How to hire a task lead

How to hire a task lead, step by step

Here's a step-by-step task lead hiring guide:

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

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1. Identify your hiring needs

   Before you post your task lead 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 task lead 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 task lead's background is also an important factor in determining whether they'll be a good fit for the position. For example, task leads 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 task lead salaries for various roles:

   Type of Task Lead	Description	Hourly rate
   Task Lead		$38-67
   Production Coordinator	A production coordinator's role will vary depending on the industry or line of work. A production coordinator serves as the entire crew's primary point of contact on television and film sets... Show more	$16-32
   Production Supervisor	Production supervisors are employees who oversee the production process, usually handling activities directly related to people management. They manage employees by ensuring that the production floor employees are doing their work well and are motivated... Show more	$20-43

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Project Management
   • DOD
   • C++
   • Infrastructure
   • Status Reports
   • Logistics
   • Emerging Technologies
   • Provide Management
   • Architecture
   • Configuration Management
   • Data Collection
   • SharePoint
   • ISO
   • Data Analysis

   Check all skills

   Responsibilities:

   • Manage a complex network of UNIX, Linux, and virtual servers across multiple command centers.
   • Manage multiple environmental remediation strategy projects (~ $300k each) as a consultant to the U.S. EPA.
   • Manage document and SharePoint site development.
   • Organize speaker series and manage logistics for multiple senior technology consultants.
   • Collaborate with infrastructure team to get deployment within standards, and get application security centrally manage.
   • Build the new VMware servers and administration.

3. Make a budget

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

   • Location. For example, task leads' average salary in pennsylvania is 40% less than in wyoming.
   • Seniority. Entry-level task leads 43% less than senior-level task leads.
   • Certifications. A task lead 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 task lead's salary.

   Average task lead salary

   $106,965yearly

   $51.43 hourly rate

   ---

   Entry-level task lead salary

   $81,000 yearly salary

   Updated December 18, 2025

4. Writing a task lead job description

   A task lead 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 task lead job description:

   Task lead job description example

   Time Type: Full time
   Minimum Clearance Required to Start: TS/SCI with Polygraph
   
   Employee Type: Regular
   
   Percentage of Travel Required: Up to 10%
   
   Type of Travel: Local
   
   What You'll Get to Do:
   
   Make a difference; join our team. We have an upcoming opportunity to support a global FOUNDRY training effort supporting the U.S. Army Intelligence and Security Command (INSCOM). This effort provides operationally focused "gap" training for U.S. Army intelligence Soldiers and units who are deploying and preparing to deploy. This effort also includes the development and maintenance of critical operational intelligence training systems critical to satisfying the necessary training requirements.
   
   More About the Role:
   
   + SIA-3 Guide Classified.
   
   + Accountable for all aspects of the Signals Intelligence Task Oversight functions assigned to Contractor personnel staff.
   
   + Manages the hands-on, day-to-day accountability of SIGINT Instructors.
   
   + Assists PM in assessing new hires and ensures Contractor personnel are trained, are capable and maintain their job currency.
   
   You'll Bring These Qualifications:
   
   + TS/SCI with CI Polygraph
   
   + Required Experience: Minimum 12 years of Army Military Intelligence experience and experience related to the specific labor category with at least a portion of the experience within the last 2 years.
   
   + Minimum 12 years of experience as a 35N, 352N; 3+ years tactical and 3+ years operational experience as an intelligence professional spanning MICO, BCT, DIV-Corps level echelons.
   
   + Required: Graduate of the Army Basic Instructor Course (ABIC) or equivalent Intelligence Community instructor course (i.e., NGA College, NSA ADET, etc.).
   
   + Demonstrates in-depth knowledge and understanding of the labor category activities required to meet mission requirements.
   
   + Demonstrates mastery of qualitative and quantitative analytic methodologies and pursue developments in academia or other fields that affect tradecraft methodology.
   
   + Demonstrates ability to define comprehensive, new, or unique research approaches that enable rigorous assessments to address and contribute to high-level tasks.
   
   + Demonstrates in-depth analysis of analytic operations and knowledge management issues across organizational and intra-IC boundaries and clearly articulates key findings.
   
   + Demonstrates ability to work independently and with minimal oversight.
   
   + Demonstrates ability to review analytic products for cogent arguments, tradecraft standards, and adequate support for conclusions; routinely tests analytic rigor of analytic products.
   
   These Qualifications Would be Nice to Have:
   
   + Desired Education: Master's degree in an area related to the labor category from a college or university accredited by an agency recognized by the U.S. Department of Education; or have Bachelor's degree related to the labor category from a college or university accredited by an agency recognized by the U.S. Department of Education and an additional 5 years of related senior experience, for a total of 17 years, as a substitute to the Master's degree.
   
   What We Can Offer You:
   
   + We've been named a Best Place to Work by the Washington Post.
   
   + Our employees value the flexibility at CACI that allows them to balance quality work and their personal lives.
   
   + We offer competitive benefits and learning and development opportunities.
   
   + We are mission-oriented and ever vigilant in aligning our solutions with the nation's highest priorities.
   
   + For over 55 years, the principles of CACI's unique, character-based culture have been the driving force behind our success.
   
   Company Overview: At CACI, you will have the opportunity to make an immediate impact by providing information solutions and services in support of national security missions and government transformation for Intelligence, Defense, and Federal Civilian customers. CACI is an Equal Opportunity Employer - Females/Minorities/Protected Veterans/Individuals with Disabilities.
   
   As a federal contractor, CACI is subject to any federal vaccine mandates or other customer vaccination requirements. All new hires are required to report their vaccination status.

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5. Post your job

   To find the right task lead 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 task leads they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit task leads 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 task lead job on Zippia to find and recruit task lead candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit task leads, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 task lead

   Once you've found the task lead 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new task lead. 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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How much does it cost to hire a task lead?