How to hire a property officer

How to hire a property officer, step by step

Here's a step-by-step property officer hiring guide:

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

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1. Identify your hiring needs

   The property officer 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

   A property officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, property officers 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.

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

   Type of Property Officer	Description	Hourly rate
   Property Officer		$12-35
   Business Internship	In a business internship, the responsibilities will vary by the directives given by the supervising staff. However, one of the primary duties as an intern is to perform support-related tasks for the department or office where they are assigned... Show more	$12-21
   Business Development Internship	A business development intern is responsible for supporting the organization's goals and objectives in providing the best services to clients and ensuring a smooth flow of operations with maximum productivity and efficiency. Business development interns observe the operational processes of the department and perform duties under the supervision of a direct manager or tenured staff... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Real Estate
   • Logistics
   • Real Property
   • Inventory Control
   • Emergency Situations
   • GSA
   • APO
   • Government Property
   • Asset Management
   • Inventory Management
   • Property Control
   • Inventory Audits
   • Computer System

   Check all skills

   Responsibilities:

   • Elevate IP awareness lead to increase in invention disclosures and improve cross-functional relationships.
   • Form valuable connections with DLA, GSA and UNICOR for disposal of government property.
   • Audit maintenance, security, leasing and occupancy standards to verify compliance with HUD regulations and requirements.
   • Abate subsidy payments when the owner fails to correct violations within specify time frames and notify HUD of abatement.
   • Supervise and oversee all tenant/Landlord development/redevelopment work/budgets within designate portfolio.
   • Supervise and oversee all tenant/Landlord development/redevelopment work/budgets within designate portfolio.

   More property officer duties

3. Make a budget

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

   • Location. For example, property officers' average salary in south carolina is 47% less than in new jersey.
   • Seniority. Entry-level property officers earn 64% less than senior-level property officers.
   • Certifications. A property officer 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 a property officer's salary.

   Average property officer salary

   $44,034yearly

   $21.17 hourly rate

   ---

   Entry-level property officer salary

   $26,000 yearly salary

   Updated December 14, 2025

   Average property officer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$62,427	$30
   2	Illinois	$42,932	$21
   3	Louisiana	$40,801	$20
   4	Wisconsin	$39,439	$19
   5	Hawaii	$38,853	$19
   6	Colorado	$36,418	$18
   7	Tennessee	$31,859	$15
   8	North Carolina	$31,548	$15

   Average property officer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Fluor Corporation	$55,413	$26.64	1
   2	Knox County Sheriff Website	$35,090	$16.87
   3	G4S	$34,907	$16.78	22
   4	G4s Secure Solutions International Inc.	$34,177	$16.43
   5	State Of South Dakota	$29,232	$14.05	17

4. Writing a property officer job description

   A property officer 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 property officer job description:

   Property officer job description example

   About this role:
   
   Wells Fargo is seeking a Lead Control Management Officer who will serve as an important member of the Front-Line Control organization and is accountable for assessing and ensuring effective management and control of associated risks with Wells Fargo's Corporate Properties Group (CPG). The position is part of the Control Team that supports the Chief Administrative Office within the Chief Operating Office.
   
   This Control Team counsels CPG leadership on management of risk, controls, and issues. This role must lead and foster a collaborative environment that ensures timely communication and strong cooperation between this front-line unit and its risk management stakeholders.
   
   In this role, you will:
   
   * Lead complex initiatives designed to mitigate current and emerging risks with broad impact
   * Act as key participant in monitoring, evaluating, and measuring the impact of decisions practiced in Control Management functional area
   * Monitor moderately complex business specific programs, and provide risk management consulting to support the business in designing and implementing risk-mitigation strategies
   * Monitor, measure, evaluate, and report on the impact of decisions and controls to the relevant business group or functional area
   * Develop and implement risk monitoring and risk reporting processes and controls
   * Collaborate with relevant business group to identify current and emerging risks associated with business activities and operations, and provide guidance in developing and implementing risk-mitigating strategies
   * Lead Control Management project or virtual teams
   
   Required Qualifications:
   
   * 5+ years of Risk Management or Control Management experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
   *
   
   Desired Qualifications:
   
   * Strong analytical ability used to identify risks and confidently raise issues and through proper statue and authority will counsel and escalate early and when necessary.
   
   * Design a control and ways to measure effectiveness.
   
   * Experience in Risk and Control Self-Assessment / RCSA
   
   * Meaningful knowledge across the enterprise risk management framework, including: risk identification, risk appetite and strategy, risk-related decisions, processes and controls, risk analytics and governance.
   
   * Strong interpersonal, influencing, and communications skills with an ability to interact effectively with stakeholders and regulators, to include virtual, matrixed leadership experience and the ability to effectively manage and build relationships within the enterprise Risk function and the business.
   
   * Ability to build strong relationships
   
   Job Expectations:
   
   * Candidates will be required to work on site in compliance with our hybrid model
   
   Locations:
   
   * Charlotte, NC; Chandler, AZ; Minneapolis, MN; West Des Moines, IA
   
   Note: Job posting may come down early due to volume of applicants
   
   We Value Diversity
   
   At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.
   
   Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit's risk appetite and all risk and compliance program requirements.
   
   Candidates applying to job openings posted in US: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
   
   Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

   Copy this example

   

5. Post your job

   To find property officers 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 property officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level property officers 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 property officer job on Zippia to find and recruit property officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with property officer 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.

   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 property officer

   Once you've selected the best property officer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new property officer. 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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