How to hire a chief crew scheduler

How to hire a chief crew scheduler, step by step

Here's a step-by-step chief crew scheduler hiring guide:

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

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1. Identify your hiring needs

   The chief crew scheduler 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 chief crew scheduler's background is also an important factor in determining whether they'll be a good fit for the position. For example, chief crew schedulers 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 chief crew scheduler salaries for various positions.

   Type of Chief Crew Scheduler	Description	Hourly rate
   Chief Crew Scheduler	Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.	$16-33
   Materials Planner	Usually working in a manufacturing setting, a materials planner's role is to manage the supply flow and inventory of materials. Their responsibilities revolve around liaising with vendors and other external agencies, processing purchase orders, monitoring the quality of supplies to ensure it is according to the standards, and coordinating with various teams to learn their needs... Show more	$21-35
   Expeditor	The role of expeditors is to ensure the timely and efficient preparation and delivery of food. To accomplish this task, they also perform other duties, including managing inventory levels, managing supply requisition, and coordinating with subcontractors... Show more	$13-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Combat

   Responsibilities:

   • Perform EVM, update percent complete, managing invoices, prepare end of month reports, and perform change management procedures.
   • Monitor and evaluate construction CPM schedules submit by contractor for accuracy, quality and conformance with plans and specifications.
   • Create company brochures and other promotional products with PowerPoint.

3. Make a budget

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

   • Location. For example, chief crew schedulers' average salary in wyoming is 50% less than in new hampshire.
   • Seniority. Entry-level chief crew schedulers earn 50% less than senior-level chief crew schedulers.
   • Certifications. A chief crew scheduler 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 chief crew scheduler's salary.

   Average chief crew scheduler salary

   $50,225yearly

   $24.15 hourly rate

   ---

   Entry-level chief crew scheduler salary

   $35,000 yearly salary

   Updated January 31, 2026

4. Writing a chief crew scheduler job description

   A chief crew scheduler 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 chief crew scheduler job description:

   Chief crew scheduler job description example

   Pratt & Whitney is working to, once again, transform the future of flight-designing, building and servicing engines unlike any the world has ever seen. And because transformation begins from within, we're seeking the people to drive it. So, calling all curious.
   
   In addition to transforming the future of flight, we are also transforming how and where we work. Pratt & Whitney is laser focused on offering flexibility to our employees. We've introduced role types (Onsite, Hybrid, or Remote) and now list them in the job posting title so candidates know where they will operate in our blended work environment.
   * Please consider the following role type definition as you apply for this role.
   
   Hybrid: Employees who are working in Hybrid roles will work regularly both onsite and offsite.
   
   Come ready to explore and you'll find a place where your talent takes flight-beyond the borders of title, a country or your comfort zone. Bring your passion and commitment and we'll welcome you into a tight-knit team that takes our mission personally. Channel your drive to make a difference into shaping an organization and an industry that's evolving fast to the future. Where the difference you make is on display every day. Just look up.
   
   Are you ready to go beyond?
   
   Pratt & Whitney (P&W) Military Engines (ME) is seeking a Scheduling Discipline Chief. The person hired for this role is an experienced strategic business leader in the development, planning, implementation and oversight of key Integrated Master Scheduling Management initiatives and support of associated Earned Value Management initiatives for implementation of best-in-class tools, training, and processes for USG compliance programs within Military Engines.
   
   KEY FOCAL FOR EXTERNAL GOVERNMENT AGENCIES:
   
   + A recognized P&W leader with a high level of expertise associated with Scheduling.
   
   + Serve as focal point to DCMA for all integrated master scheduling related matters.
   
   + Support preparation for Government audits and Joint Surveillance Reviews (JSRs).
   
   + Interact with government and internal customers in implementing existing and emerging EVM contractual requirements impacting scheduling.
   
   STRATEGY DEVELOPMENT & SURVEILLANCE:
   
   + Partner with fellow PME Discipline Chiefs in the ongoing development & implementation of a strategy to increase understanding and use of Earned Value and Master Scheduling Methodologies applied to Program Management.
   
   + Co-lead Digital Technology efforts implementing new tools enabling EV/IMS efficiency and quality improvement strategies
   
   + Support ME Programs in maintaining a compliant Earned Value Management System in accordance with EIA-748 and the DoD EV Management System Interpretation Guide.
   
   + Lead the continued development and implementation of a Master Scheduling surveillance program for ME that identifies IMS compliance risks and proactively partner with ME Programs developing procedures to effectively mitigate these risks.
   
   + Provide support to internal EV / IMS surveillance program that is inclusive of P&W and RTX audits.
   
   + Participate and/or lead the closure of IMS related CARs submitted by DCMA.
   
   + Provide strategic direction to maintain the balance between a compliant Earned Value & Scheduling Management System and an executable business process.
   
   ORGANIZATION LEADER:
   
   + Lead a team of scheduling subject matter experts, and provide expert guidance in planning, executing and close-out of ME programs in full compliance with the EVMSIG and DFAR requirements.
   
   + Provide leadership, guidance, and communication between the SQ&C team and key program stakeholders.
   
   TRAINING / PROFICIENCY:
   
   + Support & assist the PME Managers and fellow Discipline Chiefs in the development, implementation and execution of Proficiency Matrices for Schedulers, CAMs, L3 WBS Owners, and Program Managers.
   
   + Team with fellow Discipline Chiefs and other PME personnel in the development of enhanced training.
   
   POLICIES / COMMUNICATION:
   
   + Oversee the development, implementation and management of ME Scheduling policies, procedures, training, and tools.
   
   + Drive communication of requirements and system status throughout all levels and organizations within Military Engines.
   
   + Collect lessons learned and best practices across the different ME Programs.
   
   BASIC QUALIFICATIONS:
   
   + BS degree in business, engineering, finance, business administration, or another related field required. Advanced degree is preferred.
   
   + 12+ years professional work experience, with 7+ years on DoD programs requiring the use of EV / IMS
   
   + 7+ years experience working with US Government customer at the Director level
   
   + 5+ years experience with SAP, Primavera, Dassian and eCSVAR tools
   
   + US Citizenship required due to government contracts
   
   PREFERRED QUALIFICATIONS:
   
   + Expert knowledge of the P&W EVMS including understanding of the DoD EVMS Interpretation Guide and of Integrated Master Schedules
   
   + Strong ability to drive organizational change including focus on process development & execution
   
   + Strong ability to clearly communicate within all levels of ME
   
   + Strong ability to work and communicate with DCMA, JPO, and USAF
   
   + Strong project management skills
   
   + Demonstrated effectiveness in coaching & mentoring across functions, organizations, and all levels of management.
   
   + Strong problem-solving skills through application of continuous improvement principles
   
   + Strong oral & written communication skills
   
   + PMP certification is highly desirable
   
   Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.
   
   Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.

   Copy this example

   

5. Post your job

   To find the right chief crew scheduler for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with chief crew schedulers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit chief crew schedulers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your chief crew scheduler job on Zippia to find and recruit chief crew scheduler 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 chief crew schedulers, 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 chief crew scheduler

   Once you've found the chief crew scheduler 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.

   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 chief crew scheduler 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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