How to hire a building superintendent

How to hire a building superintendent, step by step

Here's a step-by-step building superintendent 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 superintendent job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new building superintendent
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your building superintendent 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 building superintendent 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

   A building superintendent's background is also an important factor in determining whether they'll be a good fit for the position. For example, building superintendents 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 superintendent salaries for various positions.

   Type of Building Superintendent	Description	Hourly rate
   Building Superintendent		$18-39
   Crew Foreman	A crew foreman coordinates the daily activities in a construction site to ensure that operations adhere to deadlines, budgets, and quality standards. They serve as the point of contact for supervisors, clients, and construction workers... Show more	$19-30
   Crew Leader	Crew leaders are restaurant workers who act as the team leader of the restaurant's crew. They are usually tenured employees with leadership skills who are respected by the team... Show more	$12-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Plumbing
   • OSHA
   • Sub Contractors
   • Safety Standards
   • Construction Projects
   • HVAC
   • Building Codes
   • Cleanliness
   • Snow Removal
   • Preventative Maintenance
   • Emergency Calls
   • Mechanical Systems
   • Building Systems
   • Residential Buildings

   Check all skills

   Responsibilities:

   • Demonstrate leadership, accountability, and teamwork when managing the budget by empowering staff members to participate in controlling expenditures.
   • Handle all aspects of building maintenance, including force air computerize HVAC system, lawn care, carpentry, and pluming.
   • Charge with the running and testing of electrical lines, changing switches their connect receptacles.
   • Negotiate contracts for maintenance, repairs, cleaning, HVAC, and general upkeep of building and grounds for multiple buildings
   • Repair or replace defective electrical switches and other fixtures.
   • Maintain all heating, ventilation and air conditioning equipment throughout facilities.

3. Make a budget

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

   • Location. For example, building superintendents' average salary in mississippi is 44% less than in illinois.
   • Seniority. Entry-level building superintendents earn 53% less than senior-level building superintendents.
   • Certifications. A building superintendent 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 superintendent's salary.

   Average building superintendent salary

   $57,406yearly

   $27.60 hourly rate

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   Entry-level building superintendent salary

   $39,000 yearly salary

   Updated December 18, 2025

4. Writing a building superintendent job description

   A good building superintendent 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 superintendent job description:

   Building superintendent job description example

   Come join a friendly and inclusive team that provides quality care! Community Healthlink (CHL) recognizes the power of a diverse community and seeks applications from individuals with varied experiences, perspectives, and backgrounds. Community Healthlink (CHL) is looking for a full-time (37.5 hrs/wk) Building Superintendent in Worcester, MA.
   
   Community Healthlink is a multi-service, private, non-profit organization committed to promoting, maintaining and restoring the dignity, well-being and mental health of individuals and families in Central Massachusetts.
   
   The Building Superintendent works at the many program facilities around Worcester County doing maintenance, repairs and general upkeep.
   
   + Perform a variety of routine facility maintenance and repair duties including basic carpentry, plumbing and electrical
   
   + Perform routine preventive maintenance to ensure that buildings continue to run smoothly, systems operate efficiently, and the physical condition of buildings does not deteriorate
   + Record repairs of maintenance information
   
   + Read work orders to determine repairs needed
   
   + On call hours may be necessary
   
   + Must be comfortable with basic hand & power tools.
   
   + High School Diploma, HiSet or GED required
   
   + Facility maintenance experience preferred
   
   + Must be comfortable with computers and smart phones
   
   + Current valid US-issued driver's license and ability to provide registered and insured automobile for work related purposes including travel between work sites
   
   + Must be able to lift a maximum of 50 pounds
   
   + All candidates will be subject to a CORI review as outlined in the regulations set by the Massachusetts Executive Office of Health and Human Services. For more information, click here.
   
   Community Healthlink is an Affirmative Action/ Equal Opportunity Employer. We do not discriminate in employment and personnel practices on the basis of race, sex, gender identity, age, ancestry, disability, religion, national origin, marital status, sexual preference, political affiliation or any other basis prohibited by applicable law. Hiring, transferring and promotion practices are performed without regard to the above listed items.
   
   If applicable, Community Healthlink shall also abide by the requirements of 41 CFR 60-300.5(a) and 41 CFR 60-741.5(a). These regulations prohibit discrimination against qualified protected veterans and qualified individuals on the basis of disability. These regulations require affirmative action by Community Healthlink to employ and advance in employment qualified protected veterans and individuals with disabilities
   
   PCN#: 3601
   
   Street: 12 Jaques Ave

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right building superintendent for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your building superintendent job on Zippia to find and recruit building superintendent candidates who meet your exact specifications.
   • Use field-specific websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with building superintendent 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 building superintendent

   Once you've selected the best building superintendent candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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