How to hire an onsite coordinator

How to hire an onsite coordinator, step by step

Here's a step-by-step onsite coordinator hiring guide:

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

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1. Identify your hiring needs

   Before you post your onsite coordinator 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 an onsite coordinator 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

   An onsite coordinator's background is also an important factor in determining whether they'll be a good fit for the position. For example, onsite coordinators 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.

   This list presents onsite coordinator salaries for various positions.

   Type of Onsite Coordinator	Description	Hourly rate
   Onsite Coordinator		$29-43
   Project Leader	A project leader is responsible for supervising the team and managing the distribution of tasks to ensure the project's success with the highest efficiency and accuracy. Duties of a project leader include motivating the team, managing the team's needs and concerns, providing effective strategies to improve the team's performance, creating reports, monitoring the team's progress, and maintaining the coordination between team members... Show more	$33-66
   Module Lead	The primary duties of a Module Lead include academic leadership, management, and assessment of the assigned modules. They conduct all monitoring, evaluation, and review of activities, as well as respond to students feedback.	$32-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll
   • Data Warehouse
   • Java
   • Test Cases
   • PL/SQL
   • UAT
   • DB2
   • QA
   • SQL Server
   • Unix
   • Background Checks
   • COBOL
   • User Interface
   • XML

   Check all skills

   Responsibilities:

   • Provide technical training in Unix, SQL and functional training for team to enhance performance and achieve the targets.
   • Mentore freshmen through experience on COBOL, JCL, VSAM, DFSORT and ICETOOL on mainframe platforms to create well-written codes.
   • Front development using ATG DSP, JSTL JSP, JQuery, JavaScript, AJAX etc.
   • Modify and test COBOL and CICS programs and JCL codes per the requests of business departments.
   • Maintain the QA environment to test and deploy software releases and coordinate UAT with globally disperse business users.
   • Used JQuery for animations across the application.

   More onsite coordinator duties

3. Make a budget

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

   • Location. For example, onsite coordinators' average salary in maine is 24% less than in new jersey.
   • Seniority. Entry-level onsite coordinators earn 32% less than senior-level onsite coordinators.
   • Certifications. An onsite coordinator 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 an onsite coordinator's salary.

   Average onsite coordinator salary

   $74,634yearly

   $35.88 hourly rate

   ---

   Entry-level onsite coordinator salary

   $61,000 yearly salary

   Updated December 13, 2025

   Average onsite coordinator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$81,618	$39
   2	California	$80,959	$39
   3	Illinois	$78,828	$38
   4	New York	$78,675	$38
   5	Virginia	$76,382	$37
   6	Pennsylvania	$75,542	$36
   7	Massachusetts	$75,433	$36
   8	South Carolina	$74,857	$36
   9	Ohio	$74,444	$36
   10	Minnesota	$73,464	$35
   11	Georgia	$73,413	$35
   12	Oklahoma	$73,215	$35
   13	Kansas	$72,511	$35
   14	Louisiana	$71,651	$34
   15	Wisconsin	$70,997	$34
   16	Texas	$70,075	$34
   17	Tennessee	$69,540	$33
   18	Indiana	$68,600	$33
   19	Colorado	$68,279	$33

   Average onsite coordinator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	American Red Cross	$81,941	$39.39	1
   2	Keshav Consulting	$79,648	$38.29
   3	Avantor	$79,005	$37.98	3
   4	Datum Software	$76,612	$36.83
   5	Paper Transport	$76,500	$36.78
   6	Dimension Consulting	$76,496	$36.78
   7	CareerBuilder	$75,274	$36.19
   8	Volt Information Sciences	$75,086	$36.10
   9	Memorial Health Systems Corporation	$74,898	$36.01	2
   10	Tata Group	$74,474	$35.80	6
   11	Alight Solutions	$73,895	$35.53
   12	IBM	$73,715	$35.44	9
   13	Quest Global	$73,584	$35.38
   14	Altran Corporation	$73,565	$35.37
   15	Xavient Information Systems	$73,488	$35.33
   16	Randstad North America, Inc.	$73,469	$35.32	9
   17	Cigniti Technologies	$72,531	$34.87	2
   18	KPIT Technologies	$72,239	$34.73
   19	Cognizant	$72,117	$34.67	4
   20	Mindtree	$71,367	$34.31

4. Writing an onsite coordinator job description

   A job description for an onsite coordinator 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 an onsite coordinator job description:

   Onsite coordinator job description example

   Presented by Saatchi Art, The Other Art Fair is a leading art fair for discovering emerging artists, with editions in cities around the world, including New York, Los Angeles, Dallas, Chicago, London, Toronto, Sydney, and Melbourne. Unlike at traditional art fairs where attendees buy from galleries, The Other Art Fair offers attendees unparalleled direct access to artists, alongside experiential programming, appealing to first-time art buyers and seasoned collectors alike.
   
