How to hire an elevator supervisor

How to hire an elevator supervisor, step by step

Here's a step-by-step elevator supervisor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an elevator supervisor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   An elevator supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, elevator supervisors 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.

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

   Type of Elevator Supervisor	Description	Hourly rate
   Elevator Supervisor		$11-51
   Helper/Driver	A Helper/Driver's responsibilities will depend on the company or industry involved. It mainly revolves around delivering a wide variety of supplies at a particular place within an allotted schedule and distributing them according to the instructions given... Show more	$11-51
   Freight Elevator Operator	Freight elevators are designed to move goods and materials to and from different floors within a building. The job of a freight elevator operator is to move control levers or push buttons to control the elevator movement between floors... Show more	$11-51

2. Create an ideal candidate profile

   Common skills:

   • Harvest
   • CDL
   • Grain Quality

   Responsibilities:

   • Monitor and maintain merchandise database utilizing Microsoft office.
   • Monitor and maintain merchandise database utilizing Microsoft office.

3. Make a budget

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

   • Location. For example, elevator supervisors' average salary in wyoming is 47% less than in alaska.
   • Seniority. Entry-level elevator supervisors earn 78% less than senior-level elevator supervisors.
   • Certifications. An elevator supervisor 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 an elevator supervisor's salary.

   Average elevator supervisor salary

   $51,564yearly

   $24.79 hourly rate

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   Entry-level elevator supervisor salary

   $24,000 yearly salary

   Updated December 17, 2025

4. Writing an elevator supervisor job description

   An elevator 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 an elevator supervisor job description:

   Elevator supervisor job description example

   Founded in 1910, KONE is a global leader that provides elevators, escalators and automatic building doors, as well as solutions for maintenance and modernization that add value to buildings throughout their life cycle. Our mission is to improve the flow of urban life and make our world's cities better places to live by providing innovative solutions that help make people's journeys safe, convenient and reliable. Our operations in over 60 countries around the world has helped us achieve our position as an innovation and sustainability leader with repeated recognitions by Forbes, Corporate Knights for clean capitalism and others.
   
   Are you ready to make your next career move to join our team and manage your own local service operations as our Modernization Supervisor for KONE Atlanta?
   
   Are you familiar and comfortable in leading a team on a complex job site, while making sure the site is ready every day? In your professional experience - has implementing and monitoring safety guidelines been your top priority for you and your team? Do you take pride in providing learning opportunities for your team? Are you successful in effectively managing a schedule and tracking your team's overall performance?
   
   Are you able to collaborate with all levels of the organization to achieve business goals? Do you have an appetite for learning and leveraging new technologies? If you answered a resounding YES to these questions, then we have an amazing opportunity for you! As our Modernization Supervisor, you will review bid documents and survey job requirements on upcoming bids with salespeople for our modernization job sites. In addition, your familiarity with handling financials will ensure profitability on all modernization jobs while effectively managing resources that will lead to further success for yourself and the team.
   
   You will bring 2+ years of construction/service expertise as well as supervisory experience ideally leading a union represented workforce to our KONE family with an appetite for learning an exciting and new field. You will use the knowledge gained when obtaining your bachelor's degree in a related field or 4+ years of relevant working experience. We have the courage to hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because we believe diversity drives innovation: • We value your authentic self • Diversity, equity and inclusion is embedded in our strategy and values • Collaborative, creative and supportive work environment • Passionate about safety, quality and innovation • We care about the communities where we live and work Some of our many benefits include: • Competitive salary • Flexible work schedule • Opportunities to learn and grow • Matching 401K • Pension plan • Comprehensive health and wellness plans for the entire family • Paid holidays and paid time off Come share your passion and energy to make a positive impact at KONE for our customers and your career! *Beware of Recruitment Scams* We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.
   
   At KONE, we are focused on creating an innovative and collaborative working culture where we value the contribution of each individual. Employee engagement is a key focus area for us and we encourage participation and the sharing of information and ideas. Sustainability is an integral part of our culture and the daily practice. We follow ethical business practices and we seek to develop a culture of working together where co-workers trust and respect each other and good performance is recognized. In being a great place to work, we are proud to offer a range of experiences and opportunities that will help you to achieve your career and personal goals and enable you to live a healthy and balanced life.
   Read more on www.kone.com/careers

   Copy this example

   

5. Post your job

   There are a few common ways to find elevator supervisors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Recruiting elevator 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. 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 elevator supervisor

   Once you've decided on a perfect elevator 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   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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