How to hire a facility worker

How to hire a facility worker, step by step

Here's a step-by-step facility worker hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a facility worker, 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

   A facility worker's background is also an important factor in determining whether they'll be a good fit for the position. For example, facility workers 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 facility workers and their corresponding salaries.

   Type of Facility Worker	Description	Hourly rate
   Facility Worker	General maintenance and repair workers fix and maintain machines, mechanical equipment, and buildings. They paint, repair flooring, and work on plumbing, electrical, and air-conditioning and heating systems.	$12-25
   Maintenance Lead Technician	A maintenance lead technician oversees the daily maintenance operations of a department or establishment. Their duties revolve around conducting inspections and regular maintenance checks on facilities and equipment, performing repairs as necessary... Show more	$17-32
   Groundskeeping Maintenance	A Groundskeeping Maintenance Worker performs several skilled and semi-skilled tasks in grounds keeping and building trade areas. They maintain turf places, including weed control and Integrated Pest Management... Show more	$11-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Ladders
   • Cleanliness
   • Plumbing
   • General Maintenance
   • Hand Tools
   • Mowing
   • Snow Removal
   • Building Maintenance
   • Maintenance Tasks
   • GRASS
   • Minor Maintenance
   • HVAC
   • Custodial Maintenance
   • CPR

   Check all skills

   Responsibilities:

   • Manage building repair logs in addition to working with and disposing of HAZMAT materials.
   • Assist with day to day landscape work, such as: mowing, weed whacking, tree removal, etc.
   • Maintain HVAC equipment relate to safe and clean operations of the campus.
   • Record and implement all schedule maintenance of HVAC, fire and security systems as required.
   • Repair company air conditioning, heating, ventilation, and refrigeration equipment.
   • Manage all mail room shipping, receiving and distribution; company FedEx administrator.

   More facility worker duties

3. Make a budget

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

   • Location. For example, facility workers' average salary in idaho is 44% less than in district of columbia.
   • Seniority. Entry-level facility workers earn 53% less than senior-level facility workers.
   • Certifications. A facility worker 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 facility worker's salary.

   Average facility worker salary

   $37,241yearly

   $17.90 hourly rate

   ---

   Entry-level facility worker salary

   $25,000 yearly salary

   Updated January 10, 2026

   Average facility worker salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$44,611	$21
   2	California	$43,791	$21
   3	New York	$41,347	$20
   4	Hawaii	$38,784	$19
   5	Maryland	$36,388	$17
   6	Tennessee	$35,651	$17
   7	Florida	$35,339	$17
   8	Wisconsin	$35,083	$17
   9	Pennsylvania	$35,033	$17
   10	Washington	$33,398	$16
   11	Arizona	$33,127	$16
   12	Ohio	$32,329	$16
   13	Kansas	$31,634	$15
   14	North Carolina	$31,522	$15
   15	Colorado	$31,248	$15
   16	Illinois	$30,861	$15
   17	Oregon	$29,613	$14
   18	Virginia	$29,543	$14
   19	South Dakota	$28,845	$14
   20	Michigan	$26,691	$13

   Average facility worker salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	University of California	$53,365	$25.66	59
   2	UC Santa Barbara	$52,158	$25.08
   3	University of California-Berkeley	$50,927	$24.48	1
   4	Georgetown University	$49,337	$23.72	1
   5	PPL	$45,727	$21.98	2
   6	POET	$45,347	$21.80	1
   7	Brigham Moore	$45,343	$21.80
   8	Remote	$42,401	$20.39	15
   9	PCI Pharma Services	$42,377	$20.37	4
   10	Minnesota Limited	$42,121	$20.25	3
   11	City of Elk River	$42,057	$20.22
   12	New York Edge Music	$42,003	$20.19
   13	Wisconsin	$42,003	$20.19
   14	University of Wisconsin System	$41,628	$20.01
   15	Mary's Center	$40,173	$19.31
   16	Concierge Home Care	$39,805	$19.14
   17	Redstone Highlands	$39,762	$19.12	2
   18	GLCAC	$39,215	$18.85
   19	Santa Clara County Office of Education	$38,138	$18.34
   20	State of Connecticut	$37,487	$18.02	5

4. Writing a facility worker job description

   A facility worker 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 facility worker job description:

   Facility worker job description example

   The Osborne Association serves individuals, families, and communities affected by the criminal justice system. Through our programs, we offer opportunities for people to heal from and repair harm, restore their lives, and thrive. We challenge systems rooted in racism and retribution and fight for policies and practices that promote true safety, justice, and liberation.
   
   At Osborne, we are guided by core values and shared beliefs. We honor everyone's capacity to change, celebrate our shared humanity, are united in our pursuit of justice and equity, take all possible steps to keep our commitments and advocate for people and principles with fierce and tenacious determination.
   
   We are seeking a part-time Hospitality Center Worker to join our team. The Hospitality Center Worker welcomes individuals and families to the hospitality centers while providing general oversight of the Hospitality Center during visiting hours.
   This position is located in Albion, NY. The rate for this position is $15 per hour.
   
   Requirements
   
   Education
   
   High school diploma or equivalent is required.
   
   Experience
   
   A minimum of one year of customer service and or working with family and children.
   
   Additional Skills
   
   * Ability to interact with a multicultural population is required
   * Must be able to react to change as the program dictates
   * Good organizational, communication and problem-solving skills are required
   * Must be able to obtain clearance from NYS DOCCS
   
   Benefits of Working for the Osborne Association
   
   Participation in 403(b) and New York State Paid Sick Leave Pay for part-time employment. Career development through ongoing training and individual development plans. Opportunity for job advancement and promotions.
   
   The Osborne Association is an EEO/Affirmative Action employer and a VEVRAA Federal Contractor. All qualified applicants will receive consideration for employment and will not be discriminated against based on race, color, religion, sex, sexual orientation, national origin, age, disability, protected veteran status, unemployment status, or any other protected category. The Osborne Association takes affirmative action in support of its policy to advance in employment individuals who are minorities, women, protected veterans, and individuals with disabilities.
   
   The agency is a NYC contractor and also provides services to facilities upstate, therefore we adhere to all state and city COVID 19 vaccine mandates. With the exception of an approved exemption/accommodation, effective December 1, 2021, all staff must be fully vaccinated, and provide proof of vaccination.
   
   Thank you for your interest in the Osborne Association. Be sure to include a cover letter with your application. No phone calls please. We wish we could personally respond to each application. However, we are unable to do so due to the volume of interest received.
   
   Salary Description
   
   $15 per hour

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting facility workers 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 facility worker

   Once you've selected the best facility worker candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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.

   Once that's done, you can draft an onboarding schedule for the new facility worker. 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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