How to hire a combat systems officer

How to hire a combat systems officer, step by step

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

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1. Identify your hiring needs

   Before you post your combat systems officer 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 systems officer 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 systems officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, combat systems officers 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 combat systems officer salaries for various positions.

   Type of Combat Systems Officer	Description	Hourly rate
   Combat Systems Officer		$11-51

2. Create an ideal candidate profile

   Common skills:

   • Operational Procedures
   • Combat Systems
   • SME
   • Weapons Systems
   • Database
   • Logistics
   • DOD
   • SQL
   • Aegis
   • Computer System
   • Electronic Systems
   • PC
   • Management System
   • Sonar

   Check all skills

   Responsibilities:

   • Achieve rating of best platoon leader for exemplary leadership.
   • Lead AF team to consolidate DoD satellite communications operations centers; provide one stop shop.
   • Lead the field logistics teams in developing effective stocking and inventory-managementsystems to minimize loss and maximize performance.
   • Provide management oversight to ensure platoon members receive adequate food, water, housing, and medical care.
   • Conduct hundreds of ISR and close air support missions utilizing EO, IR, and radar sensors during combat operations.
   • Design, code, and test interactive and batch programs using CICS, DB2, CSP, and COBOL.

3. Make a budget

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

   • Location. For example, combat systems officers' average salary in wyoming is 47% less than in alaska.
   • Seniority. Entry-level combat systems officers 78% less than senior-level combat systems officers.
   • Certifications. A combat systems officer 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 systems officer's salary.

   Average combat systems officer salary

   $51,607yearly

   $24.81 hourly rate

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   Entry-level combat systems officer salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a combat systems officer job description

   A good combat systems officer job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a combat systems officer job description:

   Combat systems officer job description example

   Responsibilities

   OBXtek is staffing positions which are contingent upon award for Instructor Combat Systems Officers/ CFI for the U-28 for the Air Force Special Operations Command (AFSOC) 492 Special Operation Wing (SOW) and operational units. AFSOC requires on-site contract instructor support for the 492 SOW training operations.

   Instructors will provide instruction, in accordance with applicable Department of Defense (DoD), United States Special Operations Command (USSOCOM), and Air Force Instructions (AFI) to meet United States Air Force (USAF) proficiency and qualification standards on Air Force administered written examinations and flight evaluations for preparatory courses, initial qualification (basic, instrument, mission), transition (conversion, requalification), upgrade qualification (instructor, aircraft commander, special mission, evaluator, dual qualification of sensor operators), and key staff, continuation, refresher course, etc. training as required to meet the on-time graduation and annual student throughout requirements of this contract. Other requirements include:

   • Provide instruction to meet USAF proficiency and qualification standards on Air Force-administered written examinations and flight evaluations for preparatory courses, initial qualification (basic, instrument, mission), transition (conversion, requalification), upgrade qualification (instructor, aircraft commander, special mission, evaluator, dual qualification of sensor operators), and key staff, continuation, refresher course, etc. training as required to meet the On-Time Graduation and annual student throughput requirements of this contract.
   • Ensure syllabus tasks are 100% complete within the time specified for the lesson.
   • Provide Scenario Development (simulator and flight) as required to meet the requirements of this contract.
   • Ensure completion of Aircrew Graduate Evaluation Program (AGEP) in accordance with (IAW) AFIs and training syllabi.
   • Support instruction of the AFSOC Instrument Refresher Course (IRC) with qualified IRC instructors.
   • Support instruction of the Crew Resource Management Course (CRM).

   Qualifications

   Requires a valid Top Secret Clearance.

   • Minimum of five (5) years AFSOC aircrew experience required.
   • Requirements for contractor instructors who will conduct inflight instruction must have 500 hours in the position they are qualifying in of which 100 hours must be in the same aircraft category.
   • Aircraft platform and simulator instructor requirements also apply.
   • Class II Flight Physical

   Security Clearance Top Secret with SCI eligibility Company Information

   COVID Policy: Prospective and/or new employees will be required to adhere with OBXtek's vaccination policy. Employees working onsite at a customer location must comply with customer vaccination requirements which may include any or all the following: social distancing, masks, mandatory statements regarding one's vaccination status and mandatory testing .

   Headquartered in McLean, Virginia and founded in 2009, OBXtek is a fast-growing leader in the government contracting field. Our mission is Our People…Our Reputation. Our people are trained professionals who enhance our customers' knowledge and innovation using technology, collaboration, and education.

   We offer a robust suite of benefits including comprehensive medical, dental and vision plans, Flexible Spending Accounts, matching 401K, paid time off, tuition reimbursement plans and much more.

   As a prime contractor for 93% of our current work, OBXtek pairs lessons learned across disciplines with industry standard quality practices such as CMMI-Dev Level III, ITIL, 6Sigma, PMI, and ISO. Our rapid growth has been recognized by INC500, the Washington Business Journal, and Washington Technology magazine.

   OBXtek is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, age, national origin, gender identity, disability, veteran status, sexual orientation or any other classification protected by federal, state or local law.

   Copy this example

   

5. Post your job

   There are a few common ways to find combat systems officers 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 combat systems officer job on Zippia to find and recruit combat systems officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit combat systems officers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 combat systems officer

   Once you've selected the best combat systems officer 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 combat systems officer. 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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