How to hire a housekeeping/laundry supervisor

How to hire a housekeeping/laundry supervisor, step by step

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

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1. Identify your hiring needs

   Before you post your housekeeping/laundry supervisor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a housekeeping/laundry supervisor for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

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

   Type of Housekeeping/Laundry Supervisor	Description	Hourly rate
   Housekeeping/Laundry Supervisor		$13-24
   Lead Custodian	A Lead Custodian supervises the custodian division to maintain cleanliness in the office, building, and property at a given time, typically in the morning and evening. They are the ones in charge of performing minor maintenance, furniture, and other office equipment... Show more	$11-21
   Supervisor	Supervisors are responsible for overseeing the daily functions of employees in a specific team, department, or even a work shift. They create work schedules, organize work processes and workflows, train new hires, provide necessary reports related to the team function and the employees, monitor and evaluate employee performance, and ensure that goals of the specific team or department are met... Show more	$14-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Clean Rooms
   • Cleanliness
   • Infection Control
   • Patient Rooms
   • Resident Rooms
   • Floor Tech
   • Corrective Action
   • Floor Care
   • Bed Facility
   • Laundry Operations
   • Payroll
   • Clean Laundry
   • Federal Regulations
   • Washing Machines

   Check all skills

   Responsibilities:

   • Manage daily operation of hundreds of rooms, including VIP rooms, public areas, and amenities.
   • Inspect cleanliness of facility following sanitation and infection control procedures to be compliance with OSHA.
   • Supervise the performance of housekeeping and laundry staff to ensure the cleanliness of the facility and the availability of clean laundry.
   • Order laundry chemicals, payroll, hire and train new employees.
   • Supervise and assist ten plus employees with training, schedules, payroll and annual reviews.
   • Communicate with previous shift, organize shift and review reservations and update contingency.

3. Make a budget

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

   • Location. For example, housekeeping/laundry supervisors' average salary in south carolina is 46% less than in california.
   • Seniority. Entry-level housekeeping/laundry supervisors 44% less than senior-level housekeeping/laundry supervisors.
   • Certifications. A housekeeping/laundry 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 housekeeping/laundry supervisor's salary.

   Average housekeeping/laundry supervisor salary

   $37,706yearly

   $18.13 hourly rate

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   Entry-level housekeeping/laundry supervisor salary

   $28,000 yearly salary

   Updated January 3, 2026

4. Writing a housekeeping/laundry supervisor job description

   A housekeeping/laundry 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 housekeeping/laundry supervisor job description:

   Housekeeping/laundry supervisor job description example

   At Hickory Creek Healthcare, we have a culture of warmth and caring. Our staff feels like a family with each other and with the people for whom they care. It's a special place for special people.
   
   The goal of Hickory Creek Healthcare is to deliver the best possible long-term care and rehabilitation services to all our residents on a consistent basis every day of the year. To do that, we rely on the strengths and talents of our professional and dedicated employees.
   
   **_Full-time opportunities include:_**
   + PayActiv - Hourly employees have immediate access up to 50% of your earned pay
   
   + Quarterly wage increases and bonus opportunities (conditions apply)
   
   + Medical/Dental/Vision insurance plans - Affordable, low cost options
   
   + Convenient telehealth services for all employees
   
   + Tuition assistance and certification reimbursement
   
   + PTO and holiday pay for full time staff
   
   + 401k retirement plan
   
   + Employee Referral Bonus Program - get paid to refer a friend to join our team
   
   + Workforce Chaplains: Confidential, non-denomination resources available for employees and household family members of employees
   
   + Pathogen Reducing Air purification devices in corridors and common areas to help combat COVID-19
   
   **_What will you be doing and how will you make a difference at Hickory Creek Healthcare?_**
   
   + Making a difference in the lives of the patients we serve by providing them care and compassion.
   
   + Acting as a positive teammate to fellow employees by helping onboard new teammates.
   
   + Directly supervises employees in the housekeeping, laundry, and maintenance departments.
   
   + Makes rounds throughout the facility to examine cleanliness, safety, and working condition of each resident room, hallway, common area, and exterior component of the building.
   
   + Maintains an adequate supply of linen and equipment, housekeeping supplies, maintenance supplies, and chemicals as to efficiently operate within budget.
   
   + Assesses facility electrical systems, fire alarm systems, sprinkler systems, nurses call system, emergency generator, and central air and heat, and disaster plans regularly and contacts vendors for repair / maintenance.
   
   + Cleans rooms, hallways, lobbies, lounges, rest rooms, corridors, elevators, stairways, and locker rooms and other work areas.
   
   **_Requirements:_**
   
   + Customer Service focused and the ability to demonstrate the core values listed above is a must!
   
   + High school diploma or general education degree (GED).
   
   + Three to five years' experience in a maintenance and/or environmental capacity required.
   
   + Three to five years' experience working in a healthcare facility preferred.
   
   _We are committed to the safety and health of our team members, residents and families we serve. As such, Hickory Creek is proud to have implemented a mandatory vaccination policy, requiring COVID-19 vaccination(s) for all employees and new hires. In accordance with our mission to compassionately serve every resident with quality care and excellence, we firmly believe that vaccinating all employees is essential for our customer's safety and health. New hires, including rehires, will need to show evidence of full vaccination on or before start or receive their first dose or one dose vaccine prior to start date._
   
   _As such, we are asking those candidates who wish to request an exemption from being required to be vaccinated, submit a request for their exemption through the process outlined in the electronic onboarding paperwork. Should you have any questions regarding this, please speak with your recruiting contact directly._
   
   We are Equal Opportunity-Affirmative Action Employer - Minority / Female / Disability / Veteran and other protected categories.
   
   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)

   Copy this example

   

5. Post your job

   There are a few common ways to find housekeeping/laundry supervisors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your housekeeping/laundry supervisor job on Zippia to find and recruit housekeeping/laundry supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting housekeeping/laundry 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. 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 housekeeping/laundry supervisor

   Once you have selected a candidate for the housekeeping/laundry supervisor 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 housekeeping/laundry supervisor. 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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