How to hire a finishing supervisor

How to hire a finishing supervisor, step by step

Here's a step-by-step finishing 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 finishing supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new finishing supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The finishing 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?

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   You should also consider the ideal background you'd like them a finishing supervisor 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 finishing supervisor that fits the bill.

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

   Type of Finishing Supervisor	Description	Hourly rate
   Finishing Supervisor		$18-38
   Production Supervisor/Manager	Production supervision managers display strong skills in supervision, decision-making, effective planning, and also have a keen eye for detail. This career will call on the maintenance of a production line's operations, as well as the ongoing production of the end product, in addition to maximizing production while maintaining quality products and staff safety.	$30-58
   Shift Production Supervisor	A shift production supervisor is in charge of overseeing business operations, ensuring efficiency and smooth workflow. Their responsibilities revolve around devising strategies to reach production standards and production targets, supervising and assessing staff performance, delegating tasks, managing schedules, and prioritizing customer satisfaction... Show more	$10-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Continuous Improvement
   • Safety Standards
   • Safety Procedures
   • Lean Manufacturing
   • Production Schedules
   • Direct Supervision
   • Performance Reviews
   • Downtime
   • Production Methods
   • Direct Reports
   • Customer Specifications
   • Disciplinary Actions
   • Quality Products
   • Sigma

   Check all skills

   Responsibilities:

   • Manage the quality control, safety, and sanitation for the second-process of poultry processing while adhering to FDA regulations.
   • Conduct all training of divisional personnel for introduction to the ISO standard and its requirements.
   • Prepare for and assess results from FDA, internal, and independent audits to immediately initiate remedial actions.
   • Construct and train a team to troubleshoot jobsite problems which significantly improve customer service and time require to complete jobs.
   • Direct and supervise sanitation activities including verification of ATP swab results and HACCP specifications.
   • Generate parts on CNC using WoodWop software.

3. Make a budget

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

   • Location. For example, finishing supervisors' average salary in florida is 44% less than in wyoming.
   • Seniority. Entry-level finishing supervisors 53% less than senior-level finishing supervisors.
   • Certifications. A finishing 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 finishing supervisor's salary.

   Average finishing supervisor salary

   $55,199yearly

   $26.54 hourly rate

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   Entry-level finishing supervisor salary

   $38,000 yearly salary

   Updated January 28, 2026

4. Writing a finishing supervisor job description

   A job description for a finishing supervisor 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 finishing supervisor job description:

   Finishing supervisor job description example

   Outform Group (Rapid Displays, Inc.) is an industry leader in the design, engineering, and manufacturing of point of purchase displays with locations in Chicago, IL, Miami, Fl., Union City, CA. as well as globally. We are seeking a Production Supervisor to join our Chicago team.
   
   This is a great opportunity for a candidate who thrives in a fast moving and ever-changing environment. The ideal candidate will be a self-starter, detailed oriented and must have excellent verbal and written communication skills; including being able to figure out assembly of simple and complex projects. Candidates must be willing to work on a team and interact with different levels within the organization.
   
   The supervisor will be responsible for the supervision of union, non-union and temporary employees specializing in hand assembly of both temporary and permanent displays. Responsibilities will include verifying the availability of raw materials, preparing daily production startups, daily production reports, monitoring production efficiency and entering data into a database. The supervisor is charged with the responsibility for the effective utilization of the work force in their department and for the efficient use and maintenance of all manufacturing and processing facilities located within his or her department.
   
   The supervisor is also responsible for effective utilization of work area assigned to their department. The supervisor is accountable to the Finishing Manager and in their absence, the VP of Plant Operations.
   Responsibilities: Utilize the materials, work force and production facilities efficiently; supervise and coordinate the manufacturing and processing operations in an effective manner; maintaining costs equivalent to or lower than the predetermined cost estimates. Assume complete responsibility for the activities and conduct of each employee (Union, Non-Union, Temporary) to his department including the knowledge of the whereabouts of these employees at all times during the working hours. Carry out programs, methods, and procedures which will comply with the manufacturing policies and fulfill the plan objectives of the manufacturing department. Train the production workers so they can effectively perform their job functions. Measure the performance of the production worker and evaluate this performance. Employ fully qualified people for the manufacturing and production jobs; recommend promotions and terminations as needed. Create employee’s goodwill and maintain employee’s morale. Delegate adequate authority to their leads and other key personnel so they can effectively perform their job functions. Direct and control the factory payroll reporting functions to the hours of direct and indirect labor worked in the manufacturing departments so that they are reported accurately and promptly to the Payroll Coordinator for payroll, cost and financial purposes. Cooperate with Manager to keep complete and easily available production records and rates on all operations for his/her department. Responsible for accurate and prompt requisitioning of all materials and supplies used in the operation of his/her department. Analyze the production equipment and facilities to determine improvements in manufacturing application. Recommend changes in existing equipment and evaluate the need for new equipment, submitting the recommendations to the Manager for approval and action. Report to his immediate supervisor the progress of the manufacturing of all jobs as compared with the planned objectives. Keep Manager fully informed about the current work status of his/her department. Request adequate and timely maintenance and repairs to the equipment and other physical facilities of his/her department. Keep the raw materials, supplies in process and finished goods inventories at economical levels consistent with the company’s policy and customer’s demands. Recommend changes and improvements in the manufacturing, production, and operations’ departments for the near terms and future. Inform Manager of potential new products and processes that will diversify and broaden the company’s operation. Maintain neat and orderly housekeeping and adequate fire prevention precautions. Cooperate with the engineer in charge of research and methods in establishing new and better methods of production whenever possible in his/her department. To serve as an active member of the Safety Committee. Perform other related duties and participates in special projects as assigned. Skills and Abilities: 3+ years of supervisory experience in a high-speed manufacturing facility Bilingual – English-Spanish is preferred Strong interpersonal and leadership skills Detail-oriented with the ability to problem solve and prioritize work Good computer skills and knowledge of Microsoft Office (Excel and Outlook required) Must be willing to work an off shift Knowledge of line set ups for hand assemble Small equipment knowledge, things like stitchers, eyelet machines, potdevin gluers, hot melt adhesive applicators Understanding of different adhesive applications Independent thinker Self motivator who takes direction Ability to react to change Experience and Education: Point of Purchase experience preferred and knowledge of: Litho printing, Silk-screening, Digital printing, Mounting, Die-cutting, Assembly, Kitting A minimum of 3 years of experience, preferably in retail display industry or related industry High school Diploma or equivalent, Undergraduate degree is a plus Company DescriptionAt Rapid Displays, now known as the the Outform Group, we develop the most creative and innovative designs to ensure that a merchandising program's presence is felt at retail. We are a designer and manufacturer of permanent, semi-permanent, and temporary point- of-purchase displays. Having been in business for over 80 years, we are a leader in our industry and have countless awards and achievements to show for it.
   
   We have partnered with many major brands and retailers over the years to help them achieve merchandising success. Sony Playstation, Sephora, Best Buy, Anheuser Bush, Bath & Body Works, Logitech, and Columbia Sportswear are some of the many clients we work with.
   
   Our in-house design team consists of members from many creative backgrounds: industrial designers/engineers, graphic artists, pre-press technicians and structural designers. The experience of our team combined with our client base makes for a great opportunity to start your career. You will be able to learn from the best and design for some of the top brands in industry.

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5. Post your job

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

6. Interview candidates

   To successfully recruit finishing supervisors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up 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 finishing supervisor

   Once you have selected a candidate for the finishing supervisor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the 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.

   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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