How to hire a concessions supervisor

How to hire a concessions supervisor, step by step

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

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1. Identify your hiring needs

   The concessions 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

   No

   You should also consider the ideal background you'd like them a concessions supervisor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a concessions supervisor that fits the bill.

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

   Type of Concessions Supervisor	Description	Hourly rate
   Concessions Supervisor		$12-21
   Banquet Captain	Banquet captains are responsible for directing each banquet staff in the entire meal service and assign tasks to them as required. Their duties include teaching new staff members how to execute their designated tasks in the banquet... Show more	$13-19
   Bakery Manager	Bakery managers are responsible for the staff's training, schedules, and assignment of tasks. Suggesting changes in the inventory, prices, and products to make based on reports are also part of a manager's job aside from purchasing supplies for the bakery when needed... Show more	$14-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Food Handling
   • Food Safety
   • Cash Handling
   • Cash Control
   • Food Service
   • Food Quality
   • Customer Service
   • POS
   • Reconciliations
   • Food Preparation
   • Safety Procedures
   • Cleanliness
   • Culinary
   • Safety Standards

   Check all skills

   Responsibilities:

   • Manage festival concessions, including product selection, vendor management and volunteer training.
   • Work closely with POS systems.
   • Oversee that locations adhere to HACCP guidelines.
   • Handle troubleshooting on issues such as POS terminals, beer keg operation, etc.
   • Assist management through self-taught restaurant budgeting and employee payroll, eventually taking both over completely.
   • Demonstrate exceptional organizational and leadership expertise by using effective communication and training techniques which result in minimum loss of employees.

3. Make a budget

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

   • Location. For example, concessions supervisors' average salary in alabama is 51% less than in washington.
   • Seniority. Entry-level concessions supervisors 40% less than senior-level concessions supervisors.
   • Certifications. A concessions supervisor 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 concessions supervisor's salary.

   Average concessions supervisor salary

   $35,118yearly

   $16.88 hourly rate

   ---

   Entry-level concessions supervisor salary

   $27,000 yearly salary

   Updated December 16, 2025

4. Writing a concessions supervisor job description

   A concessions 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 concessions supervisor job description:

   Concessions supervisor job description example

   **The Opportunity**
   
   Delaware North Sportservice is hiring a Concessions Supervisor to join our team at TD Garden in Boston, Massachusetts. As a Concessions Supervisor, you will be responsible for leading the team to provide prompt, professional service to guests.
   
   **Responsibilities**
   
   + Assign duties to scheduled staff.
   
   + Perform some service tasks, such as assisting guests, stocking shelves, counting inventory, and cashier duties when necessary.
   
   + Investigate and resolve complaints regarding food quality, service, or accommodations.
   
   + Review work procedures and operational problems to determine ways to improve service, performance, or safety.
   
   + Assist Concessions Manager with staff training and compliance.
   
   + Monitor daily and hourly cleaning.
   
   + Manage labor and profit loss.
   
   + Ensures proper cash handling and tip record-keeping for the shift.
   
   + Ensure associates are kept informed of any changes in policies or events.
   
   + Other duties as assigned.
   
   **Qualifications**
   
   + Experience working in a restaurant.
   
   + At least two years of supervisory experience preferred.
   
   + Must be self-motivated, able to work without direct supervision, and eager to be challenged and initiate projects and opportunities.
   
   + Must be able to implement rules and direct staff.
   
   + Excellent communication skills, written and verbal.
   
   + Excellent customer service and employee relations skills.
   
   + A true desire to satisfy the needs of others in a fast-paced environment.
   
   + At least two years of experience as a supervisor preferred.
   
   **Physical Requirements**
   
   + Standing and walking for the entire length of shift.Frequently required to reach up to 6-7 feet, twist at the waist, bending, and squatting.
   
   + Pushing and pulling occasionally, to move equipment, stock, mops, and brooms.
   
   + Exposed to outdoors and variable temperatures.
   
   **Who We Are**
   
   At Delaware North, you'll love where you work, who you work with, and how your day unfolds. Whether it's in sporting venues, casinos, airports, national parks, iconic hotels, or premier restaurants, there's no telling where your career can ultimately take you. We empower you to do great work in a company with 100 years of success, stability and growth. If you have drive and enjoy the thrill of making things happen - share our vision and grow with us.
   
   Delaware North Companies, Incorporated and its subsidiaries consider applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status. Delaware North is an equal opportunity employer.

   Copy this example

   

5. Post your job

   To find concessions supervisors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any concessions supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level concessions supervisors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your concessions supervisor job on Zippia to find and recruit concessions supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit concessions supervisors, 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.

   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 concessions supervisor

   Once you've selected the best concessions supervisor 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.

   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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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