How to hire a co-captain

How to hire a co-captain, step by step

Here's a step-by-step co-captain hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a co-captain, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A co-captain's background is also an important factor in determining whether they'll be a good fit for the position. For example, co-captains 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.

   The following list breaks down different types of co-captains and their corresponding salaries.

   Type of Co-Captain	Description	Hourly rate
   Co-Captain		$10-54
   Student Athlete	A student-athlete competes in various sporting events to represent a school or institution. Most student-athletes are under scholarships and receive an allowance, either from the school or a particular organization... Show more	$12-37
   Lieutenant	A lieutenant is responsible for overseeing operations in police departments, evaluating departmental cases, cooperating in law enforcement investigations, monitoring internal activities, and ensuring the safety and security of the premises. Lieutenants also enforce rules and regulations for everyone's strict compliance, inspect police department facilities, and identify serious offenses... Show more	$19-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Championship
   • Scholarship
   • All-Conference
   • Soccer
   • Freshman
   • NCAA
   • Volleyball
   • Role Model
   • PowerPoint
   • Softball
   • Solidworks
   • Leadership
   • CPR
   • GPA

   Check all skills

   Responsibilities:

   • Delegate critical assignments that lead to the construction of a sound PowerPoint presentation.
   • Manage and coordinate indoor and outdoor soccer, volleyball, basketball, and flag football.
   • Lead a platoon that earn numerous awards for jamming opposition force artillery nets and conducting counterattacks on opposition electronic warfare platoons.
   • Earn and maintain full athletic scholarship.
   • Lead team to conference championship and regional finals.
   • Train in CPR and man overboard rescue strategies.

3. Make a budget

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

   • Location. For example, co-captains' average salary in montana is 61% less than in new york.
   • Seniority. Entry-level co-captains earn 81% less than senior-level co-captains.
   • Certifications. A co-captain 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 co-captain's salary.

   Average co-captain salary

   $49,759yearly

   $23.92 hourly rate

   ---

   Entry-level co-captain salary

   $21,000 yearly salary

   Updated January 22, 2026

4. Writing a co-captain job description

   A co-captain 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. Below, you can find an example of a co-captain job description:

   Co-captain job description example

   Clay Lacy Aviation pilots are among the very best in the business. Elevating our standards starts with a rigorous evaluation process, which thoroughly tests the procedural abilities and situational awareness of each candidate.
   
   This Co-Captain opportunity requires a strong GIV Captain who will become part of a 3-person crew consisting of a Lead and a SIC.
   
   International experience and leadership skills will be key. Substantial GIV time would be a requirement for selection. Base compensation will be in the $210,000+ range.
   
   All applicants must submit to a pre-employment drug screen and background check. Must also be Covid-19 vaccinated.
   Co-Captain Aircraft: Gulfstream GIV Location: KVNY
   
   Operation: 91/135
   
   Requirements:
   
   + Minimum requirements include 3,500 hours of total time, 2,000 hours of PIC time, and 1,000 hours of Turbine time.
   
   + ATP and Type Certification is required with a minimum of 200 hours in type.
   
   + Must reside within a two-hour drivable commute. This is not a commutable position. Those actively seeking relocation will be considered.
   
   + Comply with all Federal Aviation regulations, company operations manual, operations specifications, standard operating procedures, and company policies & procedures.
   
   + Must be able to pass DOT/FAA drug screening, and background checks and submit to random drug/alcohol tests when required.
   
   + Full, legible, color copies of all FAA certificates (both sides), including Medical as well as completion of a disclosure form, will be required as part of the application process.
   
   + Additional duties as assigned.
   
   + Covid-19 vaccination required.
   
   We are unable to consider individuals without type certification.
   
   Positions in this classification are considered safety-sensitive under DOT/FAA drug and alcohol regulations.
   
   Benefits
   
   Clay Lacy Aviation offers an excellent benefits package including medical, dental, vision, matching 401(K), and more to employees in full-time positions.
   
   Equal Opportunity Employer
   
   In compliance with the Americans with Disabilities Act, the company provides reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.
   
   About Clay Lacy Aviation
   
   Founded in 1968 by legendary aviator and industry pioneer Clay Lacy. Today, Clay Lacy Aviation is considered the world's most experienced operator of private jets. Prominent individuals and leading corporations trust Clay Lacy for aircraft management, charter, maintenance, avionics, interiors, and FBO services. The company has aircraft operations and regional offices across the U.S., including full-service FBOs in Los Angeles and Orange County, and aircraft maintenance centers in Los Angeles, San Diego, and Oxford, Connecticut. With the most knowledgeable team in the industry, Clay Lacy delivers superior safety, service, and value to aircraft owners and jet travelers worldwide. Visit claylacy.com

   Copy this example

   

5. Post your job

   To find the right co-captain 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 co-captains they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit co-captains 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 co-captain job on Zippia to find and recruit co-captain candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting co-captains requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 co-captain

   Once you've selected the best co-captain 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.

   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 co-captain. 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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