How to hire a boarder

How to hire a boarder, step by step

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

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

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1. Identify your hiring needs

   Before you post your boarder job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a boarder for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a boarder to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a boarder that fits the bill.

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

   Type of Boarder	Description	Hourly rate
   Boarder		$10-35

2. Create an ideal candidate profile

   Common skills:

   • PET

   Responsibilities:

   • Provide companionship and comfort for the pet during overnight stays.
   • Provide in-home and out-home pet care including; leash walks, off leash socials, and pet taxi.
   • Involve operating laundry machines and dryers for athletic teams and gym patrons, as well as supporting sport events (i.e.
   • Feed and water animals according to schedules and feeding instructions.

3. Make a budget

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

   • Location. For example, boarders' average salary in oregon is 49% less than in alaska.
   • Seniority. Entry-level boarders 71% less than senior-level boarders.
   • Certifications. A boarder 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 a boarder's salary.

   Average boarder salary

   $39,974yearly

   $19.22 hourly rate

   ---

   Entry-level boarder salary

   $21,000 yearly salary

   Updated December 16, 2025

4. Writing a boarder job description

   A job description for a boarder role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a boarder job description:

   Boarder job description example

   Provides administrative oversight for the District Board of Directors. Performs and/or oversees special projects requiring a high-level of independence and initiative in execution and implementation for the Health Care District Board of Directors and other special committees. Initiates, coordinates preparation for, attends, and takes minutes at all Board, and Board Committee meetings. Manages all required filings with the County/State for the Health Care District. Maintains all Board and Committee files.
   
   Initiates, coordinates, and executes support for the Sonoma Valley Health Care District Board of Directors and other Board Committees (i.e., Finance, Quality, Governance). Generates and assembles agenda and meeting packets consistent with Brown Act requirements. Ensures accurate preparation and timely distribution of agenda and meeting materials. Sets up and attends meetings, takes accurate minutes, and tracks follow-up items efficiently. Maintains all corresponding documents and files.
   
   Responsible for coordinating day and evening meetings, appointments, and travel arrangements on behalf of the Board of Directors. Calendars and coordinates all meetings and keeps Board of Directors and applicable Hospital staff informed of any changes; produces agendas, prepares and reviews documents and orders food/beverages, where applicable. Actively participates in a variety of meetings and committees, as requested; takes minutes, maintains documents and files, and tracks follow-ups as identified.
   
   Manages a wide variety of annual public agency filings and special projects for the Sonoma Valley Health Care District, including elections, conflicts of interest, special rosters, policies, applications, and others. Maintains e-files.
   
   Education: Bachelors degree preferred, or equivalent combination of education, training, and experience necessary to meet the requirements of this position.
   
   Experience: Prior experience working in a healthcare district organization providing administrative support preferred, as typically acquired during 5-7 years in a similar position. Previous experience taking meeting minutes required.
   Licenses & Certifications: N/A
   
   Required Skills & Knowledge: Ability to effectively engage with board members, executive team members, and other high profile audiences with a high level of finesse, diplomacy and professionalism. Excellent verbal, written and interpersonal communication skills, demonstrating excellent customer relations and problem solving skills. Knowledge of hospital operational structure, is desirable. Excellent organizational and analytical skills; ability to coordinate multiple tasks simultaneously and manage priorities and workflow; ability to use sound judgment and mature decision-making in the absence of direct supervision; ability to coordinate meetings and multiple calendars; high degree of responsibility for confidentiality; professional appearance and demeanor; proficient in Microsoft Outlook, Word, Excel, Adobe Acrobat, PowerPoint, Zoom and Teams.
   
   ID: 2022-1710
   
   Street: 347 Andrieux Street

   Copy this example

   

5. Post your job

   To find boarders 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 boarders they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level boarders 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 boarder job on Zippia to find and recruit boarder candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with boarder 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 boarder

   Once you've decided on a perfect boarder candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new boarder. 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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