How to hire a rail operations controller

How to hire a rail operations controller, step by step

Here's a step-by-step rail operations controller hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a rail operations controller, 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

   A rail operations controller's background is also an important factor in determining whether they'll be a good fit for the position. For example, rail operations controllers 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 rail operations controllers and their corresponding salaries.

   Type of Rail Operations Controller	Description	Hourly rate
   Rail Operations Controller		$11-25
   Security Dispatcher	Security Dispatcher are responsible for maintaining records, monitoring staff and equipment location, handling communications with various areas, and information personnel about traffic issues. They must be excellent in communication, decision making, listening, ability to multitask, speech clarity, accuracy, time management, and computer operation... Show more	$12-19
   Truck Dispatcher	A truck dispatcher is tasked with scheduling deliveries, passenger transport, or shipments that are conducted by truck; they work hand in hand with truck drivers. They maintain communication with customers record shipment details, ensure pick-up times, and discuss any other issues... Show more	$11-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Direct Supervision
   • Customer Service

   Responsibilities:

   • Manage SharePoint database and spreadsheet for coverage opinion bills.
   • Reconcile and analyze a multitude of reports in updating revenue-reporting process within Salesforce in order to implement an accurate billing process.
   • Help support project development by creating documents, spreadsheets, PowerPoint presentations, and informational packets about Wisconsin educational opportunities.

3. Make a budget

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

   • Location. For example, rail operations controllers' average salary in tennessee is 41% less than in connecticut.
   • Seniority. Entry-level rail operations controllers 56% less than senior-level rail operations controllers.
   • Certifications. A rail operations controller 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 rail operations controller's salary.

   Average rail operations controller salary

   $16.78hourly

   $34,907 yearly

   ---

   Entry-level rail operations controller salary

   $23,000 yearly salary

   Updated December 18, 2025

4. Writing a rail operations controller job description

   A rail operations controller 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 rail operations controller job description:

   Rail operations controller job description example

   Rail Fleet Control and Compliance Manager manages all fleet administration efforts in service area and ensures all rail cars are always operating safely and effectively in accordance with all relevant industry standards. This position also oversees day to day operations of field repair locations, with responsibility for car cleaning, repairs, and shop management in alignment in accordance with corporate health, safety and environmental programs. Develops and maintains a high level of technical skills. Develops strong and ongoing relationships, and works to obtain a competitive position in the industry. Communications with other Managers as a team to ensure quality service is another key area for this position. The successful candidate is expected to be a self-starter and multitasker who works well under pressure, and follows through on tasks. We are looking for a strong team member who leads by example and keeps the team informed of changes.
   **KEY DUTIES AND RESPONSIBILITIES**
   
   + Add 5-8 key duties and responsibilities here (Must begin with a verb. Should be tasks that encompass 80% of the work and listed in order of importance)
   
   + Responsible for fleet administration and compliance including budgeting, fleet maintenance metrics, team performance metrics and continuous improvement targets
   
   + Manager of remote repair facilities, including budgeting, plan to execution, life cycle management, facility lease, inventory, and capacity coordination
   
   + Responsible for talent management and staffing, including KPIs
   
   + Responsible for railcar issue escalation, tracking and mitigation, warranty and repair issues from manufacturing, asset allocation, purchasing, and design
   
   + Design and management of predictive and preventative maintenance programs for private railcar fleet
   
   **ADDITIONAL DUTIES AND RESPONSIBILITIES**
   
   + Specialist in industry engagement including AAR relationship, supplier relationships, and trade shows
   
   + P&L management and annual budget responsibilities
   
   + Product and process innovation and support
   
   **MINIMUM REQUIREMENTS (KNOWLEDGE, SKILLS, ABILITIES)**
   
   + Bachelor's degree in relevant field of study or equivalent work experience; degree strongly preferred
   
   + Minimum of 7 yrs. exp in the management or oversight of fleet maintenance, warranty, and repair programs
   
   + Minimum of 5 years' experience in managing remote/field repair locations
   
   + Demonstrated experience in the following: Design, implementation and ongoing management of fleet maintenance programs or directly applicable experience
   
   + Lean / Six Sigma experience required
   
   + Proven project management experience
   
   + Strong proficiency in MS Office applications
   
   + Strong analytical skills
   
   + Strategic mindset is critical (business case development; kaizen/continuous improvement program management; development of strategic priorities)
   
   + Excellent written and verbal communication abilities
   
   + Ability to driven and improve employee engagement
   
   + Must be able to manage ambiguity and be self-directed
   
   + 35% travel; U.S. and Mexico
   
   + Selected candidate must have a high degree of intellectual agility and be self-directed in their learning
   
   \#LLPR
   
   Why Lineage?
   
   This is an excellent position to begin your career path within Lineage! Success in this role enables greater responsibilities and promotions! A career at Lineage starts with learning about our business and how each team member plays a part each and every day to satisfy our customers' requirements. Beyond that, you'll help us grow and learn on our journey to be the very best employer in our industry. We'll ask you for your opinion and ensure we do our part to keep you developing and engaged as we grow our business. Working at Lineage is energizing and enjoyable. We value respect and care about our team members.
   
   Lineage is an Equal Employment Opportunity Employer and is committed to compliance with all federal, state, and local laws that prohibit workplace discrimination and unlawful harassment and retaliation. Lineage will not discriminate against any applicant on the basis of race, color, age, national origin, religion, physical or mental disability or any other protected status under federal, state and local law.
   
   Benefits
   
   Lineage provides safe, stable, reliable work environments, competitive pay, excellent Health and Dental benefits, 401K, and Paid Time Off and Sick Days

   Copy this example

   

5. Post your job

   There are a few common ways to find rail operations controllers 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 rail operations controller job on Zippia to find and recruit rail operations controller 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 rail operations controllers, 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 rail operations controller

   Once you have selected a candidate for the rail operations controller 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new rail operations controller first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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