How to hire a cooler service supervisor

How to hire a cooler service supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a cooler service supervisor, 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

   You should also consider the ideal background you'd like them a cooler service 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 cooler service supervisor that fits the bill.

   The following list breaks down different types of cooler service supervisors and their corresponding salaries.

   Type of Cooler Service Supervisor	Description	Hourly rate
   Cooler Service Supervisor		$13-41
   Equipment Manager	An equipment manager is responsible for monitoring the efficiency and optimal performance of the office equipment and machinery to support the business functions and daily operations. Equipment managers perform preventive maintenance on the machines and equipment, reviewing its licenses and service agreements, as well as look for product alternatives with minimal costing but deliver high-performance... Show more	$14-62
   Section Chief	A section chief's job varies with the type of organization. In most cases, a section chief is the head of a given section in an organization that is tasked with performing certain duties... Show more	$17-78

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Disciplinary Actions
   • Customer Orders

   Responsibilities:

   • Manage services and supports for intellectually and developmentally disable individuals, within compliance with all Medicaid and I/DD waiver regulations.
   • Train coordinators and supervisors in leadership skills, and how to maintain professional therapeutic relationships with individuals and families serve.
   • Perform preventative maintenance on the facility vehicles, mowers, tractors, blowers, etc.

3. Make a budget

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

   • Location. For example, cooler service supervisors' average salary in montana is 58% less than in district of columbia.
   • Seniority. Entry-level cooler service supervisors earn 67% less than senior-level cooler service supervisors.
   • Certifications. A cooler service supervisor 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 cooler service supervisor's salary.

   Average cooler service supervisor salary

   $50,935yearly

   $24.49 hourly rate

   ---

   Entry-level cooler service supervisor salary

   $29,000 yearly salary

   Updated December 24, 2025

4. Writing a cooler service supervisor job description

   A cooler service 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. Below, you can find an example of a cooler service supervisor job description:

   Cooler service supervisor job description example

   **Position** : Cooler Supervisor
   
   **Location** : Le Mars, Iowa
   
   
   Kemps is a farmer-owned brand of Dairy Farmers of America (DFA), a diary marketing cooperative owned by more than 12,500 family farmers. Since 1914, Kemps has provided families with fresh, delicious dairy products, fresh milk, frozen yogurt, sour cream, cottage cheese and frozen novelty treats.
   
   By joining Kemps, you can help us continue to make a difference that matters. We care deeply about the well-being of our neighbors and friends, and we celebrate the diversity of our company and our world. It takes an incredible team to deliver the goodness of dairy and enrich our communities - come join us!
   
   We are currently seeking a **Cooler Supervisor** to join our team in **Le Mars, IA.** In this role you will provide work direction and leadership to cooler employees within the guidelines of standard work rules, union contract provisions, and employment policies. Proactively communicates with Production, Sales, and Customer Service to ensure appropriate product levels are available for load-out and finished product is delivered accurately and on time. Holds self and others accountable for promoting safety rules and regulations and acts in accordance with the requirements for food safety and quality.
   
   **Shift: Monday-Friday: 3:00 pm - 12:00 am**
   
   **Responsibilities include, but not limited to:**
   
   + Schedule assign work and provide clear direction to cooler employees. Coordinates the work efforts of employees to ensure that outgoing semi-trailers are loaded accurately and on-time to meet customer order requirements.
   
   + Determine needed quantities of finished product and communicate those needs to Production.
   
   + Anticipate current and future production needs through close communication with Sales and Production.
   
   + Monitor incoming loads and invoices to identify damaged or erroneously delivered orders. Works with vendors, suppliers, and other Kemps employees to resolve discrepancies and solve problems.
   
   + Ensure that procedures are followed so that finished products are loaded accurately.
   
   + Notify appropriate department and/or personnel regarding shortages and late deliveries providing internal/external customer service.
   
   + Work effectively with unionized employees to promote positive and productive working relationships. Understands and effectively applies work rules, union contract provisions, and employment policies. Administers discipline consistently and fairly. Works with Human Resources and plant management to resolve employee grievances. Actively communicates with employees through shift meetings and informal methods.
   
   + May be involved with job transactions such as promotions and transfers. Involvement may include the documentation of union status changes such as position codes, pay rates, and union bids. May review and edit employee electronic time records.
   
   + Actively promotes safe work behaviors and holds self and direct reports accountable for following safety rules and regulations. Conducts accident/injury investigations and sends reports of injury to HR in a timely manner to meet rapid reporting standards. May coordinate and/or facilitate plant safety meetings, training, and incentive programs.
   
   + Understand and fulfills the requirements of SQF 2000 Level 3 code of regulation for food safety and quality. Manages policies, procedures and programs related to operations. Fosters continuous improvement to maintain the SQF 2000 Level 3 certification.
   
   + Proactively looks for ways to increase operational efficiency and contain costs. Identifies and implements best practices in establishing SOP's and managing labor. Thinks creatively and abstractly to develop alternative possibilities to drive improvement.
   
   In addition to the above, may be assigned some or all the following Dispatcher responsibilities depending on plant needs:
   
   + Provide drivers and cooler employees with loading procedures and load diagrams to maximize production and lout out efficiency.
   
   + Maintain records on cooler inventory to ensure optimal stock levels. Enters inventory adjustments so that inventory is reflected in a timely manner. Performs end of period procedures to ensure accurate and timely closing of product inventories.
   
   + Coordinate with distribution to resolve customer complaints, special deliveries and or order adjustments.
   
   + Receive and enter in-coming finished goods into the JDE system to ensure timely and accurate inventory. Uses the inventory application system to minimize customer shortages and out-of-stocks. Enters and/or changes customer orders into the JDE system so that all product sales leaving the cooler are on a computerized load out ticket.
   
   + Select and assign customer and branch orders by truck or route, releases those orders in proper sequence after building them in the inventory application system, and assembles delivery tickets and bills of lading.
   
   + Direct spotters or yard personnel to move trucks or trailers to be unloaded or loaded.
   
   + Bachelor of Science in Food Science, Dairy Science, Business Administration or other related curriculum is preferred. Will consider 4-5 years of work experience in a warehouse or cooler setting in lieu of a degree
   
   + 1-3 years of supervisor experience in a warehouse or cooler setting is preferred
   
   **Benefits:**
   
   + Comprehensive Benefits Package available 1 st of the month after start date
   
   + 401(k) with company contribution - 100% vested on day one of eligibility
   
   + Competitive pay
   
   + Paid vacation and holidays
   
   + Career growth opportunities - we promote from within!
   
   + Service recognition and employee rewards
   
   + Employee referral program
   
   + Tuition reimbursement
   
   + Work for dairy farm families
   
   An Equal Opportunity Employer

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit cooler service 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.

   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 cooler service supervisor

   Once you've selected the best cooler service 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.

   After that, you can create an onboarding schedule for a new cooler service supervisor. 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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