How to hire a respiratory supervisor

How to hire a respiratory supervisor, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the respiratory supervisor you need to hire. Certain respiratory supervisor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

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

   Type of Respiratory Supervisor	Description	Hourly rate
   Respiratory Supervisor	Respiratory therapists care for patients who have trouble breathing—for example, from a chronic respiratory disease, such as asthma or emphysema. Their patients range from premature infants with undeveloped lungs to elderly patients who have diseased lungs... Show more	$14-57
   Staff Therapist	A staff therapist is someone who assists in the treatment of patients using electrical stimulation, exercise, and other means of electrotherapy to regain their bodily functions. The core skills that a staff therapist should possess to accomplish their responsibilities include a keen eye for details and excellent mathematical and problem-solving skills... Show more	$16-37
   Respiratory Care Practitioner	A Respiratory Care Practitioner assesses and treats patients with pulmonary diseases. They diagnose lung and breathing disorders and recommend treatment methods.	$14-47

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • BLS
   • Acls
   • Acute Care
   • NRP
   • CPR
   • Advanced Life Support
   • Ventilation
   • Respiratory Care
   • NICU
   • Resuscitation
   • Departmental Policies
   • Direct Patient Care
   • Performance Evaluations

   Check all skills

   Responsibilities:

   • Manage a staff of 6 therapists , 2.5 FTE's and 3 PRN.
   • Manage DME and respiratory activities for the company.
   • Provide emergency care such as manual ventilation, intubation, and CPR.
   • Assist with neonatal resuscitation and intubation.
   • Assist physicians with emergency care such as cardiopulmonary resuscitation and intubation.
   • Oversee all legalities of ABG lab.

3. Make a budget

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

   • Location. For example, respiratory supervisors' average salary in arkansas is 56% less than in new york.
   • Seniority. Entry-level respiratory supervisors 75% less than senior-level respiratory supervisors.
   • Certifications. A respiratory 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 respiratory supervisor's salary.

   Average respiratory supervisor salary

   $60,604yearly

   $29.14 hourly rate

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   Entry-level respiratory supervisor salary

   $30,000 yearly salary

   Updated December 16, 2025

4. Writing a respiratory supervisor job description

   A job description for a respiratory 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 respiratory supervisor job description:

   Respiratory supervisor job description example

   Children's Hospital of New Orleans is a leader in Pediatric care throughout the Southeast region. We are seeking a dynamic Respiratory Supervisor. The mission of making care available to all children has allowed Children's to grow as an organization. Children's Hospital is a not-for-profit medical center offering the most advanced pediatric care for children from birth to 21 years. With over 40 pediatric specialties and more than 400 physicians, it is the only full-service hospital exclusively for children in Louisiana and the Gulf South. We invite you to experience the magic of Children's Hospital.
   
   POSITION SUMMARY: Manages the Respiratory Care Staff and ensures therapists provide respiratory care to neonates, infants, toddlers, school age children, adolescents, young adults and adults as ordered by physicians, according to established standards and practices.
   
   JOB SPECIFICATIONS: Education: Minimum Required: A graduate of an accredited School of Respiratory Therapy. Preferred: Bachelor's degree preferred
   
   Experience: Minimum Required: A minimum of 3 years experience in Respiratory Therapy. Supervisory experience or demonstrated performance of managerial responsibilities. Preferred: Perinatal/Pediatric experience preferred.
   
   License/Certification: Minimum Required: Licensed in Respiratory Therapy in the State of Louisiana. BLS Healthcare Provider Certification from the American Heart Association. PALS obtained within orientation period. Credentialed by the NBRC. Preferred: Neonatal/Pediatric Specialist (NPS). NRP certification.
   
   Special Skills/Training: Minimum Required: Ability to provide proper therapy to neonates, infants, toddlers, school age children, adolescents, young adults, and adults. Good communication skills required. Must be able to understand computer technology use, equipment and integration. Must be able to understand methods used to critically analyze data for the purpose of departmental performance improvement.
   As a member of our team, you will not only experience personal reward, you will also find tangible benefits for you and your family. For more information please go to www.chnola.org . Children's Hospital is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, or status as a qualified individual with disability.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right respiratory supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   To find respiratory supervisor candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post your job on free job posting websites.

6. Interview candidates

   Recruiting respiratory supervisors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 respiratory supervisor

   Once you have selected a candidate for the respiratory 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new respiratory supervisor. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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