How to hire a line service supervisor

How to hire a line service supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a line service 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

   A line service supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, line service 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 line service supervisors and their corresponding salaries.

   Type of Line Service Supervisor	Description	Hourly rate
   Line Service Supervisor		$14-24
   Lead Mechanic	A lead mechanic coordinates the teams of mechanics and ensures the timely completion of repairs. Lead mechanics supervise their subordinates, order mechanical parts, and inspect their work making sure that the standards are met... Show more	$19-35
   Section Chief	A section chief's job varies with the type of organization. In most cases, a section chief is the head of a given section in an organization that is tasked with performing certain duties... Show more	$17-78

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Performance Reviews
   • Safety Procedures
   • General Aviation Aircraft
   • Customer Service
   • FBO
   • Performance Evaluations
   • Fuel Trucks
   • Ground Service Equipment
   • Aircraft Movement
   • FAA
   • ATA
   • Fuel Farm
   • De-icing
   • QC

   Check all skills

   Responsibilities:

   • Manage services and supports for intellectually and developmentally disable individuals, within compliance with all Medicaid and I/DD waiver regulations.
   • Oversee all yard work (planting flowers, mowing, hedging, leaf blowing, etc .).
   • Perform all services offer in the TLE (i.e.
   • Train coordinators and supervisors in leadership skills, and how to maintain professional therapeutic relationships with individuals and families serve.
   • Perform preventative maintenance on the facility vehicles, mowers, tractors, blowers, etc.

3. Make a budget

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

   • Location. For example, line service supervisors' average salary in kentucky is 38% less than in district of columbia.
   • Seniority. Entry-level line service supervisors 39% less than senior-level line service supervisors.
   • Certifications. A line service 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 line service supervisor's salary.

   Average line service supervisor salary

   $40,327yearly

   $19.39 hourly rate

   ---

   Entry-level line service supervisor salary

   $31,000 yearly salary

   Updated January 13, 2026

4. Writing a line service supervisor job description

   A good line service 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 line service supervisor job description:

   Line service supervisor job description example

   PAMF-Palo Alto Medical Foundation MPD
   
   **Position Overview:**
   
   Supervises and oversees the day-to-day operations, staffing and staff coverage, overall staff performance to goals, staff and patient safety and services. Ensures consistent delivery of high-value, quality care to all patient populations served. Establishes work priorities, and assists staff in resolving operational issues/problems. Implements and enforces adherence to department, affiliate, operating unit, and/or system standards, policies and procedures, applicable regulatory standards, laws and regulations Identifies and implements cost savings and best practices, using Lean or other process improvement methods and concepts. Collaborates with others to coordinate services, streamline and standardize work flows and procedures, and/or drive positive outcomes.
   
   **Job Description** :
   
   **EDUCATION:** HS Diploma or equivalent education/experience; Certified Medical Assistant Preferred.
   
   **EXPERIENCE:** PREFERED EXPERIENCE AS TYPICALLY ACQUIRED in
   
   + 5 years supervisory experience in an ambulatory healthcare environment.
   
   + 5 years experience in a directly related field.
   
   **SKILLS AND KNOWLEDGE**
   
   + Knowledge of medical office workflows and processes.
   
   + Ability to establish and maintain cooperative working relationships with physicians and care providers.
   
   + Solid understanding of operations and workflows and how department's process/workflow impacts other flows or departments.
   
   + Knowledge and understanding of applicable local, state, federal and other laws, regulations and requirements impacting department operations.
   
   + Leadership skills, including team building, and coaching/mentoring with the ability to motivate and engage others.
   
   + Demonstrated ability to identify and resolve technical and operational issues problems as guided by policies, and procedures, or guidance from leadership.
   
   + Project planning, leading and implementation skills.
   
   + Ability to build and establish effective working partnership with employees, peers and/or leaders to achieve business objectives.
   
   + Demonstrates ability to handle confidential and sensitive issues.
   
   + Verbal and written communication and interpersonal skills.
   
   + Ability to handle difficult circumstances and make sound business decisions with little direction.
   
   + Demonstrates ability to work in a dynamic and fast-paced environment with changing business priorities.
   
   + Demonstrates organizational and time management skills, with the ability to prioritize multiple projects while delivering quality service/achieving business results.
   
   + Demonstrates commitment to providing exceptional customer service and responding to customer needs/requests in a prompt, courteous manner.
   
   + Demonstrates ability to work/interact with a diverse population while respecting cultural and linguistic differences.
   
   + Ability to use essential software and applications associated with the role's duties and responsibilities.
   
   + Knowledge of applicable local/state/federal laws in the field of expertise.
   
   **License/Certifications:**
   
   CMA-Certified Medical Assistant - American Association of Medical Assistants
   
   **Education:**
   
   High School Diploma (Required)
   
   **Job Shift:**
   
   Days
   
   **Schedule:**
   
   Full Time
   
   **Shift Hours:**
   
   8
   
   **Days of the Week:**
   
   Friday, Monday, Thursday, Tuesday, Wednesday
   
   **Weekend Requirements:**
   
   None
   
   **Benefits:**
   
   Yes
   
   **Unions:**
   
   No
   
   **Position Status:**
   
   Exempt
   
   **Weekly Hours:**
   
   40
   
   **Employee Status:**
   
   Regular
   
   **Number of Openings:**
   
   1
   
   Sutter Health Affiliates are equal opportunity employers EOE/M/F/Disability/Veterans.
   
   All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, marital status, sexual orientation, registered domestic partner status, sex, gender, gender identity or expression, ancestry, national origin (including possession of a driver's license issued to individuals who did not present proof of authorized presence in the U.S.), age, medical condition, physical or mental disability, military or protected veteran status, political affiliation, pregnancy or perceived pregnancy, childbirth, breastfeeding or related medical condition, genetic information or any other characteristic made unlawful by local, state, or federal law, ordinance or regulation. External hires must pass a background check/drug screening. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state, and local laws, including but not limited to the San Francisco Fair Chance Ordinance.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit line service 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 line service supervisor

   Once you have selected a candidate for the line service 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.

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