How to hire a command post superintendent

How to hire a command post superintendent, step by step

Here's a step-by-step command post superintendent hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a command post superintendent, 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 command post superintendent's background is also an important factor in determining whether they'll be a good fit for the position. For example, command post superintendents 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.

   Here's a comparison of command post superintendent salaries for various roles:

   Type of Command Post Superintendent	Description	Hourly rate
   Command Post Superintendent		$11-52
   Intelligence Manager	Intelligence managers are professionals who work in the military to gather information about an enemy or the military forces and operations of other countries. These managers must lead the intelligence production teams to support geographic combatant commands by conducting political and military intelligence analysis... Show more	$14-71

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Emergency Situations
   • Security Procedures
   • Customer Service
   • Close Supervision
   • Payroll
   • Incident Reports
   • Security Operations
   • CCTV
   • Foot Patrol
   • Emergency Response
   • Property Management
   • Property Damage
   • Security Issues

   Check all skills

   Responsibilities:

   • Prepare and manage annual budgets and meet financial goals including gross profit, overtime and payroll accuracy.
   • Conduct various levels of inspections to ensure forces prepare for combat operations.
   • Update and maintain records and media files using SharePoint site and other systems.
   • Plan and organize safety events and tactical squads to combat problem sites and problem behaviors.
   • Assist management or HOA with violation reports regarding rules and regulations being violate by tenants.
   • Review all guard payroll sheets for accuracy and fax to branch office on a timely matter.

3. Make a budget

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

   • Location. For example, command post superintendents' average salary in oklahoma is 56% less than in alaska.
   • Seniority. Entry-level command post superintendents 78% less than senior-level command post superintendents.
   • Certifications. A command post superintendent 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 command post superintendent's salary.

   Average command post superintendent salary

   $52,312yearly

   $25.15 hourly rate

   ---

   Entry-level command post superintendent salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a command post superintendent job description

   A job description for a command post superintendent role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a command post superintendent job description:

   Command post superintendent job description example

   * Post Commander - Logistics
   * All Shifts
   * $20 hour
   
   *Job Overview*
   
   The Post Commander will follow the directives of the Ontario Operations Manager and work closely with the Swing Shift Supervisor & Field Supervision team to ensure consistency among all shifts. The Post Commander will administer and enforce regulations and company policies, while developing security officers to exceed expectations. As a Post Commander you will be responsible for the professional operation, administration, and quality assurance of your site.
   
   *Responsibilities and Duties*
   
   * Ability to train, coach and motivate the team on all procedures and processes (logging pick ups, drops, inventory, gate out, and all warehouse duties)
   * Must have the ability to make tough decisions quickly and efficiently in emergency situations.
   * Strong Written and Oral communication skills.
   * Strong interpersonal skills with the ability to develop and maintain strong relationships with clients and fellow security officers.
   * Availability to answer calls and solve issues during their shift.
   * Ability to understand and teach GSI policies and procedures to Leads and Officers.
   * Responsible for weekly meetings with the Management to address any issues or concerns.
   * Responsible for investigating all incidents and or claims, confidentially, in a timely manner and providing a written report via email once all findings are complete.
   * Responsible for attending monthly meetings with the client.
   * Will be responsible for conducting disciplinary actions on both Officers and Leads as necessary via verbal and written communication.
   * Must provide all breaks to the warehouse security officers (break schedule is located on the next page)
   * Will be responsible for making recommendations for advancement, placing personnel on probation, and/or recommending employees for termination.
   * Ability to assist with recruiting talented officers to join the GSI team.
   * Will be responsible for a weekly recap of the activities on the site sent via email to the COO and Operations Manager.
   
   *Qualifications*
   
   * Ability to work in a fast-paced environment and adapt quickly to change
   * Ability to provide outstanding customer service to clients
   * Ability to effectively communicate with direct reports, potential employees, upper management, and clients
   * Ability to maintain a high level of confidentially
   * Knowledge of corporate professionalism and e-mail etiquette
   
   PPO# 6081
   
   Job Type: Full-time
   
   Pay: From $20.00 per hour
   
   Benefits:
   * Dental insurance
   * Health insurance
   * Life insurance
   * Paid time off
   * Professional development assistance
   * Vision insurance
   Experience level:
   * 1 year
   Schedule:
   * 8 hour shift
   
   Experience:
   * Supervisory: 2 years (Preferred)
   * Post Commander: 1 year (Preferred)
   * Security: 2 years (Preferred)
   
   License/Certification:
   * Guard Card (Preferred)
   
   Shift availability:
   * Day Shift (Preferred)
   * Night Shift (Preferred)
   * Overnight Shift (Preferred)
   
   Work Location: One location

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right command post superintendent 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 command post superintendent job on Zippia to find and recruit command post superintendent candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with command post superintendent candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 command post superintendent

   Once you have selected a candidate for the command post superintendent 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.

   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.

   After that, you can create an onboarding schedule for a new command post superintendent. 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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