How to hire a carpenter/painter

How to hire a carpenter/painter, step by step

Here's a step-by-step carpenter/painter hiring guide:

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

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1. Identify your hiring needs

   The carpenter/painter 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

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

   Type of Carpenter/Painter	Description	Hourly rate
   Carpenter/Painter		$12-23
   Electrical Foreman	An electrical foreman is a professional who is responsible for supervising power linesmen and electricians in the installation, repair, and maintenance of electrical power lines or electrical systems. Electrical foremen conduct periodic inspections at a construction site to ensure that materials and supplies are available... Show more	$17-34
   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:

   • Hand Tools
   • Install Windows
   • Plumbing
   • General Maintenance
   • Drywall Repair
   • Sheetrock
   • Door Installation
   • Safety Rules
   • General Carpentry
   • Caulking
   • Exterior Painting
   • Exterior Surfaces
   • Hardwood Floors
   • Light Fixtures

   Check all skills

   Responsibilities:

   • Repair surfaces to be paint including plastering and sheetrock finishing.
   • Install through the wall and window HVAC units.
   • Job includes anywhere from caulking to texturing and framing to installing trim.
   • Operate and maintain metal framing, sheet rocking, taping, plastering and woodworking.
   • Perform carpentry, drywall, plastering, and painting work on commercial and industrial buildings.
   • Replace or repair drywall: tapes, beds, and textures; patch holes in plaster or sheetrock.

   More carpenter/painter duties

3. Make a budget

   Including a salary range in your carpenter/painter job description helps attract top candidates to the position. A carpenter/painter salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a carpenter/painter in North Carolina may be lower than in New York, and an entry-level carpenter/painter usually earns less than a senior-level carpenter/painter. Additionally, a carpenter/painter with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average carpenter/painter salary

   $37,134yearly

   $17.85 hourly rate

   ---

   Entry-level carpenter/painter salary

   $27,000 yearly salary

   Updated December 23, 2025

   Average carpenter/painter salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$56,962	$27
   2	California	$48,962	$24
   3	Hawaii	$44,922	$22
   4	Colorado	$44,912	$22
   5	Georgia	$44,241	$21
   6	Louisiana	$43,300	$21
   7	Pennsylvania	$43,216	$21
   8	Illinois	$43,139	$21
   9	Minnesota	$42,528	$20
   10	New Jersey	$42,017	$20
   11	Maryland	$41,915	$20
   12	Florida	$41,419	$20
   13	Oregon	$40,575	$20
   14	Wisconsin	$40,149	$19
   15	Ohio	$39,000	$19
   16	Indiana	$38,686	$19
   17	Oklahoma	$37,459	$18
   18	Kansas	$37,253	$18
   19	Texas	$36,608	$18
   20	Alabama	$35,684	$17

   Average carpenter/painter salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	University of California-Berkeley	$50,909	$24.48
   2	Four Seasons	$46,872	$22.53	2
   3	The College of St. Scholastica	$42,475	$20.42
   4	LifeBridge Health	$41,646	$20.02
   5	BELFOR Franchise Group	$41,525	$19.96	13
   6	Calhoun Community College	$40,921	$19.67
   7	Geisinger Medical Center	$40,025	$19.24	1
   8	Taylor Community	$39,233	$18.86
   9	Macy's	$38,747	$18.63	2
   10	Installed Building Products	$38,530	$18.52
   11	Benchmark Group	$38,455	$18.49
   12	M R Co	$37,935	$18.24	281
   13	Sensei Project Solutions	$37,935	$18.24
   14	Rainbow International	$37,864	$18.20	13
   15	ABM Industries	$37,815	$18.18	28
   16	American Residential Services	$37,442	$18.00
   17	Acero Precision	$37,051	$17.81
   18	Texas Department of Transportation	$34,723	$16.69
   19	CareOne	$34,419	$16.55

4. Writing a carpenter/painter job description

   A carpenter/painter job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a carpenter/painter job description:

   Carpenter/painter job description example

   Job DescriptionEstablished in 1981, Rainbow International® offers home restoration, commercial restoration and carpet cleaning services through over 400 locations worldwide. We are on a mission to improve the lives of not only our customers, but also our employee family members. Rainbow International hires people who set high standards for themselves and want to "Live RICH" with a team that values Respect, Integrity, with Customer focus, while Having fun in the process. We want you on our team!
   
   As a construction technician, you are a key team member responsible for the restoration homes that have been damaged by water, smoke, fire, debris or other methods of damage. Exemplifying our code of values, you show respect and courtesy to all customers and employees.
   
   This position is right for you if you are self-motivated, thrive in fast moving environments, and are able to manage time to effectively meet deadlines. You have proven communication skills with supervisors, employees, and customers and are able to effectively manage a variety of situations on a day-to-day basis.
   Specific Responsibilities:
   
   Be proficient in drywall, painting, cabinetry, framing, trim and everything construction related Establish and maintain a schedule to ensure all services are delivered in a timely manner Respond to water and fire losses and perform reconstruction according to building standards and Rainbow International's process Communicate with customers about scope of work and review necessary paperwork Maintain all company equipment, keeping them clean and properly maintained to be available at all times Show up clean and ready to work Perform other duties as needed which may include cross-training in related positions Job Requirements:
   
   Restoration and construction experience helpful, but not required Valid Driver's License Able to occasionally lift and/or move up to 100 pounds. Computer literate, with working knowledge of work processing, business software and spreadsheet applications Excellent communication skills Benefits: 401k, Health Insurance, Paid Time Off, Competitive Pay
   
   We are actively interviewing for this position - Apply today and our hiring manager will follow up!
   Notice Rainbow International LLC is the franchisor of the Rainbow International Restoration® franchised system. Each Rainbow International Restoration® franchised location is independently-owned and operated by an independent franchisee performing services. As a service to its independent franchisees, Rainbow International LLC lists employment opportunities available throughout the franchised network so those employment opportunities may be conveniently found by interested parties at one central location for brand management purposes only. Rainbow International LLC is NOT the employer seeking help. The only employer is the independent franchisee who has listed its available positions on this website. *Acknowledgement I acknowledge that each independent Rainbow International Restoration® franchisee hires and determines the terms and conditions of employment for its own employees. Any employment benefits, compensation and employment practices vary by location. Neither Rainbow International LLC (“Franchisor”) nor its affiliates have the power to: (1) hire, fire or modify the employment condition of franchisee’s employees; (2) supervise and control franchisee’s employee work schedule or conditions of employment; (3) determine the rate and method of payment; or (4) accept, review or maintain franchisee employment records. Rainbow International LLC is NOT the employer and/or joint employer for: (i) any of the job opportunities listed on this website; (ii) any of the independent franchisees; and, (iii) any of the employees of the independent franchisees.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right carpenter/painter 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 carpenter/painter job on Zippia to find and recruit carpenter/painter candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit carpenter/painters, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 carpenter/painter

   Once you've found the carpenter/painter 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.

   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 carpenter/painter. 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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