How to hire a fast food supervisor

How to hire a fast food supervisor, step by step

Here's a step-by-step fast food supervisor hiring guide:

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

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1. Identify your hiring needs

   The fast food supervisor 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

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

   This list presents fast food supervisor salaries for various positions.

   Type of Fast Food Supervisor	Description	Hourly rate
   Fast Food Supervisor		$13-24
   Chef/Kitchen Manager	A kitchen manager or chef is someone who oversees the overall operations in the kitchen as well as the food operations. Kitchen managers make certain that food and related products are well prepared, cooked, and served to customers... Show more	$16-33
   Deli Manager	A deli manager is responsible for monitoring the daily operations of the restaurant, delegating tasks to staff, supervising the food orders and services, maintaining adequate stock inventory, and finding ways to minimize production costs without compromising quality service. Deli managers strategize on techniques in maximizing the productivity of the operations staff to boost revenues and increase the business' profitability... Show more	$14-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Complaints
   • POS
   • Safety Procedures
   • Food Service
   • Bank Deposits
   • Food Preparation

   Responsibilities:

   • Prepare, analyze reports, staff training and development, prioritization, delegation and manage all aspects of the USDA program.
   • Examine food and beverage quality and presentation and provide corrective training where necessary, involving the culinary management team when need.
   • Cut and chop food items and cook on a grill or in fryers.

3. Make a budget

   Including a salary range in your fast food supervisor job description is one of the best ways to attract top talent. A fast food supervisor can vary based on:

   • Location. For example, fast food supervisors' average salary in kentucky is 45% less than in connecticut.
   • Seniority. Entry-level fast food supervisors 42% less than senior-level fast food supervisors.
   • Certifications. A fast food supervisor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a fast food supervisor's salary.

   Average fast food supervisor salary

   $38,570yearly

   $18.54 hourly rate

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   Entry-level fast food supervisor salary

   $29,000 yearly salary

   Updated January 18, 2026

4. Writing a fast food supervisor job description

   A good fast food supervisor 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 a fast food supervisor job description:

   Fast food supervisor job description example

   Located in Lynn, MA, United States
   
   GROW With US!
   
   Hudson is North America's leading travel retailer. For over 30 years, Hudson has met the needs and wants of travelers in more than 1,000 duty-free, duty-paid, and food & beverage stores. We couldn't serve our customers, landlords, and partners in airports, commuter terminals, hotels, and casinos without the continued support of our greatest assets: our team members. We're dedicated to hiring and training exceptional team members, who are committed to serving the customer as the Traveler's Best Friend. We strive to ensure we're fulfilling our team members' career potentials through training, skills-development, and career pathways - as our team members grow and succeed both personally and professionally, so does Hudson.
   
   What We Will Offer You:
   • A 20% off Hudson Employee Discount
   • 50% Discount for all Food and Beverage items at the store
   • A salary of $65,000 annually
   • Management sales incentive bonus program eligible
   
   This Dunkin' Store Manager Position Is For You, If You Would Enjoy:
   • Being responsible for the day-to-day activities in support of the strategic planning initiatives to ensure a productive and profitable operation. While helping to promote an overall corporate image of excellence through a strong work ethic, leading by example, and the consistent delivery of excellent customer service.
   • Supporting Shift leaders as directed by the district manager in their efforts to develop a team of dedicated people delivering great guest experiences and profitable top line sales.
   • Working at Boston Logan International Airport, and representing the Dunkin' Brand.
   
   The Team Is Counting On You As A Dunkin' Store Manager To:
   • Have open / flexible availability and be able to work mornings, afternoons & evenings, weekdays, weekends and Holidays
   • Work a full-time schedule
   
   Key Accountabilities:
   • Promote a team environment by fostering respect, providing coaching and feedback, recognizing achievements, resolving employee concerns and communicating effectively.
   • Assist in the recruitment, selection, and training of Crew Members and Shift Leaders as directed by the District Manager.
   • Support development of team members through effective cross training, deployment, and delegation of responsibilities.
   • Hold team members accountable for their behavior and performance, addressing concerns promptly.
   • Hold guests as highest priority and role model exceptional guest service.
   • Promotes an environment where there is a sense of urgency to satisfy guests.
   • Ensure Brand standards, recipes and systems are executed.
   • Monitor team performance to ensure quality, service, and cleanliness standards are met at all times.
   • Drive sales through effective execution of restaurant standards and marketing initiatives.
   • Delegate and lead processes to control labor costs, food costs, waste management and cash.
   • Ensure the safety and security of team and guests through a focus on preventative maintenance and cleanliness.
   • Develop action plans to target opportunities, and implement plans designed to achieve goals.
   • Comply with all restaurant, and Brand standards.
   
   Required Qualifications:
   • Three to five years of Food and Beverage, Retail, and Management experience.
   • Anticipate and understand guests' needs and exceed their expectations.
   • Set compelling targets and deliver on commitments.
   • Make good decisions based on analysis, experience and judgment.
   • Get the right people in the right places, enabling them to make decisions and celebrate success as a team.
   • Use interpersonal skills to confront tough issues and resolve disagreements constructively.
   • Provide honest feedback to team members, actively coaching and supporting them to achieve personal and professional goals
   • Able to clearly express oneself verbally and in writing (English)
   • Ability to read and complete all sales reports needed for day to day operational understanding.
   • Math, Financial and Waste Management
   • At least 18 years of age (where applicable)
   
   Preferred Qualifications:
   • High School Diploma or equivalent.
   
   Some Of Our Company-Offered Benefits For You And Your Family Include:
   • Health & Well Being: Medical/Dental/Vision Insurance
   • Paid Time Off
   • Various Personal and Parental Leave Programs
   • Universal Life Insurance
   • Retirement Programs & Matching Employee Contributions: 401K & RRSP
   • Employee Recognition & Anniversary Programs
   • Training, Development, and Growth Opportunities
   • Tuition Assistance & Scholarship Programs
   
   Hudson is an Equal Opportunity Employer of all qualified individuals. All employment decisions are made without regard to age, race, color, religion, sex, sexual orientation, national origin, disability, military leave or veteran status, genetic information, or any other status protected by applicable federal, state or local law. We are committed to creating an inclusive workplace in which we value diversity and unique experiences, backgrounds and identities
   
   Depending on the location of the position, applicants must be currently authorized to work in the United States or Canada for any employer.
   All offers are contingent upon successful completion and passing of background checks and/or employment verification results.
   
   Note to staffing agencies: Please do not contact Hudson (including the recruitment team or any hiring managers) regarding this position with candidates. If assistance is needed in filling any position for Hudson, a member of our recruiting team will reach out directly.
   
   #AF123QA

   Copy this example

   

5. Post your job

   To find the right fast food supervisor for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with fast food supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit fast food supervisors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your fast food supervisor job on Zippia to find and recruit fast food supervisor 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 fast food supervisors, 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.

   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 fast food supervisor

   Once you've found the fast food supervisor candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new fast food supervisor. 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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