How to hire a land management supervisor

How to hire a land management supervisor, step by step

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

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1. Identify your hiring needs

   Before you post your land management 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 land management 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?

   Yes

   No

   A land management supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, land management 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.

   The following list breaks down different types of land management supervisors and their corresponding salaries.

   Type of Land Management Supervisor	Description	Hourly rate
   Land Management Supervisor	Conservation scientists and foresters manage the overall land quality of forests, parks, rangelands, and other natural resources.	$19-58
   Management Accounts Manager	A management accounts manager is responsible for maintaining healthy business relationships with clients by handling their project accounts, improving account management procedures, and identifying business opportunities that would generate more revenue resources for the company. Management accounts managers compile portfolio reports, including how the client's account performs in the market and its financial stability... Show more	$31-60

2. Create an ideal candidate profile

   Common skills:

   • GIS

   Responsibilities:

   • Manage land-related licensing, permitting and zoning processes including reporting, oversight of requirements and monitoring to ensure compliance.
   • Define and implement new ontology and taxonomy within existing SharePoint platform resulting in clearly define processes and streamline data mining capabilities.
   • Prepare bi-weekly payroll, including withholding deposits and payroll returns.

3. Make a budget

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

   • Location. For example, land management supervisors' average salary in alaska is 48% less than in california.
   • Seniority. Entry-level land management supervisors 67% less than senior-level land management supervisors.
   • Certifications. A land management 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 land management supervisor's salary.

   Average land management supervisor salary

   $69,588yearly

   $33.46 hourly rate

   ---

   Entry-level land management supervisor salary

   $40,000 yearly salary

   Updated December 5, 2025

4. Writing a land management supervisor job description

   A job description for a land management supervisor role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a land management supervisor job description:

   Land management supervisor job description example

   Assists in the daily administrative and operational tasks of Food and Beverage Operations. Ensures compliance with casino and departmental policies, procedures, and regulations. Authorizes early outs, covers shifts, and assists front line staff as needed. Motivates, trains, develops and supervises all QCC F&B Team Members. Ensures staff provides exceptional Food & Beverage guest experience.
   Job Requirements
   
   EDUCATION:
   
   * High School Diploma or GED equivalent required.
   
   SKILLS:
   
   * Must have strong math skills related to department industry financials. (Test required)
   * Must have excellent communication skills both written and verbal. (Test required)
   
   EXPERIENCE:
   
   * Minimum of three (3) years supervisory experience in a high volume casual dining restaurant.
   * Minimum of four (4) years experience as a cook in a high volume casual dining restaurant.
   * Minimum of one (1) year working experience utilizing MS Word and Excel programs.
   
   OTHER REQUIREMENTS:
   
   * Must be 21 years of age or older.
   * Must obtain SERVSAFE certification with National Restaurant Association within (1) year from date of hire.
   * Must be knowledgeable of HACCP (Hazard Analysis Critical Control Point)
   * Must obtain a Snohomish County Health Food Handler's Permit within 60 days from date of hire.
   * Must obtain a Class 12 Washington State Liquor Permit within 30 days from date of hire.
   * Will be responsible for the deliverance of the highest level of service to guests, VIP's, co-workers and staff.
   * Must attend progressive training as job functions and/or duties require.
   * Must attend mandatory guest service training.
   * Must be able to successfully pass a background investigation for a Tribal Gaming License or Permit.
   * Must be flexible to work any shift assigned to include days, swing, grave, weekends, holidays, and/or upon special events.
   * Must have a successful employment history with the Tulalip Tribes and/or other current and past employers.
   
   The rewards don't stop at Tulalip making it easier for you to say yes to finding a home here with us.
   
   Choose us and get paid faster! All "Hot Job" bonuses are paid out in two installments:
   
   * 1st installment of the bonus is paid on your FIRST paycheck.
   * 2nd installment of the bonus is paid after successful completion of your 90-day probationary period.
   
   Hot Job Eligibility:
   
   * Hot Jobs bonuses are for select positions only and will be indicated on the job posting.
   * Current Team Member department transfers are not eligible for a Hot Job signing bonus.
   * Any former Team Member who has resigned or been dismissed within the past 12 months is not eligible for a Hot Job signing bonus.
   
   Exemption Type
   
   Non-Exempt
   
   Closing Date
   
   10/19/2022

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit land management supervisors, 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 land management supervisor

   Once you have selected a candidate for the land management 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new land management 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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