How to hire a fire supervisor

How to hire a fire supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a fire supervisor, 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 fire supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, fire 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.

   Here's a comparison of fire supervisor salaries for various roles:

   Type of Fire Supervisor	Description	Hourly rate
   Fire Supervisor		$16-40
   Company Commander	In the military, a company commander serves as the commanding officer to a unit of soldiers. They are primarily in charge of overseeing every soldiers' performance and the overall company's daily progress, taking responsibility for every activity and outcome... Show more	$37-73
   Fire Chief	A Fire Chief's responsibility is to maintain the fire station's efficient response, the working order of all equipment, and all staff's readiness. They meet with the fire board to discuss the safety directives for the community... Show more	$19-58

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Fire Protection
   • Fire Safety
   • Emergency Situations
   • Fire Prevention
   • Fire Hazards
   • EMS
   • Firefighting
   • NFPA
   • Safety Procedures
   • Fire Alarm Systems
   • Training Programs
   • Control Measures

   Responsibilities:

   • Lead infantry teams in combat operations, providing tactical and technical guidance to subordinates and professional support to superiors.
   • Lead infantry teams in combat operations, providing tactical and technical guidance to subordinates and professional support to superiors.
   • Coordinate and synchronize intelligence gathering assets with artillery, mortar, and aviation systems in support of complex tactical operations.

3. Make a budget

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

   • Location. For example, fire supervisors' average salary in colorado is 47% less than in california.
   • Seniority. Entry-level fire supervisors earn 60% less than senior-level fire supervisors.
   • Certifications. A fire supervisor 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 fire supervisor's salary.

   Average fire supervisor salary

   $54,109yearly

   $26.01 hourly rate

   ---

   Entry-level fire supervisor salary

   $34,000 yearly salary

   Updated January 23, 2026

4. Writing a fire supervisor job description

   A good fire 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 fire supervisor job description:

   Fire supervisor job description example

   Job DescriptionOur team is seeking someone for our Durham, NC office who is comfortable working hard in challenging situations, enjoys meeting new people, has excellent communication skills, enjoys supervising others, and is a serious multi-tasker.
   
   As a valued SERVPRO® Franchise employee, you will receive a competitive pay rate, with opportunity to learn and grow.
   Restoration | Construction Job Benefits:
   
   Competitive Pay $15 - $24 Opportunity to Grow Salary raise for all industry certifications earned (paid for by employer) Additional Performance Bonus Pay Paid Medical and Dental Benefits Paid Vacation Paid Holidays Paid Personal Time Paid Volunteer Time Paid Sick Leave Restoration | Construction Responsibilities:
   
   Manage and complete jobs according to SERVPRO® processes per work order. Respond to service calls, set up and establish efficient job flow, coordinate requirements for the job, complete job documentation, perform and supervise production work, and monitor assigned jobs from start to finish. Communicate and establish relationships with commercial, insurance, and residential customers. Monitor, communicate, and respond to customer needs/concerns to ensure customer needs are met Communicate clear expectations to Production Technicians and supervise their activities Perform production processes as scheduled and ensure quality control Identify safety hazards, communicate, and establish control measures to ensure the safety of occupants and workers Manage job file documentation to ensure complete and accurate project details Manage assets by protecting and using equipment and materials properly Clean and maintain vehicles, equipment, warehouse, and office areas Restoration | Construction Qualifications:
   
   Effective written and oral communication Experience in cleaning/restoration preferred Ability to travel locally Restoration | Construction Physical and Work Environment Requirements:
   
   Ability to regularly lift 50 pounds and ability to lift up to 100 pounds with assistance Exposure to chemicals Walking and standing for long periods of time, driving, sitting, climbing, Ability to climb ladders and work at ceiling heights Ability to work in tight spaces (e.g., crawls spaces under buildings) Repetitive pushing/pulling/lifting/carrying objects All employees of a SERVPRO® Franchise are hired by, employed by, and under the sole supervision and control of an independently owned and operated SERVPRO® Franchise. SERVPRO® Franchise employees are not employed by, jointly employed by, agents of, or under the supervision or control of Servpro Industries, Inc., the Franchisor, in any manner whatsoever. All employees of a SERVPRO® Franchise are hired by, employed by, and under the sole supervision and control of an independently owned and operated SERVPRO® Franchise. SERVPRO® Franchise employees are not employed by, jointly employed by, agents of, or under the supervision or control of Servpro Franchisor, LLC, in any manner whatsoever.

   Copy this example

   

5. Post your job

   To find the right fire 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 fire supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit fire 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 fire supervisor job on Zippia to find and recruit fire supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting fire supervisors 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 supervisor

   Once you've selected the best fire supervisor 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.

   To prepare for the new fire supervisor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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