How to hire an energy control officer

How to hire an energy control officer, step by step

Here's a step-by-step energy control officer hiring guide:

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

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1. Identify your hiring needs

   The energy control officer 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

   An energy control officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, energy control officers 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.

   Here's a comparison of energy control officer salaries for various roles:

   Type of Energy Control Officer	Description	Hourly rate
   Energy Control Officer		$11-31
   Energy Audit Advisor	An energy audit advisor specializes in providing analytical services to help commercial and residential establishments maintain energy-efficient operations. They are usually working for energy service companies where their responsibilities include gathering and analyzing extensive data, conducting research and analysis, facilitating tests, and performing audits and risk assessments... Show more	$22-54
   Control Analyst	A control analyst is a professional who is responsible for identifying weaknesses in the work process of an organization and implement methods to minimize risks. Control analysts are required to supervise the process for incident reports and provide technical guidance to their personnel... Show more	$24-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Control Systems
   • Process Improvement
   • SOX

   Responsibilities:

   • Design and manage intranet-based ISO-9001 document system containing internal ISO documents and customer engineering drawings and specifications.
   • Position require knowledge and understanding of, supply chain management, logistics, production scheduling and inventory planning and management.
   • Co-Le marketing and origination for investments in power generation and energy infrastructure.

3. Make a budget

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

   • Location. For example, energy control officers' average salary in wyoming is 39% less than in district of columbia.
   • Seniority. Entry-level energy control officers earn 64% less than senior-level energy control officers.
   • Certifications. An energy control officer 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 energy control officer's salary.

   Average energy control officer salary

   $40,157yearly

   $19.31 hourly rate

   ---

   Entry-level energy control officer salary

   $24,000 yearly salary

   Updated January 23, 2026

4. Writing an energy control officer job description

   A good energy control officer job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an energy control officer job description:

   Energy control officer job description example

   Energy Marshall
   
   Atlanta, GA
   
   Great opportunity for Master Electricians with Data Center and or Mission Critical experience.
   
   HazTek Safety Management is the largest and most diverse team of full-time construction safety experts in North America. The Company is known for our professional consulting services and premium safety solutions for small contractors to large Fortune 100 companies. HazTek is growing and seeking outstanding performers to join our team.
   
   We offer a first-class compensation and benefits package. Please go to www.haztekinc.com to learn more about our Company.
   
   Local candidates preferred, will consider relocation and or travel for those meeting all the requirements.
   
   The key functions of the Energy Marshall is a significant part of the construction and commissioning efforts, ensuring focus and compliance for all types of energy isolation. This is an assurance role that helps ensure the vendors and constractors' Energy Isolation Program meets and exceeds all standards and policies.
   
   + Oversee all aspects of a complex electrical structures and construction project ensuring OSHA compliance
   
   + Establish and manages an Energy and Isolation Program that will be implemented throughout the project
   
   + Participate in High Risk Activity (HRA) planning meetings associated with Energy Isolation.
   
   + Ensures approval process for proposed Energy Isolation procedures is in place
   
   + Ensures all SoW's, MOPS, and Scripts are reviewed and all sources of energy are established.
   
   + Determine if a group or individual LOTO will be required
   
   + Serves as an independent authority for stopping all unsafe work practices regarding Energy Isolation
   
   + Attend safety department and management meetings, training workshops, and daily activity briefings
   
   + 15+ years working as a Master Electrician on Mission Critical projects highly preferred
   
   + Data Center experience required
   
   + Advanced working knowledge of SPS-101 Energy Isolation guidelines
   
   + Must have experience working a data center build, or similar environment
   
   + Extensive experience in contractor communications, and liaising with design teams, and other project professionals
   
   + Excellent written and verbal communication skills
   
   + Proficient computer skills
   
   We are committed to building an environment of inclusion and acceptance which values diversity across all areas of the organization; an environment in which all employees can contribute to the success of the business and are valued for their skills, experience, and unique perspectives.
   
   Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.
   
   Integrity | Compassion | Dependability | Support | Accountability
   
   Safety Manager, Site Safety Officer, Safety Technician, Safety Coordinator, Safety Specialist, Energy Marshal, Safety Director, Project Safety Manager, EHS Manager, Construction, Health and Safety Officer, OSHA, CHST, SSHO, HSO, Master Electrician, LOTO Manager
   
   ID: 2022-2240
   
   External Company Name: Haztek Inc.

   Copy this example

   

5. Post your job

   There are a few common ways to find energy control officers 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 energy control officer job on Zippia to find and recruit energy control officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with energy control officer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 energy control officer

   Once you've decided on a perfect energy control officer 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new energy control officer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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