How to hire a mechanic/manager

How to hire a mechanic/manager, step by step

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

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1. Identify your hiring needs

   The mechanic/manager hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   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 mechanic/manager 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.

   This list shows salaries for various types of mechanic/managers.

   Type of Mechanic/Manager	Description	Hourly rate
   Mechanic/Manager		$24-54
   Facility Supervisor	A Facility Supervisor is responsible for maintaining an organization's facilities' safety and security to ensure smooth and efficient business operations. Facility Supervisors monitor the adequacy of inventories and handle the budget to purchase materials and equipment for operations... Show more	$12-30
   Maintenance Superintendent	A maintenance superintendent works in the oil and gas industries. They are based offshore, overseeing a rig concerning these facets mechanical, electrical, instrumentation, and telecommunication... Show more	$23-58

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Plumbing
   • Direct Reports
   • Electrical Systems
   • Cost Estimates
   • Mechanical Systems
   • Business Development
   • HVAC
   • Payroll
   • Mechanical Equipment
   • FRA
   • Parts Inventory
   • Facilities Maintenance
   • Brake Systems
   • Locomotives

   Check all skills

   Responsibilities:

   • Manage facility repairs on heating and cooling systems plumbing and all carpentry.
   • Manage routine maintenance and modifications for locomotives as well as preventative maintenance for freight cars.
   • Read equipment schematics and troubleshoot any faults.
   • Ensure that inspections meet FRA standards and safety devices remain fully operational.
   • Assist mechanics in repairing vehicles when need and help troubleshoot vehicle issues.
   • Supervise the agency's maintenance staff by directing the service and repair, maintenance, and installation of HVAC equipment.

   More mechanic/manager duties

3. Make a budget

   Including a salary range in the mechanic/manager job description is a good way to get more applicants. A mechanic/manager salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a mechanic/manager in Arkansas may be lower than in California, and an entry-level engineer typically earns less than a senior-level mechanic/manager. Additionally, a mechanic/manager with lots of experience in the field may command a higher salary as a result.

   Average mechanic/manager salary

   $76,315yearly

   $36.69 hourly rate

   ---

   Entry-level mechanic/manager salary

   $51,000 yearly salary

   Updated January 21, 2026

   Average mechanic/manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$96,872	$47
   2	New York	$85,262	$41
   3	Texas	$84,704	$41
   4	Washington	$81,687	$39
   5	Nevada	$79,873	$38
   6	Alabama	$74,419	$36
   7	Pennsylvania	$73,419	$35
   8	Oregon	$72,894	$35
   9	Michigan	$72,198	$35
   10	Georgia	$71,715	$34
   11	Maryland	$71,253	$34
   12	Connecticut	$70,756	$34
   13	Illinois	$70,350	$34
   14	Ohio	$68,923	$33
   15	Missouri	$67,082	$32
   16	Virginia	$66,794	$32
   17	North Carolina	$60,845	$29
   18	Indiana	$58,904	$28
   19	South Carolina	$57,783	$28
   20	Florida	$57,193	$28

   Average mechanic/manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Microsoft	$143,361	$68.92
   2	Bell Flight	$94,550	$45.46
   3	Textron	$93,657	$45.03	70
   4	L3Harris	$83,129	$39.97	6
   5	Genesee & Wyoming	$79,595	$38.27	14
   6	C.A. Short	$78,969	$37.97
   7	Dewberry	$76,997	$37.02	14
   8	Kansas City Southern	$76,732	$36.89
   9	PCI Pharma Services	$76,588	$36.82	1
   10	WestRock	$76,261	$36.66	17
   11	Global Aviation	$76,211	$36.64
   12	JLL	$75,960	$36.52	32
   13	McCarthy Holdings, Inc.	$75,236	$36.17	4
   14	Stamford Memorial Hospital Foundation	$75,069	$36.09
   15	Pci	$74,193	$35.67	3
   16	Sparrow Health System	$73,935	$35.55
   17	Cumming Corporation	$73,167	$35.18
   18	Cameron LNG	$72,001	$34.62
   19	University at Albany	$68,771	$33.06
   20	Heinen's Grocery Store	$68,573	$32.97

4. Writing a mechanic/manager job description

   A mechanic/manager 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. To help get you started, here's an example of a mechanic/manager job description:

   Mechanic/manager job description example

   Dewberry is currently seeking a Mechanical Engineering Discipline Manager located in Huntsville AL. The individual will be responsible for overseeing the work involved in proposal generation and assigning / leading the appropriate resources to do the work for discipline area. Assist Project/Client Managers by providing engineering resources - a design team - to help meet the client's desires and budget. Duties would also include some involvement in direct MEP sales and assisting with sales efforts for multidiscipline projects. In short, provide the design/engineering resources and guidance to accomplish our commitments. Experience with Design/Build projects is a plus.
   
