How to hire a performer

How to hire a performer, step by step

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

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

What does a performer do?

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1. Identify your hiring needs

   Before you start hiring a performer, 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

   You should also consider the ideal background you'd like them a performer to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a performer that fits the bill.

   The following list breaks down different types of performers and their corresponding salaries.

   Type of Performer	Description	Hourly rate
   Performer		$11-51
   Mascot	A mascot is part of a company's strategy to build identity, define its objectives, and uplift its morale. Applying as a mascot requires dedication and commitment as it is not simple to wear a hot and heavy costume for extended periods of time... Show more	$11-51
   Medium	A medium or psychic is someone who practices mediation or communication between living humans and dead spirits. Mediums can bridge the gap between the deceased and the living... Show more	$11-51

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Guest Service
   • Safety Procedures
   • Costumes
   • Character Integrity
   • Public Speaking
   • Guest Interaction
   • Non-Verbal Communication
   • Improv
   • Dance Routines
   • New Servers
   • Repeat Business
   • Corporate Events
   • Live Audiences
   • Chorus

   Check all skills

   Responsibilities:

   • Set up and run bounce houses.
   • Perform squib hits, falls, fights, ratchets, etc.
   • Host for dance shows and improv shows.
   • Foster strong Chick-fil-a brand recognition and image.
   • Maintain ability to improv while interacting with guests.
   • Preform all office functions for a small business.

   More performer duties

3. Make a budget

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

   • Location. For example, performers' average salary in montana is 53% less than in connecticut.
   • Seniority. Entry-level performers 78% less than senior-level performers.
   • Certifications. A performer 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 performer's salary.

   Average performer salary

   $51,601yearly

   $24.81 hourly rate

   ---

   Entry-level performer salary

   $24,000 yearly salary

   Updated January 22, 2026

   Average performer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$68,936	$33
   2	Delaware	$68,441	$33
   3	California	$65,140	$31
   4	Pennsylvania	$61,536	$30
   5	New Jersey	$60,334	$29
   6	Virginia	$57,867	$28
   7	New York	$57,086	$27
   8	Maryland	$50,733	$24
   9	North Carolina	$49,075	$24
   10	Illinois	$46,633	$22
   11	Michigan	$46,625	$22
   12	Minnesota	$45,740	$22
   13	New Mexico	$42,745	$21
   14	Texas	$42,364	$20
   15	Ohio	$41,332	$20
   16	Missouri	$39,452	$19
   17	Louisiana	$39,322	$19
   18	Tennessee	$38,694	$19
   19	Florida	$36,556	$18
   20	Georgia	$35,095	$17

   Average performer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Apple	$152,605	$73.37
   2	Citi	$143,700	$69.09
   3	Google	$137,061	$65.89
   4	JPMorgan Chase & Co.	$125,254	$60.22
   5	Booz Allen Hamilton	$105,318	$50.63
   6	Qualcomm	$104,084	$50.04
   7	Neuberger Berman	$98,011	$47.12
   8	IBM	$93,292	$44.85
   9	Ernst & Young	$89,711	$43.13
   10	Rutgers University	$69,694	$33.51
   11	Cummins	$65,791	$31.63
   12	The American Dream School	$65,745	$31.61
   13	ARM	$65,567	$31.52
   14	J.P. Morgan	$61,209	$29.43
   15	Highland Manor Nursing Ctr.	$60,032	$28.86
   16	LA State University Continuing	$56,991	$27.40
   17	Live Nation Entertainment	$56,622	$27.22	2
   18	Clear Choice Health Care	$53,423	$25.68	1
   19	Allianz of America, Inc.	$52,619	$25.30
   20	NextGen Global Resources	$52,513	$25.25

4. Writing a performer job description

   A performer 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 performer job description:

