How to hire a cleaning staff supervisor

How to hire a cleaning staff supervisor, step by step

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

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1. Identify your hiring needs

   The cleaning staff supervisor 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

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   Hiring the perfect cleaning staff supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of cleaning staff supervisor salaries for various roles:

   Type of Cleaning Staff Supervisor	Description	Hourly rate
   Cleaning Staff Supervisor		$12-19
   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 Director	A housekeeping director is a management professional who is responsible for supervising a staff of housekeepers to maintain cleanliness in various areas of facilities such as hotels, apartment buildings, or nursing facilities. This director must train the housekeeping staff to follow proper procedures and job safety... Show more	$15-41

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Clean Bathrooms
   • Safety Regulations
   • Building Floors
   • Dust Mop
   • Clean Windows
   • Public Restrooms
   • Squeegees
   • Sponges
   • Front Desk
   • Cleans Rugs
   • Routine Inspections
   • Waste Removal
   • Waste Paper
   • Commercial Cleaning

   Check all skills

   Responsibilities:

   • Manage payroll and coordinate vacations.
   • Review cleaning records and maintains GMP documentation to comply with regulatory requirements.
   • Rinse objects and place them on drying racks or use cloth, squeegees, or air compressors to dry surfaces.

3. Make a budget

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

   • Location. For example, cleaning staff supervisors' average salary in louisiana is 52% less than in north dakota.
   • Seniority. Entry-level cleaning staff supervisors earn 38% less than senior-level cleaning staff supervisors.
   • Certifications. A cleaning staff 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 cleaning staff supervisor's salary.

   Average cleaning staff supervisor salary

   $15.52hourly

   $32,288 yearly

   ---

   Entry-level cleaning staff supervisor salary

   $25,000 yearly salary

   Updated December 14, 2025

4. Writing a cleaning staff supervisor job description

   A cleaning staff supervisor 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 cleaning staff supervisor job description:

   Cleaning staff supervisor job description example

   • 1 year of experience as Housekeeper.
   • Customer service experience preferred.
   • Ability to work with a variety of cleaning equipment and chemicals.
   • Ability to perform all duties as required with or without an accommodation.

   Other Specialized Training and skills:

   • Knowledge of and experience in Cleaning and Sanitizing rooms to varying levels to meet requirements.
   • Ability to read, write and converse proficiently in Spanish and translate written Spanish into English is preferred.
   • Strong writing, organizational and interpersonal communication skills.
   • The ability to read, comprehend, and transmit complicated detailed instructions orally and in writing.
   • Adept at using a variety of hand and power tools.
   • Excellent troubleshooting skills, including the ability to resolve issues quickly.

   Foreign Language Requirement: Fluency in Spanish is preferred.

   PRACTICAL EXPERIENCE

   Type and Nature of Professional Experience :

   • Ability to work with a variety of cleaning equipment and chemicals.

   • Experience working with grant basis projects.
   • Ability to establish and follow established policies and procedures.
   • Ability to collaborate with peers, colleagues and others to achieve mission goals and objectives.

   Number of Years Required : 6 months-1 year of related experience.

   PART III - PERSONAL CONTACTS

   Minimal contact with Program Management members. Contact with indirect and direct care staff. Direct contact with the facility service team.

   WORKING CONDITIONS/PHYSICAL EFFORT

   Work is performed mostly in an office setting. Evening and weekend work are requirements of the position as necessary. Regular computer work is required. While performing the duties of this job, the employee is required to stand; walk; sit; finger, handle, or feel objects, or controls; reach; climb stairs; balance; stoop, kneel, or crouch; talk and hear. The employee must occasionally lift and/or move up to 50 pounds and must be able to work on a ladder. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

   The physical demands and work environment characteristics described above are representative of the physical capabilities that must be met by an employee and the working conditions that an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

   This job description is intended to convey information essential to understanding the scope of the position and it is not intended to be an exhaustive list of skills, efforts, duties, responsibilities or working conditions associated with the position.

   Copy this example

   

5. Post your job

   To find the right cleaning staff supervisor 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 cleaning staff supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit cleaning staff supervisors 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 cleaning staff supervisor job on Zippia to find and recruit cleaning staff supervisor 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 cleaning staff supervisors, 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.

   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 cleaning staff supervisor

   Once you have selected a candidate for the cleaning staff supervisor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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.

   After that, you can create an onboarding schedule for a new cleaning staff supervisor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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