How to hire a scout

How to hire a scout, step by step

Here's a step-by-step scout hiring guide:

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

What does a scout do?

Post a scout job for free, promote it for a fee

Post free

1. Identify your hiring needs

   The scout 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?

   Yes

   No

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

   Type of Scout	Description	Hourly rate
   Scout	Coaches teach amateur or professional athletes the skills they need to succeed at their sport. Scouts look for new players and evaluate their skills and likelihood for success at the college, amateur, or professional level... Show more	$13-56
   Head Basketball Coach	Head Basketball Coaches are responsible for training and guiding athletes in achieving skills, sportsmanship, and discipline in the basketball sport. Their duties include organizing basketball programs, demonstrating individual and team development techniques, communicating team regulations and rules, and conducting basketball tryouts... Show more	$13-32
   Cheerleading Coach	A Cheerleading Coach teaches cheer and dance routines among cheerleaders, encouraging safety, discipline, and teamwork. In learning institutions, they are primarily in charge of overseeing a cheerleading team while coordinating with teachers to make sure that they keep up with their academic obligations... Show more	$12-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Combat
   • BSA
   • Student Athletes
   • Weapon Systems
   • CPR
   • Platoon
   • Communications Equipment
   • Leadership
   • GPS
   • Google Apps
   • PowerPoint
   • NCAA
   • Community Services
   • Ribbon

   Check all skills

   Responsibilities:

   • Lead in PTA efforts to recognize school staff by planning events and organize and plan monthly appreciation gifts.
   • Maintain and operate M2 and M60 machine guns, M1911 pistol, M16A1.
   • Eagle project: design and construct a custom basketball scoring station which are then donate to a local church's gym
   • Hood, TX as the training NCO.
   • Learned a verity of survival skills.
   • Mentore kindergarten through 9th graders for troop meetings.

   More scout duties

3. Make a budget

   Including a salary range in your scout job description is a great way to entice the best and brightest candidates. A scout salary can vary based on several factors:

   • Location. For example, scouts' average salary in wyoming is 67% less than in new york.
   • Seniority. Entry-level scouts earn 76% less than senior-level scouts.
   • Certifications. A scout 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 scout's salary.

   Average scout salary

   $58,288yearly

   $28.02 hourly rate

   ---

   Entry-level scout salary

   $28,000 yearly salary

   Updated January 20, 2026

   Average scout salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$89,448	$43
   2	California	$82,179	$40
   3	Massachusetts	$76,389	$37
   4	Vermont	$75,532	$36
   5	New Jersey	$73,240	$35
   6	Minnesota	$72,107	$35
   7	Virginia	$60,802	$29
   8	Texas	$60,270	$29
   9	Pennsylvania	$57,389	$28
   10	South Carolina	$56,090	$27
   11	Indiana	$55,883	$27
   12	Nebraska	$55,509	$27
   13	Colorado	$53,629	$26
   14	North Dakota	$52,025	$25
   15	North Carolina	$51,914	$25
   16	Washington	$51,635	$25
   17	Illinois	$48,034	$23
   18	Ohio	$48,012	$23
   19	Florida	$45,618	$22
   20	Tennessee	$45,316	$22

   Average scout salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Point72	$108,190	$52.01
   2	Booz Allen Hamilton	$106,653	$51.28
   3	PSEA	$79,403	$38.17
   4	DISH Network	$71,692	$34.47
   5	NETA	$62,254	$29.93
   6	Peraton	$61,186	$29.42
   7	Bryan College	$59,260	$28.49
   8	Surterra Wellness	$59,074	$28.40
   9	Skip Converse	$58,932	$28.33	1
   10	Parallel LLC	$58,931	$28.33
   11	Sports Info Solutions	$57,708	$27.74	1
   12	Jackson Family Wines	$57,325	$27.56
   13	The Walt Disney Company	$56,052	$26.95
   14	Amazon	$53,617	$25.78
   15	Yelp	$50,235	$24.15
   16	Red Bull	$47,825	$22.99	12
   17	Kendall-Jackson	$47,129	$22.66
   18	Moss	$46,521	$22.37
   19	Athens Services	$38,797	$18.65
   20	Camp Bow Wow	$34,876	$16.77

4. Writing a scout job description

   A scout 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 scout job description:

   Scout job description example

   Do you love riding e-scooters around the city? If so, we have an awesome position for you as a Skip Scout for the DC team! You will be a Skip brand ambassador to the community and coordinate with the dispatcher to perform tasks around the city. You will have the opportunity to develop valuable operating skills in a fast-paced, collaborative, and mission-driven company. This is a full time position.
   
   Skip's mission is to energize cities by making mobility accessible to everyone. We believe this requires designing every aspect of a micro-mobility network from the ground up. This includes custom vehicle hardware, the software-defined fleet management system, and ground operations for safety and recharging. Our success will make it easier for everyone to work, play, and connect in their communities.
   
   WHAT YOU'LL DO:Use an e-scooter to deploy, pickup, and reposition scooters throughout the DC area Be a brand ambassador and positively share Skip with the community Engage with prospective riders in high traffic areas around the city Monitor streets to advise riders of proper scooter usage and traffic laws Coordinate with the Dispatcher to recover high-value scooters that need urgent pickup Carry out and improve fleet coordination and scooter pickup processes Execute on management direction and ask for feedback on performance goals This is a Full Time Position
   
   WHAT YOU SHOULD HAVE:Experience and comfort using electric scooter in an urban environment An enthusiasm for scooters and alternative transportationA strong sense of DC geography or the ability to learn Ability to work independently with minimal supervision and make prioritization decisions on the fly Ability to lift up to 50 pounds; stoop, bend, walk, and stand for long periods of time Enjoy spending time outside and riding scooters Strong verbal and communication skills Position does not require a driver's license
   Why Join Skip?
   
   Designing from the ground up is important for supply chain and fleet management, especially when it comes to reliability, safety, business management, and a great rider experience. Our leadership team has the most experience in designing light electric vehicles from the ground up. Our founders previously were co-founders at Boosted, where they designed and built the first reliable micromobility vehicle and presented their work at TED.
   
   We know our customers aren't just our riders, but also the public and city governments. We helped create the first scooter sharing permit in the US, were the first to share data on scooter usage with cities, and have been at the front of transparent operation around fleet management and vehicle safety. The result is deeper collaboration with cities, fewer complaints from the public, and a better experience for our riders.
   
   We are backed by some of the world's best investors, including Accel, Menlo, Y Combinator, Initialized, A Capital, and Paul Graham.
   
   Skip is an equal employment opportunity employer. We are dedicated to providing an inclusive, open, and diverse work environment.

   Copy this example

   

5. Post your job

   To find the right scout for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with scouts they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit scouts who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your scout job on Zippia to find and recruit scout candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with scout 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.

   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 scout

   Once you have selected a candidate for the scout 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.

   To prepare for the new scout 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.)

   Sign up to download full list

   Sign up

How much does it cost to hire a scout?