   Performer job description example

   Every year we look for university graduates from around the world to join Airbus. We need people with the aspiration, enthusiasm and the talent to help us move forward and to change the world and deliver our vision to
   pioneer sustainable aerospace for a safe and united world.
   When you begin your career with us, we accelerate your development through our Airbus Global Graduate Experience. You are part of a 2 year program where you develop your professional skills, build your networks, locally and internationally, and gain a unique perspective on the world of Airbus. You are part of a global community, so we bring you together once a year for a global graduate conference where you meet your peers, hear from our leaders and learn from the best.
   We are hiring the graduates we need to fill the critical roles for our future.
   By the end of the program, our aim is that you are ready to progress, having already demonstrated your value. You will have developed your skills in an area that is strategically important for Airbus, and undertaken at least two rotational business placements. You will know about the Airbus business; the opportunities; challenges and needs, and you will have learned more about yourself, and what makes you great.
   Above all you will have the opportunity to do your best work in an industry that is literally reshaping how we live in our world.
   If you are ready to join and be part of this journey please apply below. What you will be doing You will be on a development pathway to prepare you to be a Fleet Performance Manager, as part of the US-based Fleet & Engineering Team* which manages over 2,000 A/C Airbus new and aging aircraft (*an extension of the worldwide Fleet Efficiency (SB) organization). In this role you will be responsible for providing supervision, support, and guidance for Airbus fleet, and will be involved in: Improvement of Airbus fleet operational availability and reduction of operating costs through supporting airlines in optimization of their operations and driving Airbus decisions to improve Airbus Aircraft performance activities. Improvement activities for the in-service performance of all Airbus programs operating in North America. Analysis of fleet in-service data to identify top drivers and emerging fleet issues. Collaboration with Regional & Central Program Support teams and Engineering support to agree on a dedicated action plan to improve fleet performance. Preparation and management of regular Monthly Operations and Regional Business Reviews with Regional Program Support team to validate and launch action plan Production of regular Fleet Performance Dashboards (One Cockpit) and other KPI reports. Contribution to Regional conferences, Technical Review Meetings and other customer events. Serving as the regional focal point for Maintenance Cost & Aircraft Availability improvement projects. Promotion of available solutions for fleet performance improvements to our customers What we look for To be a successful applicant to this position on the Airbus Global Graduate Program, you must be able to demonstrate: Attainment of a Bachelor Degree in Engineering, Aeronautical Studies, Aircraft Systems, or related field. Strong ability to defend Airbus Customer Services and customers' interests in front of third parties Strong and polished verbal and written communication in our business language (English). Motivation and flexibility to work in a high-demanding environment. Autonomous, ability to take initiative, customer focused A desire to work in a collaborative team environment, focused on driving improvements. A desire to ask questions, and continuously learn and grow. The ability to be self aware and a wish to be in the driving seat of your development. Willingness to present a professional appearance as generally accepted in the business and aerospace environment. What you will need to apply Education: Bachelor Degree in Engineering, Aeronautical Studies, Aircraft Systems, or related field. A strong curriculum emphasis on aviation related studies, analytics, engineering economics preferred Specific Experiences / Interests: 0-3 years maximum experience in airline maintenance & engineering activities. Experienced working with Electronic Data Processing systems. Basic knowledge of classical and numerical (Finite Element) stress analysis methods. Proficiency with G-Suite (Docs, Sheets, Slides, Apps Script) would be beneficial but not essential to apply. Eligibility: To be eligible for this position, you must be able to work in the US without a current or future need for visa sponsorship. Relocation: A modest relocation package may be available depending on location and experience of applicants. Start Date: For the US AGGP positions, you must be able to start June 26th, 2023. Any exceptions will be made on a case-by-case basis and must be listed in the cover letter. Vaccination: AIRBUS requires that all new employees and temporary workers of Airbus be fully vaccinated against COVID-19. Airbus allows candidates who are not fully vaccinated at the time of hire a reasonable amount of time to obtain vaccinated status. This position requires vaccination against COVID-19 or, if applicable, an approved accommodation for religious or medical reasons. Travel: As part of the normal scope of this role there will be an initial 3-week training period in Toulouse usually scheduled after the first 30 days on the job. There will also be up to 25% Domestic and International Travel is required. As part of the development plan for this position, you may be required to live in a location outside of your home base domestically or internationally for up to 90 days. You will likely also be required to be in France for a yearly Graduate training. Please consider these needs when determining if this is the right role for you. Cover Letter: Please ensure that a cover letter detailing motivations and suitability for this position is included in your application.
   Please note, we love your interest in working for Airbus but we do ask that you make only one application to the Airbus Global Graduate Program. We encourage you to take time to decide which of our exciting opportunities is right for you and then submit an application that best represents you, your skills and experience in connection with the role you have selected.
   Please let us know if you need us to make any adjustments for the selection process - you can share this with the Recruitment Business Partner who gets in touch if you are invited to interview. Examples of this may include (but is not exclusive to) accessible facilities; auxiliary aids; room layout etc. Any information disclosed will be treated in the strictest confidence.
   The Job Posting will be open until November 6th, 2022. Please note that depending on the number of applicants the posting can be taken offline earlier or be kept open longer. If you are interested we would advise you to apply as soon as possible.
   With a career at Airbus, the future is yours for the taking... We look forward to hearing from you!
   As a leader in our field, Airbus in America provides relocation assistance for qualified positions and a comprehensive compensation and benefits package.
   Airbus in America provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus in America complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training.
   Airbus in America expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. Improper interference with the ability of Airbus' employees to perform their job duties may result in discipline up to and including discharge.
   As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered.
   Airbus does not offer tenured or guaranteed employment. Either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice.
   
   Job Posted by ApplicantPro

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5. Post your job

   There are a few common ways to find performers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   To successfully recruit performers, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 performer

   Once you've decided on a perfect performer 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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How much does it cost to hire a performer?