How to hire a custodial supervisor

How to hire a custodial supervisor, step by step

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

What does a custodial supervisor do?

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1. Identify your hiring needs

   The custodial 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

   Hiring the perfect custodial supervisor 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.

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

   Type of Custodial Supervisor	Description	Hourly rate
   Custodial Supervisor		$12-21
   Housekeeping Director	A housekeeping director is a management professional who is responsible for supervising a staff of housekeepers to maintain cleanliness in various areas of facilities such as hotels, apartment buildings, or nursing facilities. This director must train the housekeeping staff to follow proper procedures and job safety... Show more	$15-41
   Housekeeping Manager	A housekeeping manager is responsible for overseeing the general maintenance operations, ensuring the cleanliness and safety of all facilities, as well as inspecting the working conditions of tools and equipment. Housekeeping managers monitor the adequacy of maintenance inventory, coordinate with suppliers and third-party vendors, and develop quality upgrade plans for floor layouts... Show more	$15-30

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Cleanliness
   • Corrective Action
   • Safety Procedures
   • Payroll
   • Floor Care
   • Minor Maintenance
   • Safety Inspections
   • Custodial Services
   • OSHA
   • Safety Hazards
   • Ladders
   • Performance Evaluations
   • Building Maintenance

   Check all skills

   Responsibilities:

   • Conduct building maintenance and cleanliness inspections for necessary repairs and safety hazards and report to customer along with follow up.
   • Scrub out toilets and urinals.
   • Perform general maintenance, repairs, and cleaning, floor scrubbing, sweeping, power washing, and plumbing.
   • Provide guidance to a crew of up to 12 staff in proper sanitation procedures according to OSHA rules/guidelines and company policies/procedures.
   • Facilitate all OSHA requirements and recommendations for safety.
   • Inspect all facilities for equipment operation and cleanliness; initiate and supervise preventive maintenance programs service contracts.

   More custodial supervisor duties

3. Make a budget

   Including a salary range in your custodial supervisor job description helps attract top candidates to the position. A custodial supervisor salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a custodial supervisor in New Mexico may be lower than in Massachusetts, and an entry-level custodial supervisor usually earns less than a senior-level custodial supervisor. Additionally, a custodial supervisor with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average custodial supervisor salary

   $16.66hourly

   $34,652 yearly

   ---

   Entry-level custodial supervisor salary

   $26,000 yearly salary

   Updated December 16, 2025

   Average custodial supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$51,275	$25
   2	Massachusetts	$48,883	$24
   3	Washington	$48,145	$23
   4	Colorado	$41,753	$20
   5	Connecticut	$39,683	$19
   6	Utah	$39,440	$19
   7	Minnesota	$39,274	$19
   8	New York	$38,374	$18
   9	Montana	$37,464	$18
   10	Nevada	$36,885	$18
   11	Indiana	$33,587	$16
   12	Missouri	$32,565	$16
   13	Ohio	$32,498	$16
   14	Rhode Island	$32,371	$16
   15	Texas	$31,527	$15
   16	Michigan	$31,281	$15
   17	Kansas	$30,183	$15
   18	Kentucky	$29,968	$14
   19	Georgia	$27,044	$13
   20	North Carolina	$26,676	$13

   Average custodial supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	University of California-Berkeley	$45,285	$21.77
   2	University of Nevada, Reno	$43,401	$20.87
   3	University of California	$43,335	$20.83	1
   4	City of Largo	$43,153	$20.75
   5	UC Merced	$43,071	$20.71
   6	AEG	$42,306	$20.34	1
   7	Georgetown University	$41,781	$20.09	4
   8	UC Santa Barbara	$41,445	$19.93
   9	Catholic Charities Health and Human Services	$41,424	$19.92
   10	Fedcap Rehab	$40,947	$19.69	3
   11	Legacy Traditional Schools	$39,144	$18.82
   12	The College of Saint Rose	$38,720	$18.62
   13	Charles River Center	$38,246	$18.39
   14	Charter Schools USA	$37,851	$18.20	2
   15	Healthcare Services Group	$37,761	$18.15	14
   16	Cushman & Wakefield	$37,697	$18.12	9
   17	East Stroudsburg University	$37,106	$17.84
   18	University of Wisconsin System	$36,866	$17.72
   19	Harvard University	$36,684	$17.64
   20	BioFire Diagnostics	$36,321	$17.46

4. Writing a custodial supervisor job description

   A custodial 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 custodial supervisor job description:

   Custodial supervisor job description example

   Job DescriptionCustodial Supervisor $17/HR- Whitestown, IN
   
   

   2nd Shift Supervisor

   Sunday – Thursday

   Time – 2:30pm – 11:00pm

   Responsible for organizing, scheduling, assigning and performing daily work routines.
   Team leader for safety in work area assigned. Responsible for training all employees in safety related issues. Discuss all safety issues and provide proper personal protective equipment. Investigate accidents and make determinations as of cause of injuries. And reporting all concerns and injuries.
   Provides on the job training for new employees with regard to every phase of their job, which includes equipment and chemical usage. In addition, provides continuing training using on the job coaching methods for current employees.
   Management of equipment and consumables
   Work with department management team to insure adequate supply of products and chemicals are readily available for staff use.
   Communicates effectively in regards to requests, work orders and any other element of the job.
   Coordinate and provide assistance for building emergencies (such as fire/flood clean-up, snow/ice removal, etc.). During and after working hours.
   Must be able to plan and perform major cleaning operations, supervising assigned work projects, and coordinate major work projects with the manager and or assistant manager and following up on
   
   Supervisory Responsibility
   Supervise 8-10 Custodians on a daily basis with regard to quantity and quality of work. Inspect all assigned areas frequently to insure that individual and building inspections meet service level quality standards, utilizing computer aided inspection systems and other department provided tools, etc. Supervise other related work as required.
   Disciplines and counsels staff in disciplinary actions. Advises office when verbal & written disciplinary actions have been given. Jointly meets with employee and manager when problem warrants written warnings.
   Perform other duties as assigned.
   
   Minimum qualifications
   College degree preferred but not required.
   Experience: Minimum of 1-year supervisor experience.

   
   
   The Clean Tech Company is a St. Louis, Missouri based company with a proud and stable history. Clean Tech has been providing professional custodial maintenance services for over 50 years. We specialize in making facilities look their best- consistently, with quality services, and with a smile!
   
   Our time-tested approach and state of the art techniques are guaranteed to deliver the highest quality cleaning, while maintaining our tight cost-containment philosophy. We believe every building has its own unique management challenges and facility requirements. Our approach is to individually tailor a custodial program that specifically addresses each particular facility.
   
   

   We specialize in cleaning:
   -Corporate headquarters
   -Multi-tenant office buildings
   -Sports stadiums
   -Schools
   -Medical facilities
   -Industrial plants

   Clean-Tech is an Equal Opportunity Employer.

   IND123

   #CTCB

   
   
   

   Copy this example

   

5. Post your job

   To find the right custodial supervisor 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 supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit custodial supervisors 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 supervisor job on Zippia to find and recruit custodial supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting custodial supervisors 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 supervisor

   Once you've decided on a perfect custodial supervisor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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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