How to hire a diver

How to hire a diver, step by step

Here's a step-by-step diver hiring guide:

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

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1. Identify your hiring needs

   The diver 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

   A diver's background is also an important factor in determining whether they'll be a good fit for the position. For example, divers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of divers.

   Type of Diver	Description	Hourly rate
   Diver		$11-48

2. Create an ideal candidate profile

   Common skills:

   • Demolition
   • Scuba
   • Chamber Operations
   • Hydraulic Tools
   • Salvage Operations
   • CPR
   • CDL
   • Underwater Construction
   • Open Water
   • Equipment Maintenance
   • Hazardous Materials
   • Pipeline Repair
   • Topside
   • NDT

   Check all skills

   Responsibilities:

   • Manage and supervise all divers/tenders and all topside aspects of the dive operation.
   • Manage riser and pipeline installation, subsea salvage, maintenance, and abandonment.
   • Conduct underwater hull, ndt, and damn inspections.
   • Install of security cameras, GPS, other components.
   • Train in dive safety, CPR and basic dive medicine.
   • Gain numerous safety and site specific training, including OSHA.

3. Make a budget

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

   • Location. For example, divers' average salary in wyoming is 44% less than in alaska.
   • Seniority. Entry-level divers 76% less than senior-level divers.
   • Certifications. A diver 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 diver's salary.

   Average diver salary

   $49,656yearly

   $23.87 hourly rate

   ---

   Entry-level diver salary

   $24,000 yearly salary

   Updated January 23, 2026

4. Writing a diver job description

   A diver 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 diver job description:

   Diver job description example

   Diver Preparation Course (7 weeks) at Naval Training Command, Great Lakes, IL for training in basic electrical and engineering courses, water adaptability and physical fitness

   Second Class Dive School (15 weeks) at the Naval Diving and Salvage Training Center (NDSTC) in Panama City, FL for training in any or all of the following:

   1. Air and mixed gas diving
   2. Underwater cutting and welding
   3. Demolition
   4. Recompression chamber operations
   5. Underwater hydraulic tools
   6. Ship maintenance, repair and salvage

   Fleet Training - You will be assigned to one of the Navy Diving Units to be trained to perform underwater ship repair, salvage and construction, using either SCUBA equipment or a surface-supplied-air diving system. Training for Diving Medical Officers and Diving Medical Technicians is also part of Fleet training.

   Advanced Training - Many experienced divers return to NDSTC for further course work so they can qualify as First Class Divers and Master Divers.

   For those with further leadership aspirations and a college degree, Officer roles are available - providing opportunities to lead and train others.

   Promotion opportunities are regularly available but competitive and based on performance. It's also important to note that specialized training received and work experience gained in the course of service can lead to valuable credentialing and occupational opportunities in related fields

   EDUCATION OPPORTUNITIES

   Members of the Naval Special Warfare/Naval Special Operations (NSW/NSO) community have any number of unique opportunities to advance their education. Navy training provides skills and knowledge in everything from the fundamentals of explosive ordnance disposal to chemical and biological warfare, military tactics, deep-sea diving or a number of other tactical military procedures.

   Beyond offering access to professional credentials and certifications, Navy training in the EOD community can translate to credit hours toward a bachelor's or associate degree through the American Council on Education. You may also continue your education through opportunities like:

   1. Navy College Program and Tuition Assistance
   2. Post-9/11 GI Bill

   QUALIFICATIONS & REQUIREMENTS

   Males and females are eligible to apply to become Enlisted Navy Divers. No college degree is required, but a high degree of difficulty and satisfaction is standard. Training is tough and ongoing. You can apply for the Navy Challenge contract for Divers at any time during your first enlistment.

   Entry Requirements:

   1. Eyesight 20/200 bilateral correctable to 20/25 with no color blindness
   2. Minimum Armed Services Vocational Aptitude Battery (ASVAB) score: AR+VE=103, MC=51
   3. Pass a physical examination required for divers
   4. Be 30 years of age or younger
   5. Must be a U.S. citizen and eligible for security clearance

   Visit the Navy SWCC PST Calculator to review the current minimum Navy Physical Screening Test (PST) requirements for Navy Challenge Programs.

   General qualifications may vary depending upon whether you're currently serving, whether you've served before or whether you've never served before.

   Copy this example

   

5. Post your job

   To find divers 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 divers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level divers 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 diver job on Zippia to find and recruit diver candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting divers 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.

   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 diver

   Once you have selected a candidate for the diver position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   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 diver 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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