How to hire a ramp supervisor

How to hire a ramp supervisor, step by step

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

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1. Identify your hiring needs

   Before you post your ramp 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 ramp 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?

   Yes

   No

   You should also consider the ideal background you'd like them a ramp supervisor 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 ramp supervisor that fits the bill.

   Here's a comparison of ramp supervisor salaries for various roles:

   Type of Ramp Supervisor	Description	Hourly rate
   Ramp Supervisor		$11-40
   Supervisor	Supervisors are responsible for overseeing the daily functions of employees in a specific team, department, or even a work shift. They create work schedules, organize work processes and workflows, train new hires, provide necessary reports related to the team function and the employees, monitor and evaluate employee performance, and ensure that goals of the specific team or department are met... Show more	$14-44

2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • OSHA
   • Employee Training
   • Safety Regulations
   • TSA
   • USPS
   • Hazardous Materials
   • Customer Service
   • Ground Support Equipment
   • Aircraft Weight
   • FAA
   • Air Cargo
   • Aircraft Cargo
   • Bag Room

   Check all skills

   Responsibilities:

   • Lead an assign IAM union work team focuse on achieving operating goals.
   • Manage De-Icing during winter season.
   • Attain a grind security coordinator (GSC) status.
   • Manage the development of streamline cargo processes; recommend vendor and UA oversight contractual distinction.
   • Remain proficient with all security measures mandate by the TSA and FAA.
   • Train in push back tug operation as well as other heavy equipment including belt loaders and baggage tugs.

3. Make a budget

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

   • Location. For example, ramp supervisors' average salary in wyoming is 56% less than in alaska.
   • Seniority. Entry-level ramp supervisors 71% less than senior-level ramp supervisors.
   • Certifications. A ramp 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 ramp supervisor's salary.

   Average ramp supervisor salary

   $45,160yearly

   $21.71 hourly rate

   ---

   Entry-level ramp supervisor salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a ramp supervisor job description

   A good ramp supervisor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a ramp supervisor job description:

   Ramp supervisor job description example

   Summary: Directs the work of ramp agents as they unload and load luggage, freight, and cargo on and off commercial aircraft. Drive and operate small specialized commercial vehicles. Physical demands include heavy lifting, pushing, pulling, bending, and stretching.
   Essential Duties and Responsibilities:
   
   + Supervise lead agents; allocating ramp agent resources as needed.
   
   + Complete shift reports and clear all exceptions from the T&A system in a timely manner
   
   + Ensure that ramp personnel adhere to established company safety regulations.
   
   + Read and interpret aircraft weight and balance loading instructions, hazardous material identification labels, aircraft loading manifest, and baggage and cargo routing tags.
   
   + Assist in the baggage handling area.
   
   + May occasionally operate various pieces of ground support equipment.
   
   + Other duties as assigned.
   
   Required Skills:
   
   + Must be at least 18 years of age;
   
   + Must have a High school diploma, GED or equivalent work experience;
   
   + Must be able to pass all pre-employment testing including a drug test;
   
   + Must be able to speak, read, and write in English;
   
   + Valid driver's license with good driving record;
   
   + Capable of lifting comfortably 70 lbs;
   
   + At least one year of prior ramp experience required;
   
   + Must be available and flexible to work variable shifts including weekends and holidays;
   
   + Work is done indoors and outdoors. Must be comfortable working in all weather conditions
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with ramp supervisor 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.

   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 ramp supervisor

   Once you have selected a candidate for the ramp 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 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 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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