How to hire a combat control

How to hire a combat control, step by step

Here's a step-by-step combat control hiring guide:

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

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1. Identify your hiring needs

   Before you post your combat control 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 combat control 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

   A combat control's background is also an important factor in determining whether they'll be a good fit for the position. For example, combat controls 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 shows salaries for various types of combat controls.

   Type of Combat Control	Description	Hourly rate
   Combat Control	Air traffic controllers coordinate the movement of air traffic to ensure that aircraft stay safe distances apart.	$11-35
   Air Traffic Controller	An air traffic controller specializes in overseeing and directing airspace traffic, all while maintaining an active line of communication with aircraft to ensure safe and efficient air travels. Generally assigned in ground control centers and towers, an air traffic controller's responsibilities revolve around utilizing technology to monitor flight paths, weather, and airport runways to guide pilots and airport personnel, coordinating with other control officers, inspecting and maintaining instruments and equipment in good condition, and alerting departments and assigned personnel should there be any emergencies.	$12-43
   Traffic Controller	The primary role of a traffic controller is to direct the flow of machinery and vehicles on roads and any other work sites. Traffic controllers coordinate, setup, manage, and remove traffic control... Show more	$11-30

2. Create an ideal candidate profile

   Common skills:

   • CCT
   • Air Traffic Control
   • Federal Aviation Administration
   • Radio Communications

   Responsibilities:

   • Lead recruitment and training for first ever associate operational combat flying organization.
   • Approve employee time cards prior to payroll processing; schedule vacations for laboratory technicians while maintaining daily laboratory operations.
   • Work closely with IAD ATCT and airlines to coordinate safe and efficient gate and non-movement area transitions.

3. Make a budget

   Including a salary range in your combat control job description is one of the best ways to attract top talent. A combat control can vary based on:

   • Location. For example, combat controls' average salary in kansas is 57% less than in alaska.
   • Seniority. Entry-level combat controls 69% less than senior-level combat controls.
   • Certifications. A combat control with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a combat control's salary.

   Average combat control salary

   $42,245yearly

   $20.31 hourly rate

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   Entry-level combat control salary

   $23,000 yearly salary

   Updated January 22, 2026

4. Writing a combat control job description

   A combat control 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 combat control job description:

   Combat control job description example

   Role Players will perform role playing work at a professional level for training exercises to facilitate realistic training in preparation for real-world events and scenarios that trainees will likely encounter during the performance of their assigned duties or mission.
   DUTIES AND RESPONSIBILITIES (ESSENTIAL FUNCTIONS)
   
   The following are the major responsibilities that are critical to success in this role. These are essentials functions of the position; however, these functions do not represent the totality of duties required within this position.
   
   * Participate in realistic role player activities
   * Be familiar with military operations and protective services current tactics and techniques
   * Must understand basic weapons handling and safety rules
   * Ability to follow instructions exactly and not deviate from the desired training objective
   
   JOB REQUIREMENTS AND QUALIFICATIONS
   
   Education
   
   High school diploma or GED
   
   Experience
   
   Former military or law enforcement experience preferred
   
   Training Requirements
   
   Refer to any relevant Training in resume
   
   Specialized Knowledge/Skills Requirements
   
   Must be able to physically withstand simulated combative scenarios
   
   Must be able to sustain impacts from Simunitions/ UTM
   
   PHYSICAL REQUIRMENTS/WORKING CONDITIONS
   
   Physical Requirements:
   
   This position is very active and requires climbing, balancing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, use of hands, grasping, feeling, talking, hearing, and repetitive motions all day. The employee must occasionally lift and move items up to 100 pounds.
   
   Work Conditions:
   
   Typical assignments are frequently performed in both internal and external environments with a variety of weather conditions. Ability to work with exposure to noise, dust or dirt and hazards is routine and may require the use of protective personal equipment. The worker may be subject to atmospheric conditions and is required to function in narrow aisles or passageways.
   
   On September 24, 2021, the U.S. Government's Safer Federal Workforce Task Force issued "2021 Guidance for Federal Contractors and Subcontractors" mandating that Covered federal contractors, including Xator Corporation, and their employees shall be fully vaccinated for COVID-19. Therefore, this position may require individuals to be fully vaccinated (2 weeks past final dose) or have been granted a religious or medical accommodation by December 8, 2021 or shortly thereafter.
   
   Equal Opportunity Statement
   
   Xator Corporation, and its Subsidiaries, provides equal opportunity to all applicants for employment as required by and/or consistent with applicable country law and company policy. Consistent with the foregoing, Xator Corporation provides qualified applicants consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veterans' status, citizenship, sexual orientation, gender identity or any other status(s) protected by law. In the United States, Xator Corporation ensures nondiscrimination in all programs and activities in accordance with Title VI of the Civil Rights Act of 1964.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right combat control 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 combat control job on Zippia to find and recruit combat control 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 combat controls, 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 combat control

   Once you've decided on a perfect combat control 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.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new combat control. 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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