How to hire a mapping supervisor

How to hire a mapping supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a mapping 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

   Hiring the perfect mapping supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of mapping supervisor salaries for various roles:

   Type of Mapping Supervisor	Description	Hourly rate
   Mapping Supervisor	Surveying and mapping technicians collect data and make maps of the Earth’s surface. Surveying technicians visit sites to take measurements of the land... Show more	$21-52
   Mapping Technician	A mapping technician helps cartographers and photogrammetrists produce and update maps. Their work is done using computers and drones, so this position requires familiarity with mapping tools... Show more	$11-30

2. Create an ideal candidate profile

   Common skills:

   • CAD
   • Autocad
   • GPS

   Responsibilities:

   • Generate GIS database updates manually and manage automated unix-base system to apply records to client database.
   • Generate GIS database updates manually and manage automated unix-base system to apply records to client database.
   • Compile and edit design scale digital photogrammetric maps.

3. Make a budget

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

   • Location. For example, mapping supervisors' average salary in wyoming is 52% less than in alaska.
   • Seniority. Entry-level mapping supervisors earn 59% less than senior-level mapping supervisors.
   • Certifications. A mapping supervisor 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 mapping supervisor's salary.

   Average mapping supervisor salary

   $71,139yearly

   $34.20 hourly rate

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   Entry-level mapping supervisor salary

   $45,000 yearly salary

   Updated January 23, 2026

4. Writing a mapping supervisor job description

   A mapping 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. Below, you can find an example of a mapping supervisor job description:

   Mapping supervisor job description example

   Check out this video and find out why our team loves to work here!
   The Supervisor is responsible for overseeing the team of Geographic Information System Analysts to provide support the Company's need for geospatial analysis of assets and infrastructure to deliver both reports and insights to the business. Leverage GIS techniques to deepen understanding of demographic, reliability, environmental and technical information as it relates to the Company infrastructure and customer needs and trends. Communicate and highlight proactive findings to the appropriate business units. Provide maps and data sets to business units to supplement analysis. Develop and publish portals for routine internal queries and analysis requests.
   Essential Functions:
   Oversees and guides the preparation of GIS analysis products Compile and leverage geospatial data, perform analysis, develop models and produce maps and reports.Ability to consume data and information, identify relevant elements and process to expose dependencies and reveal insights Establishes priorities and SLA's for delivering analysis requests.Develop, test, and maintain GIS databases, applications, and tools Support GIS data conversions, systems, integration and system application development and implementation Monitors industry activities and trends in order to enhance ability to deliver insight to the CompanyConsult with business units to identify new data/software requirements
   3. Technical Knowledge/Skill/Education/Licenses/Certifications:
   Technical Knowledge/Skill
   Thorough knowledge of GIS systems and proficiency in working in various GIS software applications such as ESRI (ArcMap and ArcGIS Pro), AutoCadExtensive knowledge of database systems and reporting tools Excellent analytical and problem-solving skills; ability to understand data and transform into narratives and infographics Appropriate interpersonal styles and methods to inspire and guide individuals (direct reports, peers and leaders) toward goal achievement; modifying behavior to accommodate tasks, situations and individuals involved Excellent written and oral communication skills Bachelor's degree in Geography, GIS, Computer Science, Engineering, or related field or equivalent experience is required
   Experience
   Five (5) to ten (10) years of experience in GIS systems, including data management and/or analysis
   Licenses & Certifications
   None
   Working Conditions:
   Must be available to work emergency restoration assignment as required.Must be available to travel between MA/CT/NH as necessary.
   Leadership Behaviors/Competencies:
   Set and Communicate Direction and Priorities
   Cascade and translate strategies into action plans.Communicate goals and priorities (company, department, team); ensure line of sight Drive accountability/monitor progress Communicate, communicate, communicate
   
   Build Trusting Relationships
   Role model honesty and integrity in all communication and actions Balance “getting results” with concern for individual needs Have honest dialogue with employees; get to know them Track commitments and follow-up
   Manage and Develop People
   Create individual development plans with direct reports Set realistic performance objectives Give ongoing, honest feedback; coach for success Differentiate performance and provide rewards and recognition
   Foster Teamwork and Cross-functional Collaboration
   Surface and address competing goals Encourage cooperation/remove obstacles between functions Conduct teambuilding/development processes Encourage collaboration Guide team in translating organizational goals into day-to-day work
   Create a Diverse, Inclusive Workforce
   Involve employees/seek input in decision making, on continuous improvement ideas and change Diversify staff, where possible, in hiring/promotions Seek opportunities to utilize diverse suppliers
   Lead Change
   Exhibit a “can-do” attitude to successfully develop and implement changes in strategy, priorities and work processes Respond positively to new demands or circumstances Act optimistically to influence others to embrace change
   Focus on the Customer
   Ensure that we have processes in place to deliver on our customer promise and provide superior customer service Be a role model for the business on delivering superior customer service
   Worker Type:
   Regular
   Number of Openings:
   1
   EEO Statement
   
   Eversource Energy is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, sex, sexual orientation, gender identity, national origin, religion, disability status, or protected veteran status.
   
   VEVRRA Federal Contractor
   Vaccination Information:
   
   Eversource requires all new employees to be fully vaccinated for COVID-19 by their first day of employment. If you have any concerns regarding compliance with this requirement, you will need to discuss your concerns with Eversource's HR department after you have been made a conditional offer of employment. Eversource does not require applicants to discuss vaccination status prior to receipt of a conditional offer of employment and complies with all applicable laws.
   Emergency Response:
   
   Responding to emergency situations to meet customers' needs is part of every employee's role. If employed, you will be given an Emergency Restoration assignment. This means you may be called to assist during an emergency outside of your normal responsibilities, work hours and location.

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5. Post your job

   There are various strategies that you can use to find the right mapping supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit mapping 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 mapping supervisor

   Once you've selected the best mapping supervisor 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.

   To prepare for the new mapping supervisor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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