How to hire a dispatcher supervisor

How to hire a dispatcher supervisor, step by step

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

What does a dispatcher supervisor do?

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1. Identify your hiring needs

   The dispatcher 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 dispatcher 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.

   This list presents dispatcher supervisor salaries for various positions.

   Type of Dispatcher Supervisor	Description	Hourly rate
   Dispatcher Supervisor		$12-29
   Yardmaster/Customer Service/Crew Dispatching	A yardmaster/customer service/crew dispatching officer functions differently depending on their industry or place of employment. Most of their responsibilities revolve around dealing with providing customer support and services, responding to inquiries and correspondence, addressing issues and concerns, providing corrective measures, and producing progress reports... Show more	$12-18
   Transportation Dispatcher	A Transportation Dispatcher's job is to coordinate the transportation of goods by trucks with suppliers, drivers, etc. He/She schedules drivers for pickups and deliveries on specific routes... Show more	$13-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • DOT
   • Payroll
   • Non-Emergency Calls
   • GPS
   • Computer System
   • EMS
   • Computer Aided Dispatch
   • Dispatch System
   • CAD
   • Dispatch Operations
   • Disciplinary Actions
   • Service Calls
   • Customer Complaints
   • Troubleshoot

   Check all skills

   Responsibilities:

   • Manage dot hrs for drivers as far as what tasks can be done in a certain amount of time.
   • Handle inbound customer inquiries for HVAC services (emergency & non-emergency).
   • Learned and apply FRA regulatory standards.
   • Complete monthly warrant audits to include NCIC validations.
   • Assist call center with questions about accounts or eta on techs arrival
   • Schedule OTR drivers so that they are compliant with D.O.T regulations.

   More dispatcher supervisor duties

3. Make a budget

   Including a salary range in your dispatcher supervisor job description helps attract top candidates to the position. A dispatcher 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 dispatcher supervisor in Utah may be lower than in Connecticut, and an entry-level dispatcher supervisor usually earns less than a senior-level dispatcher supervisor. Additionally, a dispatcher 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 dispatcher supervisor salary

   $41,106yearly

   $19.76 hourly rate

   ---

   Entry-level dispatcher supervisor salary

   $27,000 yearly salary

   Updated December 16, 2025

   Average dispatcher supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$48,708	$23
   2	Virginia	$47,539	$23
   3	California	$46,918	$23
   4	Washington	$45,513	$22
   5	Maryland	$44,124	$21
   6	Pennsylvania	$43,148	$21
   7	Illinois	$41,141	$20
   8	Wisconsin	$41,125	$20
   9	Minnesota	$40,221	$19
   10	Colorado	$40,014	$19
   11	Ohio	$39,494	$19
   12	Nebraska	$38,075	$18
   13	Hawaii	$37,783	$18
   14	Texas	$37,592	$18
   15	Michigan	$36,819	$18
   16	Florida	$36,545	$18
   17	Montana	$34,658	$17
   18	Utah	$33,834	$16
   19	Alabama	$33,373	$16

   Average dispatcher supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	National Grid plc	$62,790	$30.19
   2	University of California	$51,742	$24.88	4
   3	Loma Linda University Health	$51,286	$24.66
   4	Transdev Services, Inc.	$46,062	$22.15	63
   5	U.S. Venture	$45,605	$21.93	3
   6	First Transit	$45,390	$21.82
   7	National Express	$44,894	$21.58	25
   8	University of Nebraska Medical Center	$44,646	$21.46	1
   9	City of Reno	$44,004	$21.16
   10	New Jersey Resources	$43,570	$20.95
   11	Martin Marietta	$43,052	$20.70
   12	Dayton Freight	$41,719	$20.06	1
   13	Servco	$41,033	$19.73	3
   14	UPS	$40,484	$19.46	23
   15	Ryder System	$40,142	$19.30	42
   16	Bruce Transportation Group	$39,541	$19.01
   17	SC Fuels	$39,231	$18.86
   18	Estes Express Lines	$39,147	$18.82
   19	AAA FACILITY SERVICES	$38,712	$18.61
   20	DHL	$38,700	$18.61

4. Writing a dispatcher supervisor job description

   A dispatcher 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 dispatcher supervisor job description:

   Dispatcher supervisor job description example

   AAA East Central has an opportunity for an on-site Dispatch Supervisor in the East Liberty office in Pittsburgh. This position is Swing Shift from 2:30pm-11:00pm.
   
