How to hire a fire warden

How to hire a fire warden, step by step

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

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1. Identify your hiring needs

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

   Type of Fire Warden	Description	Hourly rate
   Fire Warden	Fire inspectors examine buildings to detect fire hazards and ensure that federal, state, and local fire codes are met. Fire investigators determine the origin and cause of fires and explosions... Show more	$17-35
   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

2. Create an ideal candidate profile

   Common skills:

   • Fire Protection
   • Hazardous Materials
   • Fire Hazards
   • Firefighting
   • Fire Alarms

   Responsibilities:

   • Lead infantry teams in combat operations, providing tactical and technical guidance to subordinates and professional support to superiors.
   • Provide information to the FSD on duty.
   • Perform duties during fires and emergencies as directed by FSD on duty.
   • Ensure firefighting equipment are ready in working condition.
   • 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 warden job description is a great way to entice the best and brightest candidates. A fire warden salary can vary based on several factors:

   • Location. For example, fire wardens' average salary in oklahoma is 47% less than in washington.
   • Seniority. Entry-level fire wardens earn 49% less than senior-level fire wardens.
   • Certifications. A fire warden 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 warden's salary.

   Average fire warden salary

   $52,127yearly

   $25.06 hourly rate

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   Entry-level fire warden salary

   $37,000 yearly salary

   Updated January 30, 2026

4. Writing a fire warden job description

   A fire warden 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. To help get you started, here's an example of a fire warden job description:

   Fire warden job description example

   Vertex Aerospace is redefining the mid-level aerospace market with our agility, rapid deployment capability, and customized quality. Our international presence and vast range of services distinguish us from competitors. We offer our customers a variety of global aerospace support, including Systems Integration, Fabrication, Contractor Operated and Maintained Base Supply, Engineering, Maintenance, Modification, Repair, and Overhaul, Training Support, and all levels of Maintenance. For over forty years, we have delivered high-quality aftermarket aerospace services that are affordable and customer focused.
   Principal Responsibilities and Accountabilities:
   
   + Must maintain copies of all reports and records for viewing and complying with any corrective action required.
   
   + Perform technical research using available publications, catalogs, and directives.
   
   + Responsible for adhering to all applicable Foreign Object Damage (FOD) prevention and Tool Control rules and regulations including participation in FOD walk downs when directed.
   
   + Assist EH&S Supervisor with investigations of work-related injuries/illnesses and prepare reports IAW OSHA and Company policies.
   
   + Comply with established general and industrial safety rules and regulations as applicable to the contract, facilities, and job assignment.
   
   + Assist EH&S Supervisor with the safety, security, and preservation of government owned and company owned equipment and property.
   
   + Share technical knowledge with other company employees to enhance accomplishment of assigned tasks.
   
   + Attend Company, Base Environmental and/or Hazmat, Federal, and State meetings/training as required.
   
   + Responsible for conducting fire prevention inspections throughout the facility and filing the inspections for fire department and government review.
   
   + Assist the EH&S Manager in the enforcement of DOD and DON smoking policies.
   
   + Responsible for monthly inspections of portable fire extinguishers to include coordination with the local Fire Department for annual inspections, additions/deletions, or replacement of fire extinguishers.
   
   + Responsible for development and update of Emergency Escape Routes at the facility.
   
   + Responsible for submitting Service Requests to the government (NAVFAC) for facility issues requiring routine work, urgent work, or emergency action.
   
   + Responsible for providing regulatory information and pictures regarding deficiencies when submitting Service Requests to the government.
   
   + Responsible for attending Zone, Fire, Safety, Health, and Welfare Inspections.
   
   + Responsible for accessing and utilizing "Read Only" Maximo for tracking status of Trouble Calls and Service Request.
   
   + Responsible for communication with Public Works personnel and providing access to facility locations for Service Requests.
   
   + May be responsible for inspection of Automatic External Defibrillator's (AED's) and for inspection of Carbon Monoxide Alarms on site.
   
   + May be responsible for accessing ESAMS to view facility audit discrepancies and providing corrective action response.
   
   + May be responsible for conducting Safety Inspections to identify potential hazards requiring corrective action to ensure safety of personnel.
   
   + May be required to handle hazardous materials in performance of assigned duties.
   
   + Must become forklift qualified and licensed.
   
   + Perform other projects and initiatives for EH&S, Facilities, and Fire Marshall as assigned by management.
   
   + Maintains the highest ethical personal and professional standards.
   
   + Other projects and initiatives as assigned as well as other reasonably related duties when directed.
   
   + May be required to perform scheduled/unscheduled inventories.
   
   Professional Requirements, Qualifications and Desired Competencies:
   
   + Must have a valid state operator's license and be able to pass the government licensing requirements for support equipment.
   
   + Must be able to read, write, and speak publicly, providing briefs and training when necessary.
   
   + Must possess and maintain an extensive knowledge of complex and technical regulations, including government Hazardous Waste Management Plan, OSHA Regulations (29 CFR Part 1910, General Industry), DOT Hazardous Material Transportation (49 CFR Parts 100-185), EPA (40 CFR) Resource Conservation and Recovery Act (RCRA), and other applicable, State and Federal regulations.
   
   + Will assist the EH&S Manager in developing local policies and procedures to comply with government Hazardous Waste Management Plan, OSHA Regulations (General Industry), DOT Hazardous Material Transportation, EPA Resource Conservation and Recovery Act (RCRA), and other applicable, State and Federal regulations.
   
   + Graduation from a standard four (4) year high school or equivalent (GED) AND two (2) year of verifiable experience in work related to the above-described job description.
   
   + Must adhere to Company policies/procedures and management instructions.
   
   + Must be able to obtain and maintain CAC Card.
   
   + Certifications/Licensing as required by the Program Training and Certification Manual, COMNAVAIRFORINST 4790.2, and other EH&S Local, State, and Federal governing documents.
   
   + Must be able to obtain and maintain a DoD security clearance within 6 months of hire.
   
   + Must be able to work weekends, other shifts and overtime as required.
   
   + The essential physical requirements of the position will be reviewed with the applicant during the interview.
   
   + Some travel will be required.
   
   As a government contractor, Vertex Aerospace requires all employees to be fully vaccinated as a condition of employment in accordance with Executive Order 14042. Exceptions to this policy are granted on a case-by-case basis for those that request a religious or medical accommodation. A vaccination status form and proof of vaccination, if applicable, is required.
   
   Physical Demands and Environmental Conditions:
   
   + This classification may require climbing, standing, stooping, bending, pushing, kneeling, stretching, extensive walking, and working in tiring uncomfortable positions.
   
   + May be required to lift objects whose weight normally will not exceed 50 pounds.
   
   + The diversity of work conditions may range from an environment where there is little or no physical discomfort, to an environment where inclement weather may subject individual to changes in temperature and weather.
   
   + May be required to work in areas where high noise hazards prevail.
   
   + May be exposed to fumes or airborne particles.
   
   + May be exposed to electrical shock hazards.
   
   Vertex is committed to building a diverse and inclusive environment in which we recognize and value each other's differences as well as fostering a culture that promotes its core values: Professionalism, Integrity, and Respect. As an equal opportunity employee, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin age, disability, or status as a protected veteran.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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5. Post your job

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

6. Interview candidates

   To successfully recruit fire wardens, 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 fire warden

   Once you have selected a candidate for the fire warden 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.

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