How to hire an airman

How to hire an airman, step by step

Here's a step-by-step airman hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an airman job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new airman
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The airman hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An airman's background is also an important factor in determining whether they'll be a good fit for the position. For example, airmen from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of airman salaries for various roles:

   Type of Airman	Description	Hourly rate
   Airman		$11-51
   Crew Chief	Crew chiefs are the ones responsible for the whole helicopter crew. They are in charge of all that happens to the helicopter, often working for a few hours prior and after their mission... Show more	$11-51

2. Create an ideal candidate profile

   Common skills:

   • Emergency Situations
   • Airmen
   • Logistics
   • Combat
   • Law Enforcement
   • Troubleshoot
   • Nuclear Weapons
   • USAF
   • Preventive Maintenance
   • CPR
   • Flight Deck
   • Test Equipment
   • Flight Line
   • Aerospace

   Check all skills

   Responsibilities:

   • Coordinate and manage daily briefings with senior military leadership on status of communication infrastructure and open trouble tickets/work orders.
   • Train EOD teams to recognize common insurgent devices and TTP.
   • Conduct initial and refresher simulator and classroom instruction in aircraft systems and air warfare tactics for F-14A aircrew.
   • Damage control operations include general shipboard firefighting, CBR (chemical, biological and radiological) operations, and HAZMAT operations.
   • Serve as the unit SME for intelligence support to mission planning, briefing/debriefing, threat systems and unit weapons system employment.
   • Certify & attend refresher courses for HAZMAT requirements.

3. Make a budget

   Including a salary range in your airman job description is one of the best ways to attract top talent. An airman can vary based on:

   • Location. For example, airmen' average salary in wyoming is 56% less than in alaska.
   • Seniority. Entry-level airmen 78% less than senior-level airmen.
   • Certifications. An airman with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an airman's salary.

   Average airman salary

   $51,612yearly

   $24.81 hourly rate

   ---

   Entry-level airman salary

   $24,000 yearly salary

   Updated December 15, 2025

4. Writing an airman job description

   A good airman job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an airman job description:

   Airman job description example

   B3H is searching for a TACP / BARS Analyst candidate. The TACPs and ASOCs deploy and work on a daily basis with the Army to optimize aerospace power in support of the ground force commander's objectives. Contractor assistance is required to provide support services to HQ ACC, A3J Joint Integration Division to assist with the management, development, training, and implementation of TACP and ASOC systems as well as identify and resolve Army interoperability issues. This includes development of operational requirements, concepts of operation, DOC statements and UTCs. Reviews SORTS and various other operational documents, as well as operational input to documents produced by the Joint Staff, Air Staff, Unified Commands, Aerospace Command and Control, Intelligence, Surveillance and Reconnaissance Center (AC2ISRC) and various program offices. This position is Located at Langley AFB, Hampton VA.
   
   B3H is a leader in building winning DoD and corporate teams. B3H provides the full spectrum of strategic planning, program management, acquisitions management, systems engineering & integration, cost analysis, training, systems requirements analysis, and instructional system design for the DoD. B3H delivers quality performance with complete government visibility and control. Corporate headquarters are in Shalimar, Florida.
   Responsibilities Coordinate overall BAR3 program management with the BAR3 Program Office at Wright-Patterson AFB, OH, inventory control point support with Naval Surface Warfare Center (NSWC), Crane, IN, and coordinate and review software support from 580th SMX at Warner-Robins AFB, GA. support with 580th SMX at Warner-Robins AFB, GA. Provide TACP mission area management of the BAR3 program for 2,000 personnel with funding in excess of $4M. Manage $3M+ TACP inventory control point.
   Coordinate required MIPR and OBAN transfers with the ACC/A3JC Resource Advisor.
   Maintain individual equipment templates.
   Conduct annual template reviews.
   Develop new templates as required.
   Research proposed new equipment items for procurement availability.
   Develop procurement procedures for new and existing template items.
   Participate in quarterly BAR3 program working group meetings as the TACP SME.
   Participate in TACP voting member for software requirements working groups (RWGs).
   Maintain inventory control point individual equipment stock levels with Quarterly procurement through DLA, GSA, and BA contracting.
   Track and accept DLA, GSA, and contracting orders.
   Approve orders for Technical Training Graduates (TTGs), 13L non-rated Air Liaison Officer (ALO) graduates, and rated ALO replacements.
   Approve sustainment requests from individuals.
   Research and resolve equipment delivery issues.
   Provide/schedule unit level accountable officer training.
   Liaise with Headquarters Air Force (HAF), other MAJCOMs, and ANG.
   Develop POM submission with ACC/A3JC PEM.
   Prepare power point BAR3 program briefings.
   Coordinate, schedule, and conduct site visits as required. Qualifications Possess a Bachelor's Degree in Business Administration or equivalent degree.
   Minimum of 15 years TACP operational experience.
   Minimum 5 years working with the BAR3 program.
   Possess a minimum of 5 years in NAF, MAJCOM, or HAF level staff experience
   Possess a minimum of four years' experience of equipment procurement procedures.
   Possess a minimum of five years' experience with USAF logistics / supply procedures. Security Clearance - Secret minimum

   Copy this example

   

5. Post your job

   To find airmen for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any airmen they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level airmen with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your airman job on Zippia to find and recruit airman candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with airman candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new airman

   Once you've found the airman candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new airman. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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