How to hire a party chief

How to hire a party chief, step by step

Here's a step-by-step party chief hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a party chief, 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 party chief 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 presents party chief salaries for various positions.

   Type of Party Chief	Description	Hourly rate
   Party Chief	Surveyors make precise measurements to determine property boundaries. They provide data relevant to the shape and contour of the Earth’s surface for engineering, mapmaking, and construction projects.	$14-31
   Instrument Person	An instrument person is also called a survey party chief. They are responsible for preparing and conducting surveys before a particular land is constructed and developed... Show more	$14-30
   Surveyor	A surveyor is responsible for measuring the physical boundaries of a property based on the design documents. Surveyors' duties include determining reference points using special measuring equipment, analyzing land records, evaluating the stability of the property location, verifying data to property agencies and other organizations, responding to the client's inquiries, processing legal property documents, and finalizing boundary lines and maps... Show more	$15-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Topographic Surveys
   • Boundary Surveys
   • Data Collection
   • Construction Layout
   • CAD
   • Survey Data
   • USAID
   • Survey Equipment
   • Trimble Gps
   • CPR
   • RTK
   • GNSS
   • As-Built Surveys
   • Technical Assistance

   Check all skills

   Responsibilities:

   • Utilize GPS technology to manage a two man robotic crew assign to residential/ commercial development projects.
   • Party chief, survey technician using Carlson SurvCADD.
   • Learned several data collectors (SMI, Carlson, etc ...).
   • Learned and become an expert with the SurveyPro software on the TDS Recon.
   • Research plats, property records, section data, benchmarks, GIS control, utility maps, etc.
   • Perform quality control and quality assurance reviews on exhibit documents submit to RMP for the right-of-way acquisition process.

3. Make a budget

   Including a salary range in your party chief job description is one of the best ways to attract top talent. A party chief can vary based on:

   • Location. For example, party chiefs' average salary in rhode island is 54% less than in california.
   • Seniority. Entry-level party chiefs 55% less than senior-level party chiefs.
   • Certifications. A party chief with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a party chief's salary.

   Average party chief salary

   $44,955yearly

   $21.61 hourly rate

   ---

   Entry-level party chief salary

   $30,000 yearly salary

   Updated December 11, 2025

4. Writing a party chief job description

   A party chief 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 party chief job description:

   Party chief job description example

   Ware Malcomb has an exciting opportunity for a Party Chief to join our team in Denver!
   
   The Party Chief is responsible for leading the field department and conducting field survey activities that may include: boundary, ALTA/NSPS surveys, topographic, control network, as-built surveying, plat's, Denver ISP's, and range line procedures on a wide variety of projects. Fieldwork may be performed throughout Colorado but will primarily be focused in and around the Denver Metro area. This position will also require close coordination with Ware Malcomb survey staff.
   Party Chief Responsibilities:Determine most efficient plan of action for data acquisition for field surveys Interact professionally with client representative and land owners Professional experience with Trimble Equipment, Trimble Access and TBC requirements Perform some office duties, including data download and reduction, field note reduction, calculations, processing and quality control checks Maintain vehicle and field equipment
   Party Chief Qualifications:Experience with survey-grade GNSS/GPS and robotic total station Ability to work long hours when needed with occasional out of town travel Physically capable of performing typical land surveying tasks including the ability to carry 50+ lbs. of survey gear Unmanned Aerial Systems (UAS) Part 107 license not required, but considered a plus Bachelor's or associate's degree in applicable field not required, but considered a plus
   Established in 1972, Ware Malcomb is a contemporary and expanding full service design firm providing professional architecture, planning, interior design, civil engineering, branding and building measurement services to corporate, commercial/residential developer and public/institutional clients throughout the world.
   
   With office locations throughout the United States, Canada, Mexico and Brazil, the firm specializes in the design of commercial office, corporate, industrial, science & technology, healthcare, retail, auto, public/institutional facilities and renovation projects.
   
   Ware Malcomb offers the best of both worlds - a small-office, supportive and nurturing work environment with large company resources and support - providing an amazing opportunity for professional growth. Ware Malcomb offers a wellness-focused company culture, competitive salary and overall benefits package.
   
   Ware Malcomb is recognized as an Inc. 5000 fastest-growing private company and a Hot Firm and Best Firm to Work For by Zweig Group!
   
   #LI-Hybrid

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5. Post your job

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

6. Interview candidates

   Your first interview with party chief 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 party chief

   Once you have selected a candidate for the party chief 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.

   After that, you can create an onboarding schedule for a new party chief. 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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