How to hire a garden supervisor

How to hire a garden supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a garden 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

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

   This list presents garden supervisor salaries for various positions.

   Type of Garden Supervisor	Description	Hourly rate
   Garden Supervisor		$12-26
   Irrigation Manager	An irrigator manager handles the monitoring, inspection, and maintenance of irrigation systems. They are responsible for developing ways to manage and improve land... Show more	$11-21
   Golf Course Superintendent	Golf course superintendents are skilled professionals who are responsible for providing care and maintenance to the golf courses they are working for. These superintendents must supervise a team of staff members to coordinate work schedules for landscaping and maintaining the golf course grounds... Show more	$10-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Store Management
   • Sales Plan
   • Customer Service
   • Inventory Control
   • Landscape Maintenance
   • Greenhouse
   • Mowers
   • Customer Inquiries
   • RAN
   • Lawn Care
   • Customer Complaints
   • Performance Reviews
   • Customer Satisfaction

   Responsibilities:

   • Participate in ordering of all nursery stock and managing inventory.
   • Administer performance management by diagnosing improvement opportunities, providing effective feedback, coaching, and corrective action plans.
   • Administer performance management by diagnosing improvement opportunities, providing effective feedback, coaching, and corrective action plans.

3. Make a budget

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

   • Location. For example, garden supervisors' average salary in wyoming is 43% less than in california.
   • Seniority. Entry-level garden supervisors 53% less than senior-level garden supervisors.
   • Certifications. A garden 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 garden supervisor's salary.

   Average garden supervisor salary

   $37,992yearly

   $18.27 hourly rate

   ---

   Entry-level garden supervisor salary

   $26,000 yearly salary

   Updated January 23, 2026

4. Writing a garden supervisor job description

   A garden supervisor 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 garden supervisor job description:

   Garden supervisor job description example

   **The Opportunity**
   
   Delaware North Sportservice is hiring for a Suites Supervisor to join our team at the TD Garden in Boston,Massachusetts. As a Suites Supervisor, you will ensure all food service and hospitality operations are efficiently carried out while guests receive the highest quality of customer service.
   
   **Responsibilities**
   
   + Supervise inventory and estimates of food and beverage costs.
   
   + Schedule all front of house suite associates for events.
   
   + Assist with the hiring, training, and development of suite associates.
   
   + Review financial information such as sales and costs and monitor budgets to ensure efficient operations.
   
   + Partner with chefs and suites managers on menu development.
   
   + Continue to develop the profitability of food and beverage menu items.
   
   + Inspect suites, kitchen, and storage areas to ensure that health and safety regulations are adhered to at all times.
   
   **Qualifications**
   
   + Minimum of 2 years' previous hospitality and high volume dining experience required.
   
   + Strong knowledge of food and wine.
   
   + Basic knowledge of cost control measures and P&L's.
   
   + Ability to problem solve and operate in a fast-paced environment.
   
   + Ability to work flexible hours, including nights and weekends.
   
   **Physical Requirements**
   
   + Standing and walking for entire length of shift.
   
   + Frequently required to reach up to 6-7 feet, twist at waist, bending and squatting.
   
   + Ability to lift up to 50 lbs.
   
   **Who We Are**
   
   At Delaware North, you'll love where you work, who you work with, and how your day unfolds. Whether it's in sporting venues, casinos, airports, national parks, iconic hotels, or premier restaurants, there's no telling where your career can ultimately take you. We empower you to do great work in a company with 100 years of success, stability and growth. If you have drive and enjoy the thrill of making things happen - share our vision and grow with us.
   
   Delaware North Companies, Incorporated and its subsidiaries consider applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status. Delaware North is an equal opportunity employer.

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5. Post your job

   To find the right garden 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 garden supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit garden 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 garden supervisor job on Zippia to find and recruit garden 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 garden 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.

   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 garden supervisor

   Once you've selected the best garden 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.

   After that, you can create an onboarding schedule for a new garden 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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