   Dewberry is a leading, market-facing professional services firm with more than 50 locations and 2,000 professionals nationwide. What sets us apart from our competitors are our people. At Dewberry, we seek out exceptional talent and strive to deliver the highest quality of services to our clients. Whether you're an experienced professional or a new graduate, you'll have the chance to collaborate with the best and brightest and work on innovative and complex projects at the forefront of the industry. Our commitment to excellence stems from our personal integrity and from other defining attributes, which we call "Dewberry at Work," that have inspired our employees to be successful for more than a half-century
   Supervisory responsibilities of a Discipline Manager include:
   
   + Growing, mentoring, and developing the staff within discipline area to allow each person to achieve their maximum potential.
   
   + Minimum annual evaluations for each direct reports.
   
   + Providing technical guidance/leadership for discipline area.
   
   + Organizing staff in a way to allow career advancement, professional development, quality client service, and operational efficiencies to meet business and project financial goals.
   
   + Taking a very active role in recruitment of staff in discipline area including networking, recruitment, interviewing and "deal closing".
   
   Discipline Managers are expected to provide the following to others on the design team to effectively and successfully complete projects:
   
   + Technical and Quality oversight of all project work for discipline area.
   
   + Establishing/improving standards for discipline area.
   
   + Adherence to project design schedule.
   
   + Notification to Project/Client Managers if established project design schedule cannot be met. Notify in enough time to appropriately handle the situation, preferably at the latest 2 weeks prior.
   
   + Adherence to discipline project budget. Review and provide updates on project budgets at milestone dates. Reviewing discipline budgets weekly.
   
   + Attention to project scope during the design process to identify potential additional services.
   
   + Identify staff performing design of the project, along with a senior staff member if required.
   
   + Identify Engineer of Record.
   
   + Provide general updates of projects (status in the process, tasks to complete, percentage complete currently, etc.)
   
   + Identify milestone dates when each discipline should provide information, at each phase, to allow sufficient time to good design coordination.
   
   + Provide 'on-the-spot' advice and decisions, technical and cost estimates.
   
   + Coordination with all of the disciplines involved, including outside consultants.
   
   Work schedule for discipline showing:
   
   + Project assignments and priorities
   
   + Delivery due dates for group project commitment's
   
   + Workload/Capacity
   
   Discipline Managers will control all production resources and all commitments must come from Discipline leaders. Conversely - accountability for our Accomplished (15+ years of experience) Professional Engineer; knowledgeable of construction process, familiar with AIA and state construction contracts; self-motivated with highly developed verbal, written and interpersonal skills. Experience in staff management/department management. Experience in the design of various MEP systems, and an understanding of document preparation utilizing a BIM/Revit platform. Well organized, takes good notes. Good conceptual understanding of plumbing, mechanical and electrical systems with general knowledge of system operation, space requirements, cost.
   
   *At this time, Dewberry will not sponsor a new applicant for work authorization.
   
   *Dewberry is an Equal Opportunity/ Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, gender identity or sexual orientation.
   
   *Only recipients of an offer of employment from Dewberry, will be required to submit to a background screening which may include, but is not limited to, employment verification, educational and other credential verification, driving record check, criminal background check, and an investigative consumer report. These screenings will be conducted by Dewberry's background vendor of choice and will be conducted in compliance with all applicable federal, state, and local law.
   
   ID: 9593
   
   Service Line: IES
   
   External Company URL: www.dewberry.com

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right mechanic/manager 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 mechanic/manager job on Zippia to find and recruit mechanic/manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting mechanic/managers 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 mechanic/manager

   Once you have selected a candidate for the mechanic/manager 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 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 mechanic/manager. 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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