How to hire an intermodal dispatcher

How to hire an intermodal dispatcher, step by step

Here's a step-by-step intermodal dispatcher hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an intermodal dispatcher job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new intermodal dispatcher
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The intermodal dispatcher 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

   You should also consider the ideal background you'd like them an intermodal dispatcher 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 an intermodal dispatcher that fits the bill.

   The following list breaks down different types of intermodal dispatchers and their corresponding salaries.

   Type of Intermodal Dispatcher	Description	Hourly rate
   Intermodal Dispatcher		$11-41
   Yardmaster/Customer Service/Crew Dispatching	A yardmaster/customer service/crew dispatching officer functions differently depending on their industry or place of employment. Most of their responsibilities revolve around dealing with providing customer support and services, responding to inquiries and correspondence, addressing issues and concerns, providing corrective measures, and producing progress reports... Show more	$12-18
   Dispatch Coordinator	A dispatch coordinator is primarily in charge of dispatching and tracking vehicles that provide different services. The extent of their duties varies upon their industry or institution of employment... Show more	$14-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Entry
   • DOT Regulations
   • Owner Operators
   • AS400
   • OTR
   • Schedule Appointments
   • Delivery Appointments
   • CSX
   • Customer Orders
   • Service Failures
   • Computer System
   • ETA
   • Export

   Responsibilities:

   • Manage customer service satisfaction by providing update eta and location of drivers.
   • Usaobtain back-haul freight and dispatch OTR drivers.
   • Direct inbound and outbound logistics operations, such as transportation and warehouse activities, safety performance, and logistics quality management.
   • Coordinate guest limousine reservation requests with casino hosts and VIP personnel.

3. Make a budget

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

   • Location. For example, intermodal dispatchers' average salary in montana is 44% less than in california.
   • Seniority. Entry-level intermodal dispatchers 73% less than senior-level intermodal dispatchers.
   • Certifications. An intermodal dispatcher 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 an intermodal dispatcher's salary.

   Average intermodal dispatcher salary

   $45,394yearly

   $21.82 hourly rate

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   Entry-level intermodal dispatcher salary

   $23,000 yearly salary

   Updated January 21, 2026

4. Writing an intermodal dispatcher job description

   A good intermodal dispatcher 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 an intermodal dispatcher job description:

   Intermodal dispatcher job description example

   Job DescriptionSalSon Logistics has been in business since 1960, and has continued to grow and thrive. Salson is a strong, family-owned business committed to providing top tier port shelf logistics solutions for the nation's largest retailers.
   Due to our continued growth, Salson Logistics is looking to add to our team.
   
   This is an excellent opportunity to advance your Operational and Logistics career in an exciting, fast paced environment, with room for future growth.
   Responsibilities: Dispatch multiple drivers - meeting cycle times and proactively planning. Maximize revenue per load, per day. Confirming all driver have the proper equipment, paperwork, credentials and keys. Communicates dispatch instructions and expectations to drivers. Communicates driver issues to supervisors and management and assists with resolution. Perform prompt and accurate data entry and request required paperwork. Provide leadership, accountability and support to assigned drivers. Meet and exceed company established KPI's, monitoring on-time performance. Adhere to company, state and federal DOT/OSHA requirements. Provide customer support as needed, answering questions and addressing needs. Ensuring drivers come to work on time. Following drivers routes and watching cameras, making sure they are practicing safe habits. Ensuring drivers are picking up right trailer numbers.
   Software Used: Profit Tools. Roadvision. Data. PC Miler. Bearware. Omnitracks.
   The ideal candidate will be: Experienced in transportation and logistics. Experienced in ports/drayage operations. Geographical knowledge of Charleston and surrounding locations. Able to work independently and in a team oriented environment. Have excellent communication skills - both written and verbal. Thrive in a fast paced logistics environment. Willing to be flexible based on changing business levels. Detail oriented and comfortable learning and using multiple software systems. Ability to work and communicate with multiple departments – Safety, Human Resources, Maintenance, Customer Service, Warehouse.
   Benefits: Weekly pay. Full Benefits: Dental, Health and Vision. Vacation pay. Paid sick days. Holiday pay. 401K Plan.
   
   About Sal Son Logistics, Inc.:
   
   We are a family owned and operated logistics company since 1960 and proudly serve some of the country’s largest retailers and consumer brands. Our work hard, play hard approach is perfect for people who want to do important work and aren’t afraid of a challenge.We offer logistics jobs – for truck drivers, analysts, IT professionals, engineers, salespeople and clerks – up and down the East Coast. Our strategically located Headquarters in Newark offers many New Jersey logistics jobs and career opportunities. We place a heavy focus on investment - in our equipment, our infrastructure, and our people. We are always willing to do what it takes to be successful, and to help our team members achieve their goals.At the heart of our culture is an “open door” policy, where we encourage our people to express and exchange their ideas with all employees at all levels of the organization – including the executive leadership team. Through a fostered trust in one another’s skills and abilities, our employees work together to reach company goals and objectives.Learn more about us by visiting: www.salson.com

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5. Post your job

   To find the right intermodal dispatcher 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 intermodal dispatchers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit intermodal dispatchers 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 intermodal dispatcher job on Zippia to find and recruit intermodal dispatcher 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 intermodal dispatchers, 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 intermodal dispatcher

   Once you've selected the best intermodal dispatcher 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new intermodal dispatcher. 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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