How to hire a maintenance supervisor/maintenance manager

How to hire a maintenance supervisor/maintenance manager, step by step

Here's a step-by-step maintenance supervisor/maintenance manager hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the maintenance supervisor/maintenance manager you need to hire. Certain maintenance supervisor/maintenance manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

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

   Type of Maintenance Supervisor/Maintenance Manager	Description	Hourly rate
   Maintenance Supervisor/Maintenance Manager		$21-52
   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
   Equipment Manager	An equipment manager is responsible for monitoring the efficiency and optimal performance of the office equipment and machinery to support the business functions and daily operations. Equipment managers perform preventive maintenance on the machines and equipment, reviewing its licenses and service agreements, as well as look for product alternatives with minimal costing but deliver high-performance... Show more	$14-62

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Plumbing
   • HVAC
   • Facility Maintenance
   • Safety Training
   • Maintenance Procedures
   • Unit Apartment
   • Maintenance Shop
   • Air Compressors
   • Maintenance Budget
   • Building Maintenance
   • Preventive Maintenance
   • PLC
   • CMMS
   • Production Equipment

   Check all skills

   Responsibilities:

   • Manage and interact with plant electricians, perform training activities regarding usage of equipment, and PLC and welding training.
   • Manage preventive and corrective maintenance operations for industrial facilities, CNC machines and support equipment.
   • Support equipment such as; air compressors, steam boilers, HVAC, dust collectors, cooling towers, water treatment.
   • Procure, install, and implement the MP2 CMMS program.
   • Develop and implement the conversion of relay logic to PLC controls on several pieces of equipment.
   • Replace plumbing fixtures, drain lines and portions of main sewer line to keep the system in good working order.

3. Make a budget

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

   • Location. For example, maintenance supervisors/maintenance manager' average salary in south carolina is 46% less than in district of columbia.
   • Seniority. Entry-level maintenance supervisors/maintenance manager earn 60% less than senior-level maintenance supervisors/maintenance manager.
   • Certifications. A maintenance supervisor/maintenance manager 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 maintenance supervisor/maintenance manager's salary.

   Average maintenance supervisor/maintenance manager salary

   $70,135yearly

   $33.72 hourly rate

   ---

   Entry-level maintenance supervisor/maintenance manager salary

   $44,000 yearly salary

   Updated January 12, 2026

4. Writing a maintenance supervisor/maintenance manager job description

   A job description for a maintenance supervisor/maintenance manager 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 maintenance supervisor/maintenance manager job description:

   Maintenance supervisor/maintenance manager job description example

   Do you love helping others?
   
   Are you a natural leader who loves to inspire others to succeed? Do you want to be part of a community of caregivers committed to helping people feel their best? If the answer is "yes," we want you on our team at Massage Envy [Glastonbury]. Massage Envy is the leader in accessible massage and skin care. As a manager at our [Glastonbury] franchised location,* you'll join a wellness community that's 35,000 strong. And you have a meaningful role to play as you:
   
   + Rally a team of caring professionals to deliver an excellent end-to-end experience to every client every single day.
   
   + Build relationships with a talented team of massage therapists, estheticians, and customer service superstars to guide, support, and inspire them.
   
   + Own the success of an all-star location where clients want to be, and service providers want to stay.
   
   Here's what's in it for you:
   
   The rewards of the job go beyond the difference you'll make in the lives of members and guests. We offer a culture of care that inspires you to be your best with:
   
   + Benefits that help you take care of you including [health care for full time employees, discounts on products and services, commission on sales, and many others!]
   
   + A healthy compensation plan that rewards your hard work with [bonus opportunities based on commison, Wellness plans, etc]
   
   + A dynamic, energizing environment where you're consistently challenged, never bored.
   
   + Leader training and development to help you grow as a manager and lead your team.
   
   As a team, we're committed to delivering on the Massage Envy brand promise-we help you take care of you-every day to clients and employees alike. As the connector between the franchise owner, franchise staff, and clients, you're the leader of the mission, bringing everyone together to work cohesively toward that goal. Daily work in this role includes:
   
   + Leading the way to an amazing experience for members and guests by managing the daily operations of the location, maintaining a clean, safe, therapeutic environment for everyone and guiding the sales and customer service team to positively resolve customer challenges.
   
   + Helping the location move more people forward in their wellness journeys by driving membership, promoting retail sales, partnering with the franchisee to set performance goals and working with the team to achieve them.
   
   + Building a high-achieving team by setting clear expectations, providing ongoing training and mentorship, and reviewing performance regularly to empower team members to improve and grow.
   
   + Running a tight ship where every operational detail is addressed, from managing inventory and deposits to ensuring compliance with all labor and employment laws applicable to location employees (including any local and state licensing laws for massage therapists and estheticians).
   
   + Creating a strong workplace culture where all employees feel valued, good work is recognized, issues are resolved quickly and fairly, and everyone feels connected to the mission.
   
   + Modelling the Massage Envy core values of optimism, gratitude, excellence, consistency and empathy.
   
   A team is only as strong as its leader, so we're looking for people who have what it takes to bring out the best in everyone. Those who shine in this role are:
   
   + Smart and experienced with prior background in management, marketing, sales, service or retail and a college degree (preferred).
   
   + Born leaders who can motivate, coach, influence, and inspire and who aren't afraid to have tough conversations.
   
   + Top performers who can set goals, prioritize work, analyze business performance, and delegate effectively.
   
   + Problem solvers who can think on their feet, bring people to compromise, and resolve conflict.
   
   + Good with people, building trust and confidence and developing positive relationships with employees, members, and guests.
   
   We Believe Our Differences Make Us Better
   
   We're excited to hear from everyone with the skills, experience, and passion to do a great job regardless of race, color, religion, gender, sexual orientation, national origin, genetics, disability, age, or veteran status.
   
   If you're ready to lead the charge to help people feel their best, we can't wait to meet you.
   
   *Massage Envy Franchising, LLC ("MEF") is a national franchisor of independently owned and operated franchised locations. Each individual franchised location, not MEF or any of its affiliates, is the sole employer for all positions posted by a franchised location, and each individual franchised location is not acting as an agent for MEF or any of its affiliates. Hiring criteria, benefits and compensation are set by each individually owned and operated franchised location and may vary from location to location.
   
   
   External Company URL: www.massageenvy.com
   
   Street: 140 Glastonbury Boulevard

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with maintenance supervisor/maintenance manager 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 maintenance supervisor/maintenance manager

   Once you've selected the best maintenance supervisor/maintenance manager 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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