   Leaf Group is a house of brands, creating and cultivating digital-first companies in growing lifestyle categories: Fitness & Wellness (Well+Good, Livestrong.com); Home & Decor (Hunker, Society6, Deny Designs), and Art & Design (Saatchi Art, The Other Art Fair). Additionally, we have performance focused brands in key categories such as Travel, Pets, and DIY (OnlyInYourState, Cuteness, eHow). Our media and marketplace brands are authentic and authoritative, reaching a large and growing passionate audience.
   
   We work in a fun, collaborative environment that is diverse, adventurous, and open-minded. We look for proactive, accountable people focused on continuous learning and growth to push themselves and our businesses forward. Check us out here.
   
   We are looking for Onsite Event Staff to help us at our November 2022 Brooklyn edition of The Other Art Fair. Event Staff are an important part of the organization and contribute to the effective execution of the Fair. They are the first point of contact for visitors and exhibiting artists. This is a paid, temporary position that requires working onsite at the fair location.
   You'll Report To: Fair Assistant
   A typical day as a Event Staff might include:Gain practical knowledge and experience in Contemporary Art practices and learn how a successful art fair works in BrooklynMeet new people with common interests such as artists, curators, professionals, local and international visitors, members of the arts community Have fun while pursuing an important project that makes art accessible to everyone in an exciting and optimistic environment Welcome, inform, and help exhibiting artists and visitors Check invitations and assist Guest Artists Assist exhibitors during booth installation Work handling (furniture, boxes, documents) and manage project areas Distribute fair guides and complimentary tickets
   What You Have:Ability to commit to the duration of the fair (November 3 - November 6 2022) and assist onsite at the fair location in the Brooklyn Navy Yard Thursday, November 3 - 8:30am - 10pm Friday, November 4 - 2:30pm - 10pm Saturday, November 5 - 10:30am - 7pm Sunday, November 6 - 10:30am - 6pmProactive, problem-solver mindset. You are motivated to complete tasks on time and support the team's goals Ability to work under pressure in a fast paced environment An eye for detail and an appreciation for art. You would be going to the fair even if you weren't involved.Excellent verbal and written communication.A desire to participate in creating the workplace you want to be a part of.We're casual and informal but we work hard and work responsibly. Personal accountability goes a long way. We believe we are the change.
   You'll be successful if you love talking to people, want to support emerging artists, and are eager to help with a variety of tasks.
   
   What We Have:
   Leaf Group is among the 2022 & 2019 Built In LA Best Places To Work
   Among Comparably's 2021 Best Companies for Company Culture, Company Perks & Benefits, Company Compensation, Best CEO for Diversity, and Best CEO for Women
   eHow is the 2019 & 2020 People's Choice and official Webby Winner for Social Video/How To-DIY
   OnlyInYourState is ranked the #3 Travel and Information Site (ComScore)
   Well+Good is the 2019 People's Choice winner of the Webby's Award for Best Lifestyle Brand
   Leaf Group is among TalentDesk's 2019 Best Companies To Work For
   Well+Good is the 2018 winner of Fast Company's Most Innovative Company AwardMyPlate is the 2018 winner of the Webby Award for Best Design
   Winner of the 2017 Best Company for Diversity award Comparably
   
   For full-time permanent roles:
   Competitive compensation and benefits packages (i.e., Medical, Dental, Vision, FSA, 401K)
   Gender neutral family leave
   Paid-to-play vacation rewards
   Discretionary unlimited vacation time
   Employee discounts for Saatchi Art, Society6, and Deny Designs
   
   Process:
   Step 1: A video/phone call with a member from our Hiring Team. In this call, we will cover the basics of the role and our company, and discuss a high level overview of your past experiences, goals, and interest in this role.
   Step 2: A call with your potential manager or someone from the hiring team to dive deeper into your experiences and goals.
   Step 3: A short assessment to help us see your skill sets as they relate to the role we have. We will review this in Step 1.
   Step 4: Depending on the role, interviews with key stakeholders from the role (could be 1 or up to 3) who will dive further into the role with you and answer any questions you may have.
   
   Leaf Group is a diverse, equitable, and inclusive workplace that reflects our customers and the world we live in. We encourage people from all backgrounds, ages, abilities, and experiences to apply for our roles. Leaf Group is an equal opportunity employer. We do not discriminate based on race, color, ancestry, religion, national origin, sexual orientation, age, citizenship, marital or family status, disability, gender, gender identity or expression, pregnancy or caregiver status, veteran status, or any other legally protected status.
   
   Agency Disclosure: If the Leaf Group Talent Acquisition department, or any current company employee, receives an unsolicited resume from a third party recruiting agency and Leaf Group does not have a signed Agency Agreement active, Leaf Group will not be deemed liable to pay a placement fee. The unsolicited resume will be considered a gift and can be considered for our recruitment efforts.

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5. Post your job

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

6. Interview candidates

   During your first interview to recruit onsite coordinators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   While interviews are great, you will only sometimes learn enough from a conversation with an onsite coordinator applicant. In those cases, having candidates complete a test project can go a long way in figuring out who's the most likely to succeed in the role. If you aren't a technical person and don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 onsite coordinator

   Once you've found the onsite coordinator candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   After that, you can create an onboarding schedule for a new onsite coordinator. 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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