How to hire a building services supervisor

How to hire a building services supervisor, step by step

Here's a step-by-step building services supervisor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a building services supervisor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A building services supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, building services supervisors 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.

   This list presents building services supervisor salaries for various positions.

   Type of Building Services Supervisor	Description	Hourly rate
   Building Services Supervisor		$12-25
   Lead Custodian	A Lead Custodian supervises the custodian division to maintain cleanliness in the office, building, and property at a given time, typically in the morning and evening. They are the ones in charge of performing minor maintenance, furniture, and other office equipment... Show more	$11-21
   Housekeeping Manager	A housekeeping manager is responsible for overseeing the general maintenance operations, ensuring the cleanliness and safety of all facilities, as well as inspecting the working conditions of tools and equipment. Housekeeping managers monitor the adequacy of maintenance inventory, coordinate with suppliers and third-party vendors, and develop quality upgrade plans for floor layouts... Show more	$15-30

   Show more

2. Create an ideal candidate profile

   Common skills:

   • HVAC
   • Cleanliness
   • General Maintenance
   • Building Maintenance
   • Plumbing
   • Departmental Policies
   • Customer Service
   • Employee Development
   • Scrubbers
   • Building Inspections
   • Square Feet
   • Snow Removal
   • Inventory Control
   • Payroll

   Check all skills

   Responsibilities:

   • Manage computerize controls for heating, A/C and all energy management systems.
   • Assist with payroll and scheduling of request time off by staff.
   • Streamline work order process by eliminating quarterly preventative maintenance practices such as floor waxing/stripping, and HVAC coil cleaning.
   • Initiate and prepare forms and records including payroll, inventory, work schedules, requisitions, and special reports.
   • Perform lifeguard duties for a multigenerational community.
   • Supervise the use and maintenance of cleaning equipment such as compactors, extractors, buffing machines, vacuum cleaners, etc.

3. Make a budget

   Including a salary range in your building services supervisor job description is a great way to entice the best and brightest candidates. A building services supervisor salary can vary based on several factors:

   • Location. For example, building services supervisors' average salary in south carolina is 53% less than in massachusetts.
   • Seniority. Entry-level building services supervisors earn 54% less than senior-level building services supervisors.
   • Certifications. A building services supervisor with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a building services supervisor's salary.

   Average building services supervisor salary

   $37,217yearly

   $17.89 hourly rate

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   Entry-level building services supervisor salary

   $25,000 yearly salary

   Updated December 19, 2025

4. Writing a building services supervisor job description

   A good building services supervisor 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 a building services supervisor job description:

   Building services supervisor job description example

   The Building Services Supervisor is a member of Facilities Operations and is committed to the success of our students, faculty, staff, alumni, and visitors by maintaining our beautiful campus. We invite you to be a part of our inclusive Building Services team where we promote an atmosphere of teamwork, innovation, integrity, inclusiveness, respect, and sustainability. Our goal as Building Services is to provide an experience for customers that creates a caring and supportive environment. We seek individuals who will spend a significant portion of their time in campus buildings and interacting with the end-users to meet this expectation.
   
   The Building Services Supervisor is a working supervisor, along with a team of 15 to 40 union team members, and is responsible for all phases of cleaning within the University. Our staff has a daily presence in every building on Princeton's campus and provides cleaning and logistical support of campus events. We maintain student laundromats and campus fire extinguishers. Our team cares for over 10,000,000 square feet daily, and help setup and take down over 125 pieces of rental equipment each year. This position routinely interacts with members of the campus community and serves a vital role in providing excellent service.
   Responsibilities
   
