How to hire a roofing superintendent

How to hire a roofing superintendent, step by step

Here's a step-by-step roofing superintendent hiring guide:

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

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1. Identify your hiring needs

   Before you post your roofing superintendent 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 roofing superintendent 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

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

   Type of Roofing Superintendent	Description	Hourly rate
   Roofing Superintendent		$25-57
   Crew Foreman	A crew foreman coordinates the daily activities in a construction site to ensure that operations adhere to deadlines, budgets, and quality standards. They serve as the point of contact for supervisors, clients, and construction workers... Show more	$19-30
   Crew Leader	Crew leaders are restaurant workers who act as the team leader of the restaurant's crew. They are usually tenured employees with leadership skills who are respected by the team... Show more	$12-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Roofing
   • Construction Sites
   • Material Usage
   • General Contractors

   Responsibilities:

   • Manage off-site inventory and logistics locations, including negotiating payment terms and long-term lease agreements.
   • Participate in all phases and types of commercial roofing.
   • Mitigate discrepancies in requirements and contractual agreements directly with customer, contract engineering firms, inspectors and certifying agencies.
   • Include supervision and oversight of all workers onsite

3. Make a budget

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

   • Location. For example, roofing superintendents' average salary in mississippi is 48% less than in new york.
   • Seniority. Entry-level roofing superintendents 55% less than senior-level roofing superintendents.
   • Certifications. A roofing superintendent 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 roofing superintendent's salary.

   Average roofing superintendent salary

   $81,079yearly

   $38.98 hourly rate

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   Entry-level roofing superintendent salary

   $54,000 yearly salary

   Updated December 17, 2025

4. Writing a roofing superintendent job description

   A good roofing superintendent 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 roofing superintendent job description:

   Roofing superintendent job description example

   Flynn Group of Companies is the leading trade contractor in North America that works on virtually every aspect of a building's outer layer, including roofing, glazing, waterproofing, and architectural metals. The foundation of our award winning success is having the right people on our team. Thanks to the contributions of the most talented team in the market and a collaborative, supportive culture, Flynn has steadily grown since 1978, and continues to do so.
   
   Flynn Group of Companies is an equal opportunity employer - minorities/women/disabled/protected veterans are encouraged to apply.
   
   All employees hired must pass a pre-employment drug test, have a valid driver's license and/or reliable means of transportation, and proof of legal ability to work in the U.S.
   
   Applicants are not required to disclose criminal convictions prior to receiving a conditional offer of employment. However, as a government contractor working on schools, military bases, and other secure jobsite, employees may undergo a criminal background check as a condition of employment. Flynn will consider the following when evaluating applicants with criminal records: (1) The nature and gravity of any criminal offense or conduct; (2) the duration between the criminal conduct and the employment application; and (3) the nature of the duties and essential functions of the position sought.
   At Flynn, it's not just a job, it's a career
   Superintendent - Commercial Roofing Phoenix, AZ Flynn Group of Companies $80k+
   As Flynn employees, we are surrounded by the most talented team in the market. Every day is a new opportunity to play an active role in the overall success of our business. Through our collaborative and supportive culture, we are fueled to grow without limits and are praised for our talent and contribution to the team. With over 5000 employees, Flynn is the largest Building Envelope Contractor in North America! We have a opportunity for a Commercial Roofing Superintendent in our Phoenix, AZ Branch
   
   A Day in the Life Supervise all on-site construction activities of assigned project from start to finish. Able to read and understand building plans/blue prints and specifications, including digital plans. Daily inventory of materials. Direct on-site safety program. Efficient completion of all punch lists, prepare punch list/inspection response report for manufacturer or roofing consultant. Ability to manage crews in a positive and influential environment. Ensure all roofing work performed is of highest quality, according to manufacturer standards. Attend Pre-Construction meetings and job-site meetings with General Contractors and Owners. Coordination of Change Orders. Manage and maintain construction schedule to ensure project completed on time and under budget. Attend manufacturer and roofing consultant inspections. Coordinate project issues and problems as they arise with Project Management team. Coordinate all subcontractors and vendors including deliveries, waste management, and equipment rentals. New project mobilization. What you bring Ability to read and understand blueprints and specifications. Ability to multi-task, run several crews and projects at a time. Previous Superintendent Experience. 5+ years preferred Must have Knowledge and experience of Hot asphalt-Built-Up and modified roof systems, Metal Roofing, and sheet metal flashing, and installation requirements Must be able to interface with Owners, Subcontractors, General Contractors, and Company Management. Basic computer and word processing skills. Quality communication skills. Valid driver's license. Necessary documentation and authorization to work 5 years of Foreman or Superintendent experience in commercial roofing Experience managing roofing field workers Commercial Roofing experience and knowledge of most common BUILT UP COMMERCIAL roofing systems and products Familiarity and ability to use computer/mobile based project reporting software Demonstrated ability to communicate effectively internally and externally at all levels Good Communication Skills What we offer Competitive salary Performance based bonus program Health benefits 401k w/company match Paid time off and paid holidays Vehicle allowance and gas card On-going career development courses and programs INDUSRO

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5. Post your job

   There are various strategies that you can use to find the right roofing superintendent 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.

   Post your job online:

   • Post your roofing superintendent job on Zippia to find and recruit roofing superintendent candidates who meet your exact specifications.
   • Use field-specific websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   Recruiting roofing superintendents 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.

   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 roofing superintendent

   Once you've selected the best roofing superintendent 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 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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