   This position ensures effective service to members/insureds and is responsible for people, operations, and project management of the work group. The position also implements and manages the achievement of the strategic business plan, and applies principles and best practices to achieve total member satisfaction and attain productivity and corporate leadership goals. In addition, this position sustains a continuous learning environment for the working group to gain job knowledge, customer service skills, and maintain a safe working environment. The position may assume responsibility for all service and operational activities in the Team Manager's absence.
   Responsibilities
   Provide coaching and development to team members to ensure continual education and enrichment. Foster an understanding of immediate service issues to maintain total member satisfaction. Communicate with team members through individual and group meetings, encouraging employees to support culture and values, embrace changes, as well as to encourage discussion on current policies, procedures, objectives and goals. Create an operating environment conducive to high employee satisfaction, development/growth, and retention while maintaining respect and dignity for all.
   Identify training needs and ensure training is provided in assigned responsibilities. Review effectiveness of current training programs, and make recommendations to management for enhancement of existing training and addition of new programs.Direct staff in the handling of member service issues; and resolve elevated service issues, including, but not limited, to conflicts, special service needs, member dissatisfaction, and adverse service conditions.Interview, screen and hire team members as replacements or additions to staff, as well as direct promotions and terminations. Review requests for changes in staffing and forward to next appropriate approval level.Prepare and conduct performance appraisals. Commend employee progress and/or take appropriate corrective action designed to improve performance or to correct failures in order to meet Club and departmental standards. Ensure compliance with appropriate Club and legal requirements.Analyze current operating activities, and report to management as requested. Participate in organized committees for the purpose of recommending changes in operating methods, business plans and training curriculum.Supervise employees' compliance with Club policy, Safety procedures, Federal and State labor laws, including, but not limited to, payroll and attendance, and approve necessary reports in compliance with those laws. Assist subordinates with administration of various employee benefits and services programs.Support organizational commitment to on-going leadership development through annual completion of “Leadership Development Units” including, but not limited to, live call taking, development, training and maintaining local contingency and disaster-readiness plans for any emergency affecting office operations, computer systems, member service or employee safety.Perform all other duties and responsibilities as assigned or required.
   
   Job Specifications
   Prefer a 4-year college degree or equivalent combination of education and work experience.Position typically requires a 3-5 years experience in the call center customer service environment. Previous experience managing supervisors and work teams preferred. Proven ability to achieve high service quality results in conjunction with meeting productivity requirements preferred.Professional verbal and written communication skills required.General management, organizational and time management skills required.Proven effectiveness to negotiate and resolve complaints on an escalated level.Knowledge of call center management applications, industry standards/requirements, automatic call distribution technology, workforce management software, service quality assurance programs, and industry best practices.Demonstrate strong coaching, interpersonal, and effective presentation skills. Demonstrate leadership ability to motivate a group of employees towards a desired result. Current knowledge of Human Resources practices (wage and hour, labor law, etc.) required.Proficiency with Microsoft Office software, including Outlook, Word, PowerPoint, Excel and Access required. Valid driver license, acceptable Department of Motor Vehicle record, and minimum limits of automobile liability insurance required.Travel for seminars and meetings and participating on various committees is required, as well as the ability to be on call and available 24 hours a day, seven days a week.
   
   Benefits:· Extraordinary medical/dental/vision/life benefits· 401(k) Savings plan with company match
   
   AAA East Central is part of the largest federation of AAA clubs in the nation. We have 14,000 employees in 21 states and 17 million members. The strength of our organization is our employees. Bringing together and supporting different cultures, backgrounds, personalities, and strengths creates a team capable of delivering legendary, lifetime service to our members. When we embrace our diversity - we win. All of Us! With our national brand recognition and long-standing reputation since 1902, we encourage you to learn more about our legendary service.
   
   Through dedicated employees we proudly deliver legendary service and beneficial products that provide members peace of mind and value.”
   
   AAA is an Equal Opportunity Employer

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit dispatcher 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 dispatcher supervisor

   Once you've found the dispatcher supervisor candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new dispatcher supervisor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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