How to hire a custodial foreman

How to hire a custodial foreman, step by step

Here's a step-by-step custodial foreman hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the custodial foreman you need to hire. Certain custodial foreman roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

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   Hiring the perfect custodial foreman also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents custodial foreman salaries for various positions.

   Type of Custodial Foreman	Description	Hourly rate
   Custodial Foreman	Janitors and building cleaners keep many types of buildings clean, orderly, and in good condition.	$15-32
   Floor Technician	A floor technician's role is to maintain the cleanliness and sanitation of various areas within an establishment. Their responsibilities include operating cleaning equipment, conducting minimal repairs and inventory checks, arranging furniture and fixtures, organizing supplies, and keeping floors free from obstructions... Show more	$11-18
   Janitor	Janitors are primarily responsible for maintaining the sanitation and cleanliness of the workspace. They are in charge of sweeping and mopping floors, wiping surfaces, and ensuring that the area they are assigned to is properly sanitized... Show more	$10-16

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2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • Floor Care
   • General Maintenance
   • HVAC
   • Scrubbers
   • Plumbing
   • Clean Windows
   • Building Inspections

   Responsibilities:

   • Manage and perform all excavations.
   • Diagnose problems with HVAC systems and electric meters.
   • Perform preventive maintenance and service all custodial equipment including automatic walk behind floor scrubbers and buffing machines.
   • Demonstrate cross-functional and collaborative team leadership while also delivering superior customer service to maintain client satisfaction and retention.
   • Demonstrate cross-functional and collaborative team leadership while also delivering superior customer service to maintain client satisfaction and retention.

3. Make a budget

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

   • Location. For example, custodial foremen' average salary in mississippi is 55% less than in alaska.
   • Seniority. Entry-level custodial foremen 52% less than senior-level custodial foremen.
   • Certifications. A custodial foreman 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 custodial foreman's salary.

   Average custodial foreman salary

   $46,863yearly

   $22.53 hourly rate

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   Entry-level custodial foreman salary

   $32,000 yearly salary

   Updated December 25, 2025

4. Writing a custodial foreman job description

   A custodial foreman 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 custodial foreman job description:

   Custodial foreman job description example

   CONTRACT SERVICES CUSTODIAL FOREMAN
   
   This position is located in Washington, DC
   
   The core working hours are 7:30 am - 3:30 pm, Monday - Friday
   
   The hourly rate is $21.30
   
   This position requires that the employee must successfully complete criminal history information background check and drug screening and be able to obtain and maintain a government security clearance.
   
   INTRODUCTION: Incumbent is responsible for planning the daily schedule of the custodial crew and supervising their work to ensure all contract specifications are met to the highest standards.
   
   RESPONSIBILITIES:
   
   *1. Plans the daily work activities of the crew and assign specific duties to each worker.
   
   *2. Supervises the crew members to ensure that the assigned work is performed in a satisfactory manner.
   
   *3. Inspects assigned area/buildings to ensure the scheduled work has been completed.
   
   *4. Instructs crew members in required cleaning techniques, new methods and procedures and equipment use and care.
   
   *5. Readjusts work assignments to accomplish special assigned work or ensure completion of work when a crew member is absent.
   
   6. Maintains inventory of all assigned equipment and supplies. Order new equipment and supplies in accordance with established procedures and issue the aforementioned items to crew members.
   
   *7. Maintains attendance records and prepares and submits crew members' time sheets.
   
   *8. Schedules and approves vacations for crew members.
   
   9. Maintains laundry records at locations where uniforms are worn.
   
   *10. Resolves crew members' problems or refers matters to supervisor.
   
   11. Maintains contact with the parents/guardians of all developmentally disabled crew members to ensure that they are familiar with the work schedule and conduct required of the workers.
   
   *12. Attends weekly custodial meetings and in‑services in order to keep abreast of the latest equipment, supplies and techniques within the industry.
   
   *13. Conducts time trials to determine employment productivity.
   
   *14. Conducts other administrative duties as required.
   
   *Essential Function
   
   SUPERVISION RECEIVED: The incumbent is supervised by the Site Supervisor.
   
   SUPERVISION EXERCISED: The Contract Services Custodial Foreman supervises the work activities of designated crews.
   
   PHYSICAL QUALIFICATIONS: The incumbent must be able to stand 80% of the work time and sit 20%, must be able to lift/carry 50 pounds and push/pull 50 pounds. These requirements are necessary in order to complete custodial work, inspect work areas, and use and operate custodial equipment. He/she must be able to climb, stoop, kneel and reach in order to climb stairs and clean high and low areas. Must be able to speak and hear in order to communicate clearly with workers at the contract site. Good vision and depth perception are required in order to inspect work areas.
   
   QUALIFICATIONS: Two (2) years experience in custodial work required, with one (1) years supervisory experience. Prior experience with developmentally disabled individuals preferred. Good oral and written communication skills are required. Must be able work flexible hours with some week‑ends and holidays, and pass security clearance.
   
   EOE/ AAP
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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5. Post your job

   To find the right custodial foreman for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with custodial foremen they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit custodial foremen who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting custodial foremen requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 custodial foreman

   Once you've selected the best custodial foreman 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   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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