How to hire a groundskeeper supervisor

How to hire a groundskeeper supervisor, step by step

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

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1. Identify your hiring needs

   The groundskeeper 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?

   Yes

   No

   A groundskeeper supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, groundskeeper 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 groundskeeper supervisor salaries for various roles:

   Type of Groundskeeper Supervisor	Description	Hourly rate
   Groundskeeper Supervisor		$11-19
   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:

   • Mowing
   • Hand Tools
   • Lawn Care
   • GRASS
   • Grounds Maintenance
   • Snow Removal
   • Rakes
   • Mowers
   • Flower Beds
   • Irrigation Systems
   • MOW
   • Blowers

   Responsibilities:

   • Manage the landscape and vineyard, run equipment, cultivate raw landscape.
   • Manage nursery and landscape surrounding campus center, leading maintenance and management projects.
   • Remove snow and de-ice sidewalks for client properties using snow blowers, plows, and shovels.
   • Experience with chainsaws, mowers, trimmers, skid loaders, excavators, snow blowers, plows, hedge trimming etc.
   • Use hand tools such as shovels, rakes, pruning saws, hedge and brush trimmers, and axes.
   • Fix and maintain units, HVAC, electrical, plumbing, drywall, painting.

3. Make a budget

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

   • Location. For example, groundskeeper supervisors' average salary in alabama is 52% less than in alaska.
   • Seniority. Entry-level groundskeeper supervisors earn 44% less than senior-level groundskeeper supervisors.
   • Certifications. A groundskeeper 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 groundskeeper supervisor's salary.

   Average groundskeeper supervisor salary

   $14.96hourly

   $31,113 yearly

   ---

   Entry-level groundskeeper supervisor salary

   $23,000 yearly salary

   Updated December 15, 2025

4. Writing a groundskeeper supervisor job description

   A good groundskeeper 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 groundskeeper supervisor job description:

   Groundskeeper supervisor job description example

   DEFINITION
   
   The Groundskeeper Supervisor is responsible for providing supervision, coaching, and oversight to GETPAID employees on the job site. GETPAID is a program that currently partners with The Pittsburgh Downtown Partnership working the overnight shift removing trash from the sidewalks, emptying and cleaning trash cans and cigarette receptacles, removing graffiti and handbills, and seasonal power-washing sidewalks and alleyways. This individual will operate a company vehicle, trailer, and commercial power washer ensuring the assigned/designated areas are properly cleaned as well as prioritize emergency and non-emergency issues and use discretion in various situations. This individual will act as the liaison with Renewal, Inc. management, staff, GETPAID clients, and the PDP to ensure the needs of the contract are being met. Customer service is a priority when working with clients/employers. Responsibilities also include providing positive interaction and communication between the GETPAID employees and the PDP, the ability to supervise GETPAID employees, evaluating weekly work performance for each GETPAID employee, as well as approving timecards in Renewal's payroll system.
   
   ELIGIBILITY REQUIREMENTS
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
   
   EDUCATION AND/OR EXPERIENCE
   
   Individual must possess excellent written and verbal communication skills. Must be able to work as a team member, as well as, independently. Individual must possess a high level of personal ethical standards and pride in accomplishment. The individual should have knowledge of the use of power-washing equipment, driving and operating a vehicle and trailer, and various cleaning chemicals. Demonstrated ability to organize and supervise, work effectively and efficiently will all levels of management. Must be a self-starter, motivated, and must be able to adapt to changing technology; proven skills in problem-solving as well as research and computer skills necessary.
   
   A High School Diploma or equivalent and a minimum of two years of experience in a related position are required. Supervisory experience preferred. Valid PA driver's license, Act 33/34, and a high degree of ethics are required.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with groundskeeper supervisor candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 groundskeeper supervisor

   Once you've selected the best groundskeeper 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.

   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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