Post job

How to hire a prep room supervisor

Prep room supervisor hiring summary. Here are some key points about hiring prep room supervisors in the United States:

  • In the United States, the median cost per hire a prep room supervisor is $1,633.
  • It takes between 36 and 42 days to fill the average role in the US.
  • Human Resources use 15% of their expenses on recruitment on average.
  • On average, it takes around 12 weeks for a new prep room supervisor to become settled and show total productivity levels at work.

How to hire a prep room supervisor, step by step

To hire a prep room supervisor, you need to identify the specific skills and experience you want in a candidate, allocate a budget for the position, and advertise the job opening to attract potential candidates. To hire a prep room supervisor, you should follow these steps:

Here's a step-by-step prep room supervisor hiring guide:

  • Step 1: Identify your hiring needs
  • Step 2: Create an ideal candidate profile
  • Step 3: Make a budget
  • Step 4: Write a prep room supervisor job description
  • Step 5: Post your job
  • Step 6: Interview candidates
  • Step 7: Send a job offer and onboard your new prep room supervisor
  • Step 8: Go through the hiring process checklist
jobs
Post a prep room supervisor job for free, promote it for a fee
  1. Identify your hiring needs

    Before you post your prep room supervisor 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 prep room supervisor 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?

    A prep room supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, prep room supervisors 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 prep room supervisor salaries for various positions.

    Type of Prep Room SupervisorDescriptionHourly rate
    Prep Room Supervisor$10-21
    EmbalmerAn embalmer's job is to preserve human remains by treating them to avoid or slow down decomposition to make the corpse suitable for public or private viewing as part of the funeral service. They also preserve a body for educational and medical purposes... Show more$12-35
    Dining Room ManagerDining Room Managers are responsible for supervising the operations of a dining establishment or restaurant. Their duties include ensuring workers adhere to operational and service standards, implement training and recruitment processes, addressing customer concerns, achieving customer satisfaction, and overseeing a restaurant's inventory and budget... Show more$16-33
  2. Create an ideal candidate profile

    Common skills:
    • Safety Procedures
    • Food Safety
    • Prep Room
    • RAN
    • Prep List
    • Inventory Control
    Responsibilities:
    • Manage inventory and payroll accounting.
    • Enter samples into LIMS assigning test codes for analysis.
    • Maintain effective communication and leadership with production and service staff in quality food production environment.
    • Instruct cooks or other workers in the preparation, cooking, garnishing, or presentation of food.
  3. Make a budget

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

    • Location. For example, prep room supervisors' average salary in south carolina is 38% less than in alaska.
    • Seniority. Entry-level prep room supervisors 51% less than senior-level prep room supervisors.
    • Certifications. A prep room supervisor 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 prep room supervisor's salary.

    Average prep room supervisor salary

    $15.45hourly

    $32,129 yearly

    Entry-level prep room supervisor salary
    $22,000 yearly salary
    Updated January 23, 2026
  4. Writing a prep room supervisor job description

    A job description for a prep room supervisor 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 a prep room supervisor job description:

    Prep room supervisor job description example

    About Us

    The Queen's Health System is a nonprofit health care organization with a rich history of caring for the people of Hawai‘i. We have four hospitals and more than 70 preventive, specialty health care locations and labs throughout the Pacific region. And, as the state's largest employer, we have 10,000 caregivers, medical staff, and leadership to help you achieve optimal health and wellness.

    Watch this video to explore our history and culture: Who Is Queen's video


    Scope of Service

    The North Hawaii Community Emergency Department (ED) is a 13-bed, unit that provides comprehensive emergency medical and nursing services 24 hours a day for patients of all ages. The NHCH Emergency Department is a Level III Trauma Center for the Northern Region of the Island of Hawaii and is affiliated with the Queen's Health System. North Hawaii Community Hospital has access to a tertiary facility for a higher level of care via medivac.

    A trauma team is available 24 hrs/day, seven-days-a-week, and may be activated by the ER Attending on Duty. Additionally, Stroke Code protocol may be activated on patients meeting the stroke criteria via tele-medicine, as well as Code STEMI for acute coronary syndrome.

    Adults constitute 93% of patients seen @ NHCH. The remaining 7% of the patients are under the age of 18. The top 10 chief complaints include abdominal pain, shortness of breath, chest pain, falls, psychiatric problems, cold symptoms, MVA's, multiple trauma, headache and weakness.


    Responsibilities

    I. JOB SUMMARY/RESPONSIBILITIES:
    • Has 24-hour accountability for the clinical operations of the nursing unit(s) and area(s) assigned; ensures high-quality patient care and services, consistent with the mission, vision and philosophy of the organization.
    • Participates in the administrative and operational management of unit(s) and area(s) assigned.
    • Serves as the manager in the absence of the Nurse Manager.

    II. TYPICAL PHYSICAL DEMANDS:
    • Essential: standing, sitting, walking, finger dexterity, seeing, hearing, speaking.
    • Frequent: sitting, standing, walking, static gripping of an object for prolonged periods.
    • Occasional: stooping/bending, climbing stairs, walking on uneven ground, lifting and carrying usual weight of one pound up to five pounds, reaching above, at and below shoulder level.
    • Operates telephones, patient care devices, computers, surgical equipment, copier.

    III. TYPICAL WORKING CONDITIONS:
    • Not substantially subjected to adverse environmental conditions.
    • Subjected to noise/vibrations from intercoms, telephones and monitors.
    • Exposure to body fluids and communicable diseases.
    • Working environment is fast-paced and may be stressful.
    • Frequently works on multiple tasks and priorities at one time.

    IV. MINIMUM QUALIFICATIONS:
    A. EDUCATION/CERTIFICATION AND LICENSURE:
    • Current Hawaii State license as Registered Nurse.
    • Associates degree in Nursing. Bachelor's degree in Nursing preferred.
    • Evidence of continuing education.
    • Current BLS/HCP certification.
    • Depending upon area of assignment, specialty certification/training may be required.

    B. EXPERIENCE:
    • Minimum three (3) years as a Registered Nurse in an acute care facility.
    • Prior supervisory/leadership experience.


    Equal Employment Opportunity

    Equal Opportunity Employer / Disability / Vet

    #queens11


  5. Post your job

    To find prep room supervisors 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 prep room supervisors they would recommend.
    • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level prep room supervisors 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 prep room supervisor job on Zippia to find and recruit prep room supervisor 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 prep room supervisors, 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.

    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 prep room supervisor

    Once you have selected a candidate for the prep room supervisor 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 prep room supervisor. 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.)
    Sign up to download full list

How much does it cost to hire a prep room supervisor?

There are different types of costs for hiring prep room supervisors. One-time cost per hire for the recruitment process. Ongoing costs include employee salary, training, onboarding, benefits, insurance, and equipment. It is essential to consider all of these costs when evaluating hiring a new prep room supervisor employee.

You can expect to pay around $32,129 per year for a prep room supervisor, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for prep room supervisors in the US typically range between $10 and $21 an hour.

Find better prep room supervisors in less time
Post a job on Zippia and hire the best from over 7 million monthly job seekers.

Hiring prep room supervisors FAQs

Search for prep room supervisor jobs

Ready to start hiring?

Browse personal care and attendants jobs