How to hire a surveillance supervisor

How to hire a surveillance supervisor, step by step

Here's a step-by-step surveillance 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 surveillance supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new surveillance 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 surveillance supervisor you need to hire. Certain surveillance 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

   You should also consider the ideal background you'd like them a surveillance supervisor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a surveillance supervisor that fits the bill.

   This list presents surveillance supervisor salaries for various positions.

   Type of Surveillance Supervisor	Description	Hourly rate
   Surveillance Supervisor		$17-64
   Asset Protection Lead	An asset protection lead specializes in executing loss prevention measures and programs, ensuring the safety and security of business establishments and clients. Their responsibilities revolve around devising strategies to prevent fraud and theft, monitoring surveillance cameras, patrolling areas, keeping an eye on any suspicious behavior or activities, and responding to distress or crisis... Show more	$21-63
   Asset Protection Manager	In a company setting, an asset protection manager is primarily in charge of devising strategies to protect a company's financial assets. Their responsibilities revolve around performing research and analysis to identify client needs, developing security structures to prevent theft and other illegal activities within the company, performing risk assessments, and conducting thorough investigations on any reported discrepancies... Show more	$24-65

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CCTV
   • Incident Reports
   • Surveillance Equipment
   • Video Surveillance
   • Table Games
   • Casino Floor
   • Internal Controls
   • Surveillance Reports
   • Performance Appraisals
   • Disciplinary Actions
   • Slot Machines
   • FDA
   • Surveillance Cameras
   • Video Equipment

   Check all skills

   Responsibilities:

   • Maintain full accountability for managing all aspects of day-to-day safety and security activities in accordance with organizational goals and objectives.
   • Monitor and observe all table games, slots and cashier cages via CCTV camera and video equipment.
   • Install and program/maintain the CCTV server and equipment as well as oversee the daily operation of the surveillance department.
   • Maintain full accountability for managing all aspects of day-to-day safety and security activities in accordance with organizational goals and objectives.
   • Train in vendor receiving/reverse logistics.

3. Make a budget

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

   • Location. For example, surveillance supervisors' average salary in hawaii is 48% less than in new york.
   • Seniority. Entry-level surveillance supervisors earn 73% less than senior-level surveillance supervisors.
   • Certifications. A surveillance 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 surveillance supervisor's salary.

   Average surveillance supervisor salary

   $70,116yearly

   $33.71 hourly rate

   ---

   Entry-level surveillance supervisor salary

   $36,000 yearly salary

   Updated December 20, 2025

4. Writing a surveillance supervisor job description

   A surveillance supervisor 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. To help get you started, here's an example of a surveillance supervisor job description:

   Surveillance supervisor job description example

   Pay rate: starting at $16.50 pr hour (DOE).

   Responsibilities

   • Assist the Surveillance Manager with planning and scheduling associates.
   • Train surveillance associates and continuously develop their skills.
   • Observe, report, and document procedural violations and illegal activity at the property.
   • Monitor all cameras and computer systems and ensure they are operational.
   • Ensure that all state racing and gaming regulations are followed.
   • All other duties as assigned.

   Qualifications

   • Minimum of 2 years' surveillance agent, operator, or equivalent work experience required.
   • Previous supervisory experience required.
   • Must be at least 21 years old.
   • Must be able to obtain and maintain the appropriate state gaming license.
   • High School Diploma or equivalent preferred.
   • Proficiency with Microsoft Office Products including Word and Excel.
   • Outstanding interpersonal, written, and verbal communication skills.

   Physical Requirements

   • Ability to stand and walk for prolonged periods of time.
   • Ability to bend, stoop, and kneel.
   • Ability to hear and speak to communicate on a two-way radio.
   • Ability to work in an indoor, loud, and dark working environment.

   Who We Are

   At Delaware North, you'll love where you work, who you work with, and how your day unfolds. Whether it's in sporting venues, casinos, airports, national parks, iconic hotels, or premier restaurants, there's no telling where your career can ultimately take you. We empower you to do great work in a company with 100 years of success, stability and growth. If you have drive and enjoy the thrill of making things happen - share our vision and grow with us.

   Delaware North Companies, Incorporated and its subsidiaries consider applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status. Delaware North is an equal opportunity employer.

   Copy this example

   

5. Post your job

   There are a few common ways to find surveillance supervisors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Recruiting surveillance 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. 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 surveillance supervisor

   Once you have selected a candidate for the surveillance 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.

   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 surveillance 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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