How to hire a support supervisor

How to hire a support supervisor, step by step

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

What does a support supervisor do?

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1. Identify your hiring needs

   Before you post your support 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 support 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

   Hiring the perfect support supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of support supervisors.

   Type of Support Supervisor	Description	Hourly rate
   Support Supervisor		$14-33
   Supervisor, Patient Access	A patient access supervisor is a professional who is responsible for supervising a health facility's patient registration, inpatient and outpatient, the financial counseling division, central scheduling, and the PBX department. Patient access supervisors must ensure that high-quality service for patients is achieved as well as the accuracy of information... Show more	$14-32
   Team Leader/Supervisor	A team leader or supervisor is a professional who leads and supervises a workgroup's functionality through instructions and guidance in an organization. Team leaders provide support to staff members by way of coaching and skills development... Show more	$15-37

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Excellent Interpersonal
   • Customer Service
   • Training Materials
   • Patients
   • Performance Evaluations
   • Direct Supervision
   • Quality Standards
   • Direct Support
   • Social Work
   • Autism
   • Customer Satisfaction
   • Payroll
   • Windows
   • Technical Support

   Check all skills

   Responsibilities:

   • Lead the planning and implementation of APPLIX, a call tracking software product on SQL.
   • Manage and maintain various departmental desktops, procedures, tip sheets, reports and inventories using SharePoint.
   • Manage budget allocation, reimbursement, and payroll deductions
   • Lead comprehensive training for each new volunteer or court-mandate worker regarding OSHA regulations and warehouse procedure.
   • Work with ICD-9 and CPT code.
   • Develop and maintain local ISO standards compliance document.

   More support supervisor duties

3. Make a budget

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

   • Location. For example, support supervisors' average salary in kentucky is 44% less than in california.
   • Seniority. Entry-level support supervisors earn 55% less than senior-level support supervisors.
   • Certifications. A support supervisor 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 support supervisor's salary.

   Average support supervisor salary

   $47,047yearly

   $22.62 hourly rate

   ---

   Entry-level support supervisor salary

   $31,000 yearly salary

   Updated January 20, 2026

   Average support supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$63,995	$31
   2	Alaska	$57,872	$28
   3	Washington	$57,427	$28
   4	New York	$57,298	$28
   5	Virginia	$54,433	$26
   6	Oregon	$54,005	$26
   7	Arizona	$53,975	$26
   8	Texas	$53,934	$26
   9	Massachusetts	$53,665	$26
   10	Pennsylvania	$53,498	$26
   11	Colorado	$52,724	$25
   12	Illinois	$48,539	$23
   13	Florida	$47,815	$23
   14	Missouri	$46,167	$22
   15	Iowa	$45,865	$22
   16	Minnesota	$45,775	$22
   17	Connecticut	$45,434	$22
   18	Indiana	$44,602	$21
   19	Maryland	$43,626	$21
   20	Utah	$42,985	$21

   Average support supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Cisco	$90,202	$43.37	8
   2	Tucson Electric Power	$69,013	$33.18	1
   3	Tallahassee Memorial HealthCare	$61,711	$29.67	1
   4	Rady Children's Hospital And Health Center	$59,306	$28.51	11
   5	Edmonds Community College, Lynnwood	$58,521	$28.14	5
   6	Universal Technical Institute	$57,584	$27.68	8
   7	City of Philadelphia	$56,766	$27.29	1
   8	Marathon Petroleum	$56,036	$26.94	1
   9	Modular Mining	$55,813	$26.83
   10	Takeda Pharmaceuticals U.S.A., Inc.	$55,202	$26.54	32
   11	Rite-Hite	$54,576	$26.24
   12	Ramsey County	$53,593	$25.77
   13	HHMI	$52,954	$25.46
   14	Northwell Health	$52,685	$25.33	42
   15	Kelsey-Seybold Clinic	$52,636	$25.31	1
   16	IEEE Foundation	$52,625	$25.30
   17	Niagara Bottling	$52,616	$25.30	2
   18	United States Courts	$52,605	$25.29	7
   19	MiMedx	$52,474	$25.23
   20	ConnectiveRx	$51,159	$24.60	2

4. Writing a support supervisor job description

   A job description for a support 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 support supervisor job description:

   Support supervisor job description example

   Responsible for coordinating and following up on programs and services necessary to fulfill the goals and objectives identified in the Person-Centered Service Plan (PCSP)/Individual Education Plan (IEP). Responsible for the follow-up through direct observation to ensure program plans and program management procedures are followed and implemented as required. Direct participation in PCSP and/or IEP. Responsible for the supervision of residential employees and overseeing operations of the residential programs. Responsible for a variety of tasks, to ensure the safety and welfare of members in compliance with the Arizona Department of Economic Security - Division of Developmental Disabilities (DES-DDD) and the Arizona Department of Health Services (DHS) Licensure. Provide all aspects of supervision through verbal and written administrative guidance to employees.
   
