How to hire a doorman

How to hire a doorman, step by step

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

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

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1. Identify your hiring needs

   The doorman 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 doorman 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 doormen and their corresponding salaries.

   Type of Doorman	Description	Hourly rate
   Doorman		$12-20
   Security	A Security's main responsibility is to keep people or an establishment safe. This responsibility is carried out by constantly patrolling a designated area and monitoring the activity within the premises... Show more	$11-20
   Baggage Handler	Baggage handlers are skilled employees who are responsible for loading and unloading travelers' baggage and other cargo at airports. These handlers are required to handle weighty baggage and cargo by operating conveyor belts, tugs, and tow tractors... Show more	$10-37

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Front Door
   • Front Desk
   • IDS
   • Security Cameras
   • Hotel Guests
   • Building Security
   • Emergency Situations
   • Open Doors
   • Local Attractions
   • Crowd Control
   • Safety Procedures
   • Greeting Guests
   • Property Damage
   • CCTV

   Check all skills

   Responsibilities:

   • Greet and guide new patients through the initial registration process and logistics, eliminating first appointment frustrations and managing patient expectations.
   • Provide exceptional guest experience, delivering guest accommodations along with luggage, booking dinner reservations and transportation.
   • Greet patrons, cashier, check ids, load and unload taxis
   • Check ids, bark, change kegs help set up bar and help bartender.
   • Provide errand services, arrange mail service, deliver daily newspapers and fulfill other guest requests.
   • Monitor CCTV s, open the doors for residents and guests, hail cabs and clean lobby.

3. Make a budget

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

   • Location. For example, doormen' average salary in california is 51% less than in north dakota.
   • Seniority. Entry-level doormen earn 40% less than senior-level doormen.
   • Certifications. A doorman 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 doorman's salary.

   Average doorman salary

   $15.59hourly

   $32,418 yearly

   ---

   Entry-level doorman salary

   $25,000 yearly salary

   Updated December 14, 2025

4. Writing a doorman job description

   A job description for a doorman role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a doorman job description:

   Doorman job description example

   Be #gablesproud of where you work and become part of our team by applying for your new career with Gables TODAY!
   
   To perform this job successfully, an individual must be able to perform each essential duty well. Therequirements listed below are representative of the knowledge, skills and abilities required. Reasonableaccommodations may be made to enable individuals with disabilities to perform the essential functionsof the job.
   
   EducationNo specific level of education is required. However, for safety and productivity reasons, the positionrequires the ability to read and write English.Professional Experience1-2 years experience in customer service or related field preferred (not required).
   
   Attendance/TravelPosition requires the ability to work any of the seven days of the week, 52 weeks of the year. Due tocommunity staffing limitations, it is extremely critical that individuals be able to work their scheduledhours on a consistent basis and, if necessary, overtime hours when requested. Travel may be requiredfor company training classes or to work at other communities as requested.
   Licenses/EquipmentN / A
   Skills
   Ability to read, analyze and interpret all forms of information Excellent written and verbal communication skills Ability to accept and learn from constructive criticism Must be well organized Must be detail oriented Must be team oriented but able to work independently on occasion Must demonstrate tact and diplomacy Ability to prioritize tasks Ability to multi-task Must be efficient Must possess strong analytical and problem solving skills Ability to follow oral and written instructions
   Computer skills:
   Minimum of basic knowledge of computers Ability to use OutlookMinimum of basic Internet knowledge
   Learning and DevelopmentMaintain a commitment to ongoing professional development and career growth.
   Career ApparelAssociate must wear career apparel based on defined company standards.An Equal Opportunity Employer - M/F/D/V.
   
   If you're passionate about exceeding goals and providing exceptional customer service experiences, come join Gables in our mission of Taking Care!
   
   Not ready to apply? Sign up for our job alerts to learn about future openings of interest by clicking the “my account” icon at the top of the page and selecting the job alerts option from the drop down.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit doormen, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 doorman

   Once you have selected a candidate for the doorman 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 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 doorman 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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How much does it cost to hire a doorman?