How to hire a facilities locator

How to hire a facilities locator, step by step

Here's a step-by-step facilities locator hiring guide:

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

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1. Identify your hiring needs

   Before you post your facilities locator job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a facilities locator for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a facilities locator to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a facilities locator that fits the bill.

   This list presents facilities locator salaries for various positions.

   Type of Facilities Locator	Description	Hourly rate
   Facilities Locator		$12-24
   Shop Helper	A shop helper is in charge of providing technical assistance to staff. Their responsibilities include operating devices and machinery, assisting in kit arrangements, preparing and handing over tools to mechanics, monitoring the inventory of supplies, and performing basic repairs as needed... Show more	$12-18
   Installation Helper	Installation helpers are skilled employees who are responsible for observing equipment and machinery to verify their efficient and safe operations. These helpers are required to assist in troubleshooting equipment after the installation while identifying defects to ensure a timely repair or return of the equipment... Show more	$11-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Building Systems

   Responsibilities:

   • Manage animal orders with multiple vendors using Peoplesoft software.
   • Used radio detection technology to locate mark and protect underground utilities prior to excavations
   • Update all patient medical record as needed, including monthly verification of patients insurance information.
   • Utilize computerize GIS mapping system to locate underground utilities.

3. Make a budget

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

   • Location. For example, facilities locators' average salary in louisiana is 40% less than in rhode island.
   • Seniority. Entry-level facilities locators earn 51% less than senior-level facilities locators.
   • Certifications. A facilities locator 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 facilities locator's salary.

   Average facilities locator salary

   $36,103yearly

   $17.36 hourly rate

   ---

   Entry-level facilities locator salary

   $25,000 yearly salary

   Updated January 31, 2026

4. Writing a facilities locator job description

   A job description for a facilities locator 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 facilities locator job description:

   Facilities locator job description example

   About the job
   
   The Global Workplace Solutions team is looking for an experienced business analyst to specialize in building and enabling data aligned operational process improvements. This role will work closely with the Global Workplace Solutions leadership to develop and deliver data driven multi year financial and operational strategic plans. You will possess strong analytical, presentation, and communication skills as well as the ability to enable others in telling a compelling story using data. In this role you will develop a deep understanding of Red Hat's real estate operations and organizational culture to tackle complex business challenges and deliver actionable insights, enablement and guidance to decision makers. 3+ years experience with business analysis, analytics, financial management, business strategic planning and metrics. You should possess knowledge of process improvement methodologies, financial & data acumen, and be able to conceptualize future state data roadmap. Technical skills desired include data cleansing, experience with understanding software integrations, and proficiency in data visualization best practices. Additionally candidates will demonstrate resourcefulness, autonomy and innovate creative ways to assess and cultivate the Red Hat workforce.
   
   What you will do
   
   * Develop a multi year financial and operational scenario plan framework that includes identification of key financial metrics in alignment with organizational goals & objectives.
   
   * Partner with stakeholders to identify and prioritize development of key organization data sets in partnership with Finance (GFA) and IT partners
   
   * Conduct organizational assessments to define process improvement opportunities and technical maturity, identify gaps, and provide recommendations & enablement strategies for improvement
   
   * Design a multi year staffing & financial roadmap that ensures the organization is prepared with necessary insights to make key real estate and service decisions.
   
   * Inform design of attractive and impactful visualizations that efficiently enable decision making. Execution of the visualization build may or may not reside with this role (partners).
   
   * Partner with finance and IT to drive scalability of organizational and enterprise ready data models
   
   * Support enablement activities within the global organization to help set context for the "why" behind different business decisions.
   
   #LI-DNI
   
   What you will bring
   
   * Bachelors degree required with MBA preferred
   * Experience working with international teams and projects
   * Excellent communication, presentation and relationship-building skills

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting facilities locators 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 facilities locator

   Once you've decided on a perfect facilities locator 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new facilities locator. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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