   Advocate for members to ensure their best interests are foremost in all decisions and actions directly affecting their lives.
   
   Serve as primary contact to members, parents/guardians, employees, and other agencies to provide information and support to ensure the members' needs are adequately met.
   
   Assist with intake procedures to involve the collection of medical and psychological records, consent and release of information, and any other financial/legal documentation required to permit the member to enter AZTEC program(s).
   
   Assist in initial planning to involve assessment of current skills and placement in the most appropriate program area(s).
   
   Orientate members to facilities, facilitate the development of PCSP/IEP, collect and dispense information, facilitate family/guardian contact, and coordinate all correspondence/requests to/with DES-DDD.
   Schedule, coordinate, facilitate, and obtain a copy of the document for all PCSP/IEP meetings. Ensure all assigned components of the Annual PCSP/IEP are completed for the member's team presentation. Complete Consumer Satisfaction/Quality of Life Survey form(s). Follow along and advocate for member services within the program(s) and for those who have matriculated through AZTEC. Maintain and update complete, accurate, and current information in Confidential Files in accordance with DES-DDD Licensure and AZTEC Administrative Policies. Advocate for all members to ensure needed medical services/appointments are obtained in a timely manner and confirmed in advance. Serve as primary supervisory contact for residential employees. Additional duties as required or assigned PM22
   Bachelors degree from an accredited college or university with a major in rehabilitation counseling, psychology, or guidance and counseling. Minimal education requirement - High school diploma. Three years of experience related to training programs for members with developmental disabilities are preferred. Such experience may be in conjunction with or beyond academic training. Thorough knowledge of training program concepts and fundamentals of developmental disabilities. General knowledge of community resources, assessment instruments and their administration, and report writing procedures. Ability to make decisions in the best interests of the members. Ability to relate effectively to members and their needs. Ability to collect data, prepare clear, concise written reports, and maintain records. Confidentiality. Ability to relate effectively to community and agency represen tatives, parents, etc. Organizational ability and supervisory abilities. Ability to drive AZTEC vehicles. Ability to read, write and speak English. Computer skills in Word, Excel, and Outlook. Type 25 wpm or better. Must be able to lift twenty-five (25) pounds without assistance. This position may require lifting/moving fifty (50) pounds several times a day on a daily basis. Must be able to physically perform CPR and other First Aid skills. Must be able to physically implement Prevention & Support Techniques. Must be physically able to stoop, bend, twist, reach, stretch, and be on one's feet for extended periods. Must be able to drive AZTEC vehicles in a safe and careful manner, following all Arizona Department of Transportation laws, as well as applicable AZTEC Administrative Policies. Must maintain an Arizona Class D driver's license and satisfactory driving record. Notifies the Human Resources Department of any infractions/suspensions affecting driver's license. (Loss of ability to be an authorized AZTEC driver will affect eligibility for position and may result in a re-assignment or demotion.) Must work a flexible work week. This may include before and after core hours, workdays, weekends, and coverage for co-workers on leave. The above statements describe the general nature and level of work being performed; they are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. The Chief Executive Officer and/or his designee may waive variant position qualifications in case of exigency. If you are disabled and would like to request a modification/adjustment to job duties or the work environment, contact the AZTEC Human Resources Manager. All employees are considered employees of the AZTEC total system, not assigned to a specific assigned work location or to a specific shift, supervisor, etc. Please refer to AZTEC Employee Handbook regarding re-assignments.
   
   PI194251408

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5. Post your job

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

   Post your job online:

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

6. Interview candidates

   To successfully recruit support supervisors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 support supervisor

   Once you've found the support supervisor 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.

   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.

   After that, you can create an onboarding schedule for a new support supervisor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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