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How to hire a quarter supervisor

Quarter supervisor hiring summary. Here are some key points about hiring quarter supervisors in the United States:

  • In the United States, the median cost per hire a quarter 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 quarter supervisor to become settled and show total productivity levels at work.

How to hire a quarter supervisor, step by step

To hire a quarter supervisor, consider the skills and experience you are looking for in a candidate, allocate a budget for the position, and post and promote the job opening to reach potential candidates. Follow these steps to hire a quarter supervisor:

Here's a step-by-step quarter 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 quarter supervisor job description
  • Step 5: Post your job
  • Step 6: Interview candidates
  • Step 7: Send a job offer and onboard your new quarter supervisor
  • Step 8: Go through the hiring process checklist
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  1. Identify your hiring needs

    The quarter supervisor 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?

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

    Type of Quarter SupervisorDescriptionHourly rate
    Quarter Supervisor$25-58
    Field Operations SupervisorField operations supervisors are professionals who supervise staff members to ensure that an organization is running smoothly and effectively to produce increased sales and profits. These supervisors are required to develop operational policies and procedures to increase business growth while implementing best practices to improve operational efficiency... Show more$21-34
    Shift Production SupervisorA shift production supervisor is in charge of overseeing business operations, ensuring efficiency and smooth workflow. Their responsibilities revolve around devising strategies to reach production standards and production targets, supervising and assessing staff performance, delegating tasks, managing schedules, and prioritizing customer satisfaction... Show more$10-25
  2. Create an ideal candidate profile

    Common skills:
    • Payroll
    • Quality Standards
    Responsibilities:
    • Manage and organize incoming records and publications for use on SharePoint.
    • Approve and submit daily e-payroll, daily payroll and expense reports.
    • Review and verify payroll to ensure the accuracy and proper payment.
    • Direct an extensive knowledge management system for combat operations submitting all administrative actions and ensuring all tasks are completed on time.
    • Prepare facility for routine AALAC and IACUC inspections and ensure compliance at all times.
    • Inspect equipment for preventative maintenance and troubleshoot equipment for emergency repairs.
  3. Make a budget

    Including a salary range in your quarter supervisor job description is a great way to entice the best and brightest candidates. A quarter supervisor salary can vary based on several factors:
    • Location. For example, quarter supervisors' average salary in hawaii is 40% less than in wyoming.
    • Seniority. Entry-level quarter supervisors earn 56% less than senior-level quarter supervisors.
    • Certifications. A quarter supervisor 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 quarter supervisor's salary.

    Average quarter supervisor salary

    $81,753yearly

    $39.30 hourly rate

    Entry-level quarter supervisor salary
    $54,000 yearly salary
    Updated December 31, 2025
  4. Writing a quarter supervisor job description

    A job description for a quarter 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 quarter supervisor job description:

    Quarter supervisor job description example

    • A licensed dispensing optician in states that require a license (or an ABO-certified optician in non-licensing states) with 2+ years of experience, including supervisor responsibilities
    • Passionate about the eyewear and retail industries
    • A clear, effective, and professional communicator-you can break down technical terms for customers to easily understand
    • Dedicated to going above-and-beyond to make customers (and your teammates!) happy
    • An energetic, positive team player who's able to adapt in a fast-paced, ever-changing work environment
    • Not on the Office of Inspector General's List of Excluded Individuals/Entities (LEIE)

    Some benefits of working at Warby Parker for Full-Time Employees:

    • Health, vision, and dental insurance
    • Life and AD&D Insurance
    • Flexible vacation policy
    • Paid Holidays
    • Retirement savings plan with a company match
    • Parental leave (non-birthing parents included)
    • Short-term disability
    • Employee Assistance Program (EAP)
    • Bereavement Support
    • Optical Education Reimbursement
    • Free eyewear
    • And more (just ask!)

    About Us:

    Warby Parker was founded with a mission: to inspire and impact the world with vision, purpose, and style.

    We're constantly asking ourselves how we can do more and make a greater impact-and that starts by reimagining everything that a company and industry can be. We want to demonstrate that a business can scale, be profitable, and do good in the world-without charging a premium for it. And we've learned that it takes creativity, empathy, and innovation to achieve that goal.

    Since the day we launched in 2010, we've pioneered ideas, designed products, and developed technologies that help people see. We offer everything our customers need for happier eyes at a price that leaves them with money in their pockets, from designer-quality glasses and contacts to eye exams and vision tests.

    Ultimately, we believe in vision for all, which is why for every pair of glasses or sunglasses we sell, a pair of glasses is distributed to someone in need through our Buy a Pair, Give a Pair program. Over eight million pairs of glasses have been distributed in over 50 countries; that means eight million people now have the glasses they need to learn, work, and achieve better economic outcomes.

    At Warby Parker, you can look forward to company outings and events, volunteering and learning opportunities, and just great company filled with curious, kind folks. Dreaming up and sharing ideas aren't responsibilities reserved for certain teams or leaders; the challenge (a really fun one) of innovation is on all of our shoulders. Teammates can also connect around common interests, backgrounds, and identities, no matter their home base, through our various employee resource groups. (We're happy to say that the Human Rights Campaign has named us a Best Place to Work for LGBTQ+ employees!) That sense of community and belonging keeps us excited to walk through the door every day, wherever that door may be.

    We're driven to continue building a workplace, based on inclusive behaviors and equitable systems, where all employees can bring their authentic selves, feel engaged, and share their perspectives as a valued member of Team Warby. Transparency is what we're all about, and our annual Impact Report and Racial Equity Strategy lay out how we're sticking to these values.

  5. Post your job

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

    Once you've selected the best quarter supervisor 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 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 quarter supervisor?

Recruiting quarter supervisors involves both the one-time costs of hiring and the ongoing costs of adding a new employee to your team. Your spending during the hiring process will mostly be on things like promoting the job on job boards, reviewing and interviewing candidates, and onboarding the new hire. Ongoing costs will obviously involve the employee's salary, but also may include things like benefits.

The median annual salary for quarter supervisors is $81,753 in the US. However, the cost of quarter supervisor hiring can vary a lot depending on location. Additionally, hiring a quarter supervisor for contract work or on a per-project basis typically costs between $25 and $58 an hour.

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