How to hire a marshal

How to hire a marshal, step by step

Here's a step-by-step marshal hiring guide:

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

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1. Identify your hiring needs

   Before you post your marshal 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 marshal 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 marshal's background is also an important factor in determining whether they'll be a good fit for the position. For example, marshals 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.

   Here's a comparison of marshal salaries for various roles:

   Type of Marshal	Description	Hourly rate
   Marshal	Police officers protect lives and property. Detectives and criminal investigators, who are sometimes called agents or special agents, gather facts and collect evidence of possible crimes.	$12-23
   Child Support Officer	Child support officers evaluate child support cases to identify the needed financial support. The officers interview relatives and parents and review court documents, and any other records... Show more	$11-26
   Special Investigation Unit Investigator	A special investigation unit investigator works at an insurance company to detect and thwart fraudulent claims and activities. To carry out their duties, they must coordinate with staff to gather and analyze client information, perform research and analysis, travel to different sites to observe and investigate, and conduct interviews as needed... Show more	$15-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Standards
   • Cleanliness
   • Sales Floor
   • Safety Procedures
   • CPR
   • Emergency Situations
   • Law Enforcement Agencies
   • Golf Carts
   • Subpoenas
   • Court Orders
   • RAN
   • Course Rules
   • Court Proceedings
   • Windows

   Check all skills

   Responsibilities:

   • Manage training resources including weapons, ammunition, and range facilities.
   • Design and write the ETL process using PLSQL and Unix shell.
   • Clean the store, windows, floors, track, and the parking lot.
   • Certify SFA and Adult/Infant CPR.
   • Ensure the tournament run smoothly.
   • Assist the USMS with escorting prisoners.

3. Make a budget

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

   • Location. For example, marshals' average salary in south carolina is 53% less than in maryland.
   • Seniority. Entry-level marshals earn 47% less than senior-level marshals.
   • Certifications. A marshal 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 marshal's salary.

   Average marshal salary

   $36,029yearly

   $17.32 hourly rate

   ---

   Entry-level marshal salary

   $26,000 yearly salary

   Updated January 22, 2026

4. Writing a marshal job description

   A good marshal 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 marshal job description:

   Marshal job description example

   The front-line safety communication between drivers on track and the control tower.
   
   Course Marshals are one position on the Flagging and Communications Team for motorsports events. All positions on the F&C Team and their performance are essential to maintaining the safety of all participants and spectators of any motorsport event. SAFETY is our #1 Priority…….. Having FUN doing it is #2!
   
   DUTIES AND RESPONSIBILITIES
   
   Duties may include, but are not limited to, the following:
   
   * Work indirectly and directly with our clients, their customers, and the public
   * Represent Summit Point Motorsports professionally with pride
   * Have a Welcoming, Customer Service, Friendly, and Helpful, Team Player attitude
   * Punctual with daily reliable transportation, self-motivated, proactive, detail oriented
   * Clean, tidy, in uniform, and always self-prepared for exposer to any/all weather conditions
   * Physically able to stand for extended periods of time, wave flags vigorously, or hold for extended periods of time, walk up/down stairs, bend, reach, grab
   * Use of Hands, arms, legs, sight, hearing, clear speech, and fluency in the English language are necessary
   * Immediate physical reaction time to display flag
   * Quickly assess situations and incidents
   * Communicate via 2-way radio/headset to the control operator, all conditions, changes and incidents, to convey clear, concise, accurate, information, speaking slowly, distinctly, calmly, using net lingo and procedures, while still displaying your flag to warn drivers
   * Must have daily access to computer/internet, phone to communicate scheduling and messages via email, text, and specific websites, to enter time worked, receive pay, and complete company mandatory online compliance training
   * Position specific training is provided
   
   Candidates must have availability Fridays-Sundays and some weekdays from 7:30a-5:30p.
   
   Summit Point Raceway Associates Inc. provides equal opportunity to all applicants for employment as required by and/or consistent with applicable country law and company policy. Consistent with the foregoing, Summit Point Raceway Associates Inc. provides qualified applicants consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veterans' status, citizenship, sexual orientation, gender identity or any other status(s) protected by law. In the United States, Summit Point Raceway Associates Inc. ensures nondiscrimination in all programs and activities in accordance with Title VI of the Civil Rights Act of 1964.
   
   On September 24, 2021, the U.S. Government's Safer Federal Workforce Task Force issued "2021 Guidance for Federal Contractors and Subcontractors" mandating that Covered federal contractors, including Xator Corporation, and their employees shall be fully vaccinated for COVID-19. Therefore, this position may require individuals to be fully vaccinated (2 weeks past final dose) or have been granted a religious or medical accommodation by December 8, 2021 or shortly thereafter.
   
   Equal Opportunity Statement
   
   Xator Corporation, and its Subsidiaries, provides equal opportunity to all applicants for employment as required by and/or consistent with applicable country law and company policy. Consistent with the foregoing, Xator Corporation provides qualified applicants consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veterans' status, citizenship, sexual orientation, gender identity or any other status(s) protected by law. In the United States, Xator Corporation ensures nondiscrimination in all programs and activities in accordance with Title VI of the Civil Rights Act of 1964.

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5. Post your job

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

6. Interview candidates

   Recruiting marshals requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 marshal

   Once you've decided on a perfect marshal candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   Once that's done, you can draft an onboarding schedule for the new marshal. 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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