How to hire a chauffeur

How to hire a chauffeur, step by step

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

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

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1. Identify your hiring needs

   Before you post your chauffeur 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 chauffeur 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 chauffeur 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 chauffeur that fits the bill.

   This list shows salaries for various types of chauffeurs.

   Type of Chauffeur	Description	Hourly rate
   Chauffeur	Taxi drivers and chauffeurs drive people to and from the places they need to go, such as airports, homes, shopping centers, and workplaces. They must know their way around a city to take passengers to their destinations.	$10-36
   Driver Medic	Driver medics are responsible for transporting patients to and from the hospital. They sometimes are on-call and must respond to an emergency as quickly as possible... Show more	$10-25
   Drive Away Driver	Driver away drivers refer to the individuals who transport cars from one location to another. They transport cars for lease and rental cars from one location to another around the country to keep even distribution of vehicles in all locations, making it easy for individuals to rent... Show more	$11-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Routine Vehicle Maintenance
   • CDL
   • Transport Passengers
   • Limo
   • Chauffer
   • Vans
   • GPS
   • Professional Appearance
   • Transport Clients
   • Town Cars
   • Transportation Services
   • Tire Pressure
   • Vehicle Operation

   Check all skills

   Responsibilities:

   • Operate and manage the dispatch of passenger size vehicles and vans to accommodate customer reservations in a highly professional manner.
   • Train new drivers to get they're CDL.
   • Clean all limousines and various SUV vehicles daily before and after every trip.
   • Acquire thorough knowledge of NYC geography, neighborhood character, and urban trends.
   • Help passengers with loading and unloading luggage, groceries, and other belongings.
   • Used luxury limousines, cars and SUV's to take passengers on prearrange trips.

3. Make a budget

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

   • Location. For example, chauffeurs' average salary in florida is 59% less than in rhode island.
   • Seniority. Entry-level chauffeurs earn 72% less than senior-level chauffeurs.
   • Certifications. A chauffeur 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 chauffeur's salary.

   Average chauffeur salary

   $40,414yearly

   $19.43 hourly rate

   ---

   Entry-level chauffeur salary

   $21,000 yearly salary

   Updated January 23, 2026

4. Writing a chauffeur job description

   A chauffeur 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 chauffeur job description:

   Chauffeur job description example

   Patient Chauffeur
   
   Department: Administration
   
   Purpose: Transports patients to and from facilities within Genesis Health System. Operates a secured, accessible van equipped to provide safe, non-emergency transport of mobility-impaired individuals, discharged patients and/or admitted patients from the Emergency Department to the Behavioral Health Unit. The responsibility includes supervision of patient during transport, the ability to perform CPR if required during transport and alert emergency services by calling 911 in emergent situations. Delivers direct patient care by providing assistance required to safely board the vehicle. Ensures patients, wheelchairs, assistive devices and patient belongings are secured before starting the van. Depending on route, destination and patient safety, may transport more than one patient at a time. Upon arrival at the facility, assists patients exiting the vehicle, escorts them to the hand-off location, gives verbal report to accepting staff member, checks the vehicle for personal items and completes trip log. Driver is responsible for immediately reporting traffic accidents by calling 911, requesting police or ambulance services as needed and reports to Director when safe to do so. Driver will immediately report safety concerns and unusual occurrences to Director.
   
   Report To: Director, Care Coordination
   
   Supervisory Responsibility: No Supervision: The job does not require the provision of guidance or supervision to others. There is no formal responsibility for directing others.
   
   Materials Responsibility: Limited: Work requires limited responsibility for material resources. Examples of resources could include supplies, equipment, inventories, small budgets, and other similar material assets. The employee has a limited amount of control over these resources. The cost of errors is also limited in terms of damage, waste or financial loss. Problems associated with material resources are not complex. The volume of resources may vary, but the level of difficulty in dealing with these resources is uncomplicated.
   
   Key Relationship: Co-workers/Health System Employees, General Public/Visitors/Volunteers, Physicians/Medical Office Staff
   
   POSITION SPECIFICATION
   
   Education: High school graduation or equivalent
   
   Field Of Study:
   
   Special Training: Chauffeur's License (endorsement required for IA drivers license); must have a clear driving record for the past two years.
   
   Training Preferred:
   
   Licensure/Registration: Valid Driver's License
   
   Experience: No experience required.
   
   Interpersonal Skills: Interaction is with a variety of people. These may be fellow employees, customers, the public or others outside the organization. Communications are of limited difficulty. Interactions usually involve short, straightforward exchanges of information. The job requires a limited amount of interpersonal skills. Interactions are non-stressful encounters and dealing with uncomplicated problem situations.
   
   Working Conditions: There is exposure to moderately adverse and undesirable environmental conditions. There are some health and safety risks. Position may require safety equipment and precautions. The amount of time the employee may experience these moderate conditions is limited to 70% or less of the work day.
   
   Possible Exposure to Blood Borne Pathogens: Yes
   
   Miscellaneous:

   Copy this example

   

5. Post your job

   There are a few common ways to find chauffeurs for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Your first interview with chauffeur 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 chauffeur

   Once you've decided on a perfect chauffeur 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 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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