How to hire a skipper

How to hire a skipper, step by step

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

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

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1. Identify your hiring needs

   First, determine the employments status of the skipper you need to hire. Certain skipper 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 skipper's background is also an important factor in determining whether they'll be a good fit for the position. For example, skippers 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.

   Here's a comparison of skipper salaries for various roles:

   Type of Skipper	Description	Hourly rate
   Skipper	Water transportation workers operate and maintain vessels that take cargo and people over water. The vessels travel to and from foreign ports across the ocean and to domestic ports along the coasts, across the Great Lakes, and along the country’s many inland waterways.	$10-75
   Route Sales Representative	A route sales representative is responsible for offering goods and services to customers in a designated area. Route sales representatives work closely with the marketing team to develop effective sales strategies, create sales pitches, and release promotional offers to generate sales, increase revenues, and build the organization's profitability... Show more	$17-25
   Mate	A Mate is the seafaring captain's assistant in charge of the ship's welfare and crew on board. The Chief Mate is responsible for leading the team... Show more	$10-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • DOT
   • Open Routes
   • Boats

   Responsibilities:

   • Manage equipment for NCAA intercollegiate rowing teams.
   • Provide directions to terminal and general information about AMHS.
   • Work closely with management regarding supplies and current progress.
   • Help passengers make/cancel reservations on the ferry system, whether they call in or walk into the terminal.
   • Job responsibilities also include emergency first aid and attendance at seminars in river safety, risk management, and safe driving.
   • Monitor operations to consistently meet BP requirements.

3. Make a budget

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

   • Location. For example, skippers' average salary in idaho is 57% less than in district of columbia.
   • Seniority. Entry-level skippers earn 86% less than senior-level skippers.
   • Certifications. A skipper 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 skipper's salary.

   Average skipper salary

   $60,133yearly

   $28.91 hourly rate

   ---

   Entry-level skipper salary

   $22,000 yearly salary

   Updated December 18, 2025

4. Writing a skipper job description

   A good skipper 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 skipper job description:

   Skipper job description example

   Cintas is seeking a Route Skipper to cover open routes during vacation and holiday schedules. Route Skippers perform all of the same functions of a Route Service Sales Representative, but they do not have a set customer base. Responsibilities include providing excellent route service through the pick-up, cleaning, maintenance and delivery of uniform and facility services products to business customers; filling in for absent RSSRs; and increasing catalog sales through adding on products from the Cintas catalog line.
   Skills/Qualifications
   
   Required
   
   Qualified candidates must meet all requirements outlined by the Department of Transportation (DOT) for driving a regulated vehicle weighing more than 10,000 lbs. In order to comply with DOT requirements, qualified candidates must, prior to their first day of employment:
   
   * Have an active driver's license
   
   * Be at least 21 years of age
   
   * Obtain a DOT medical certification
   
   * Provide documentation regarding their previous employment
   
   All successful candidates will also possess:
   
   * The ability to meet the physical requirements of the position
   
   * A High School diploma, GED or Military Service
   
   * The ability to demonstrate a strong customer service orientation
   
   * Self-motivation and the drive to work in an environment that relies on teamwork to meet goals
   
   * A positive attitude, along with ambition, organization and service spirit
   
   This is a rewarding opportunity! To support our aggressive growth plans, we offer unique opportunities, including advancement, ongoing training, mentoring and the opportunity to develop world class business skills.
   
   Our employee-partners enjoy:
   
   * Competitive Pay
   
   * 401(k)/Profit Sharing/ESOP
   
   * Medical, Dental and Vision Insurance Package
   
   * Disability and Life Insurance Package
   
   * Paid Time Off and Holidays
   
   * Career Advancement Opportunities
   
   Headquartered in Cincinnati, Cintas is a publicly held company traded over the Nasdaq Global Select Market under the symbol CTAS and is a component of both the Standard & Poor's 500 Index and Nasdaq-100 Index.
   
   Cintas Corporation helps more than 900,000 businesses of all types and sizes get READY™ to open their doors with confidence every day by providing a wide range of products and services that enhance our customers' image and help keep their facilities and employees clean, safe and looking their best. With products and services including uniforms, mats, mops, restroom supplies, first aid and safety products, fire extinguishers and testing, and safety and compliance training, Cintas helps customers get Ready for the Workday .
   
   To support our growth across North America, we're seeking driven professionals with ambition to move up within our company. Our professional culture, our dedication to our employee-partners and limitless career opportunities-these are just a few benefits we're proud to offer. Our employee-partners know every job is critical, and that teamwork drives innovation. Let's talk about how you'll fit into our team and how your hard work will be recognized through competitive pay, world-class benefits and ongoing career development. Are you Ready™ for limitless opportunities at Cintas?
   
   Cintas Corporation is an EEO/Affirmative Action Employer and will make all employment-related decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
   
   *Job Category:* SSR
   
   *Organization:* Rental
   
   *Employee Status:* Regular
   
   *Schedule:* Full Time
   
   *Shift:* 1st Shift

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right skipper 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 skipper job on Zippia to find and recruit skipper candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting skippers 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 skipper

   Once you've found the skipper candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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 skipper. 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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