How to hire a fire control officer

How to hire a fire control officer, step by step

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

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1. Identify your hiring needs

   Before you start hiring a fire control officer, 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

   You should also consider the ideal background you'd like them a fire control officer 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 fire control officer that fits the bill.

   The following list breaks down different types of fire control officers and their corresponding salaries.

   Type of Fire Control Officer	Description	Hourly rate
   Fire Control Officer		$11-51
   Information Management Officer	An Information Management officer usually works as a member of an organization's information technology department. Although the extent of their responsibilities depends on their employment, it typically includes developing and implementing information systems according to company policies and regulations, gathering and sorting data, handling databases and spreadsheets, preparing and processing documentation, and presenting progress reports to managers regularly... Show more	$11-51
   Action Officer	An action officer is part of an army outfit. Their primary job is to produce and organize documentation of vital actions for evaluation by executive staff... Show more	$11-51

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Weapon Systems
   • Combat Systems
   • Missile
   • Fire Control Systems
   • Professional Development
   • Search Radar
   • Aegis
   • Oversight
   • Training Programs
   • Patient Care
   • Identify Trends

   Responsibilities:

   • Manage significant accounting programs in ammunition and fuel management.
   • Focus are on system administration in a C2 environment and require familiarity of C2 networks, AOC core infrastructure and services.
   • Create robust correspondence staffing and tracking program utilizing SharePoint and InfoPath technologies, enhancing visibility and elimination of lose submissions.
   • Respond, assess and reset alarms including monitoring CCTV and conducting interior and exterior security checks.

3. Make a budget

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

   • Location. For example, fire control officers' average salary in wyoming is 58% less than in alaska.
   • Seniority. Entry-level fire control officers 78% less than senior-level fire control officers.
   • Certifications. A fire control officer 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 fire control officer's salary.

   Average fire control officer salary

   $51,559yearly

   $24.79 hourly rate

   ---

   Entry-level fire control officer salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a fire control officer job description

   A fire control officer 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 fire control officer job description:

   Fire control officer job description example

   The LATAM Regional Risk & Control Officer is accountable for coordinating and supporting multiple risk control programs for the organization, including defining the strategy, approach, processes, quality, tools and reporting that provide regional risk management consistency and excellence. Position requires a comprehensive understanding of multiple areas within the Risk function and how they interact with each other in order to achieve the objectives set.
   Responsibilities:
   
   * Provide supervision of Risk Control efforts and assist with prioritizing and addressing roadblocks encountered.
   * Identify areas of engagement based on level of exposure, inherent risk, complexity of change and other risk factors.
   * Drive Manager's Control Assessment monitoring, quarterly approvals and improvements required.
   * Conduct continuous, quarterly and annual Risk Assessments, ensuring comprehensive execution, quality and completeness of LATAM Risk MGE ARCMs (including EMPs).
   * Utilize Issue Management processes and project management methodology from the initiation, planning, control requirements, execution, and closing phases of each issue.
   * Assist on coordination of reviews conducted by Internal and External reviewers.
   * Support the Regulatory Change Management process within Risk team to ensure proper governance and controls exist.
   * Execute Model Risk oversight in the LATAM CRO Organization, including semi-annual model inventory & attestation and EUC identification.
   * Work closely with business partners on findings and making recommendations on improving practices.
   * Act as SME to senior stakeholders and /or other team members.
   * Leverage reporting to identify trends, themes and areas requiring improved controls.
   * Examine procedures for consistency and gaps relative to regulations in addition to impacts on the organization.
   * Ensure that emerging risks identified are socialized with key stakeholders and mitigation strategies are in place.
   * Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.
   
   Qualifications:
   
   * 6-10 years relevant work experience in Business Risk & Controls.
   * Consistently demonstrates clear and concise written and verbal communication skills.
   * Effective organizational influencing skills required.
   * Excellent problem solving skills Ability to see the big pictures with high attention to critical details.
   * Demonstrated ability to develop and implement strategy and process improvement initiatives.
   * Ability to operate with a limited level of direct supervision.
   * Can exercise independence of judgement and autonomy.
   * Proficient in Microsoft Office (Word, Excel, PowerPoint).
   * English and Spanish language required.
   
   Education:
   
   * Bachelor's/University degree or equivalent experience, potentially Masters degree.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting fire control officers 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 fire control officer

   Once you've selected the best fire control officer 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.

   After that, you can create an onboarding schedule for a new fire control officer. 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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