partner with Support teams to align training with operational workflows and expectations
  • Engage with Field/ASA teams to:
    • Incorporate field insights into training content
    • Ensure training reflectsreal-world application and service execution

6. Reinforcement of Service Delivery Model

  • Align all training to the Aftermarket Service Delivery Model
  • Ensure team members understandhow their role contributes to end-to-end outcomes

7. Training Effectiveness & Continuous Improvement

  • Measure effectiveness of training through:
    • Performance trends (FTR, escalations, repeat calls)
    • Learner performance evaluations
  • Continuously refine training content and delivery methodsto meet business needs

8. Coaching & Skill Reinforcement

  • Support frontline leaders andtechnical case ownersin reinforcing training concepts
  • Provide targeted coaching sessions for individuals or groups with identified gaps
  • Reinforce consistent use of:
    • Tools
    • Diagnostic processes
    • Standard work

Key Decisions Owned

  • Prioritization of training topics based on demand signals and performance gaps
  • Design and structure of training programs and curricula
  • Identification of knowledge gapsimpactingservice outcomes
  • Recommendations for updates to work instructions and diagnostic tools
  • Standards for converting technical source content into service-ready documentation and training tools
  • Methods for delivering and reinforcing virtual training effectively
  • Coordination and scheduling for virtual training activities

Measures of Success

  • First-Time Resolution (FTR):Improvement tied to stronger diagnostic capability
  • Escalation Rate:Reduction in avoidable escalations
  • Escalation Quality:Improved completeness and effectiveness of escalations
  • Repeat Contact Rate:Reduction driven by improved resolution quality
  • Time to Resolution:Faster, more effective case handling
  • Training Effectiveness:Measurable performance improvement post-training
  • Knowledge Utilization:Increased adoption of tools (e.g., Zingtree, job aids)
  • Documentation Effectiveness:Technical service documents areaccurate, usable, and adopted by support and field teams
  • Capability Progression:Improved skill levels acrossaftermarket teams
  • Other duties as assigned

Qualifications & Experience

  • Bachelor's or Associate'sdegree in a technical field (electronics, refrigeration, electrical systems, Learning and Development, or related) or equivalent experience
  • 4-7+ years of experience in:
    • Technical support
    • Field service
    • Training or capability development
    • Technical writing or development of service documentation
  • Strong experience in:
    • Equipment diagnostics and troubleshooting
    • Contact center or service operations environments

Key Skills & Competencies

  • Instructional design and curriculum developmentexpertise (ADDIE model)
  • Audio/Video/eLearning Authoring/Virtual Training Tools (Storyline, Rise, Captivate)
  • Strong technicalexpertiseand diagnostic capability
  • Technical writing, and content development
  • Ability to translate complex technical concepts into clear, teachable content service-ready documents for technical support and field use
  • Strong facilitation and virtual training delivery skills
  • Data-driven mindset foridentifyingtraining needs and measuring effectiveness
  • Strong communicationand stakeholder collaboration skills
  • Continuous improvement mindset

Nice-to-Have / Future-Focused Capabilities

  • Experience building structured training curricula
  • Familiarity with knowledge management systems (e.g., Zingtree)
  • Exposure to KPI-driven service environments
  • Experience in aftermarket,foodservice, or equipment-based industries
  • Lean /continuous improvement experience

Travel Expectations

  • 25-30%

Benefits

We support your well-being with comprehensive and easy-to-use benefits that you'll be eligible to enroll in on your first day of employment. Here are some of the highlights:

  • Medical, Dental, Vision, and Prescription Drug insurance plans
  • Access to a Health Advocate who is an expert in Marmon's health plan and can help you select the best health benefits for you and your family
  • Tax advantaged spending accounts for health and dependent care expenses
  • Wellness programs and resources including Telehealth, Mental Health, Fitness, and Family Planning
  • Generous paid time off for personal use, holidays, and parental leave
  • Company-sponsored life insurance
  • 401(k) with fully vested company match; Marmon may also make an additional annual discretionary contribution to your account, whether or not you contribute on your own
  • Financial and retirement advising

About Marmon Holdings

Marmon Holdings, Inc., a Berkshire Hathaway company, comprises 11 groups and more than 100 autonomous businesses with total annual revenue of $10 billion. Marmon's 28,000-plus team members are celebrating the company's 70th anniversary in 2023 and helping write the next chapter of Marmon's story.

Pay Range:

86,640.00 - 129,960.00

We offer a comprehensive benefits package that may include medical, dental, vision, 401k matching, and more!

Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.

We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to careers@marmon.com, and please be sure to include the title and the location of the position for which you are applying.

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