   Custodial Operations Ensures that the quality of custodial services meets established guidelines by inspecting the work of team members and directing corrective measures to be taken when necessary to meet those guidelines. Provides and directs support of custodial services under emergency conditions or unique circumstances by performing custodial duties directly related to the emergency conditions or as the situation dictates. Ensures that personnel have the equipment and supplies necessary to perform custodial services by issuing supplies as needed, completing request form(s) for replacement items, and storing the supplies and equipment in a secure storage facility. Ensure that team complies with all regulatory and cleaning industry requirements around the areas of OSHA, ANSI, APPA, ISSA, GS-42, and waste stream management. Assist in the turnover of dormitory rooms at certain times of the year. Support our core value of Sustainability while monitoring use of supplies, support our recycling program, and safeguard supplies to be environmentally safe. Administrative Task Assign building keys to custodial staff and maintain key security. Engage customers frequently to assess needs, expectations, and satisfaction to gain understanding of their views. Assists in hiring qualified team members by participating in the interview process and making recommendations regarding the employment of applicants. Work internally to monitor and report employee labor, attendance, and punctuality. Utilize technological tools and programs including, but not limited to: CMMS (Maximo), SharePoint, various aspects of Microsoft Office, and web sites. Ensure technology is deployed effectively and consistently on a personal level and within the team. Effectively request the usage of overtime by continuous monitoring of university activities and departmental workload. View and make data entry daily in the work order system (CMMS) by regularly monitoring labor transactions and the timely completion of work orders. Additionally, submit work orders for observed maintenance needs. Schedule work assignments by setting priorities for staff, planning for effective university activities, and special event support. Leadership Tasks Demonstrated ability to work in a culturally diverse environment with demonstrated flexibility and composure. Demonstrate our core value of Inclusiveness by creating strong employee morale and cultivating a culture of inclusion, fairness, and effective leadership while embracing diversity in recruitment and talent retention efforts. Collaborate with the University community and promote healthy working relationships on a regular basis through professionalism and courtesy. Model our core value of Teamwork by ensuring employees are appropriately informed of university business and trained to apply technical skill sets as directed; cleaning practices, event protocols, universal precautions, and equipment operation. Develop employee skills via the appraisal process, coaching, encouragement, training and use of the disciplinary process. Practice our core value of Integrity by building a culture of safety; conduct routine inspections, communicate and reinforce safety policies and procedures, and review daily observations. Carry and operate a university owned cell phone/portable radio to maintain workplace communication. Show our core value of Respect when representing the department at meetings regarding campus activities, customer service, or other topics of general interest to the department or University Community. Show our core value of Innovation as an active member of the department leadership team, encouraging creativity, sharing valued remarks, and demonstrating perseverance with recommendations to the Operations Manager. Create a safety culture by modeling safe behavior, regularly participating in scheduled Safety Huddles, demonstrating a zero-tolerance for unsafe work practices, and serving as a source of expertise on safety matters. Report custodial equipment repairs to ensure completed. Contributes to the overall success of the department by performing other essential duties and responsibilities as assigned.
   
   Qualifications
   
   Essential (including physical requirements): High School Diploma or GED. Good interpersonal and communication skills in reading, writing and in giving oral instructions in English. Proven experience in leading a team or group. Experience and knowledge of equipment and methods used currently in the cleaning industry. A valid driver's license to drive university golf carts/scooters or vehicles. A fundamental knowledge of basic computer use. Able to work flexible hours on regular time, and overtime to meet the needs of the operation; will be required to receive and manage emergency calls after regular work hours. Able to stand or walk 2-4 hours at one time for 6-8 hours per day. Able to lift or carry up to 10 pounds frequently (33% – 66% of the workday) Able to lift or carry up to 50 pounds occasionally (up to 33% of the workday) and in a range of motions from floor to shoulder height. Able to lift up to 30 pounds in a range of motions from floor to overhead. Able to push or pull using forces up to 10 pounds constantly (over 66% of the workday). Able to push or pull using forces up to 60 pounds occasionally (up to 33% of the workday). Able to frequently use hands for simple grasping, pushing, or pulling. Able to bend, push, or pull frequently (33% - 66% of the workday). Able to squat, kneel, climb, reach overhead, or lift overhead occasionally (up to 33% of the workday). Able to climb stairs or ladder, shovel snow, and work outdoors in a variety of environmental conditions. Able to work at heights, possess full range of body motions and physical agility, and have the ability to maintain balance. Preferred: Industry related certification(s) Experience in a higher education custodial environment Previous experience working in a union staff environment Previous experience in custodial services NOTE: All Facilities employees are core essential employees and are expected to be available to work as directed by the department during emergencies and certain campus events. Princeton University is an Equal Opportunity/Affirmative Action Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law. EEO IS THE LAW
   
   PI193026477

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5. Post your job

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

6. Interview candidates

   Recruiting building services supervisors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 building services supervisor

   Once you've decided on a perfect building services supervisor 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.

   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.

   To prepare for the new building services supervisor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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