How to hire a test deck supervisor

How to hire a test deck supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a test deck supervisor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   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 test deck 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 test deck supervisor that fits the bill.

   Here's a comparison of test deck supervisor salaries for various roles:

   Type of Test Deck Supervisor	Description	Hourly rate
   Test Deck Supervisor		$13-55
   Maintenance Manager	A maintenance manager's role is to lead and oversee the workflow and workforce involved in the upkeep of a building or establishment. Duties include ensuring that all aspects are operational and in good condition... Show more	$22-52
   Maintenance Planner	A maintenance planner is responsible for maintaining the efficiency and optimal performance of the operational tools, equipment, and machinery. Maintenance planners assist with the personnel's request for equipment repairs, requiring them to have excellent knowledge of the mechanical industry to identify inconsistencies and glitches and perform immediate troubleshooting... Show more	$18-40

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CPR
   • Safety Procedures
   • Rig
   • Customer Service
   • Slings
   • Safety Regulations
   • Deck Operations
   • Logistics
   • Flight Deck
   • Deck Equipment

   Responsibilities:

   • Manage government bond securities transactions of approximately $20 billion by monitoring the firm's accounts throughout the trading day.
   • Train in water rescue, CPR, and a.
   • Assist with periodical safety inspections conduct by USCG
   • Make reservations over the phone.
   • Assist with deck or rig floor operations as required.
   • Keep track of equipment coming onto and going off of rig.

3. Make a budget

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

   • Location. For example, test deck supervisors' average salary in florida is 55% less than in alaska.
   • Seniority. Entry-level test deck supervisors 76% less than senior-level test deck supervisors.
   • Certifications. A test deck supervisor 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 test deck supervisor's salary.

   Average test deck supervisor salary

   $57,294yearly

   $27.55 hourly rate

   ---

   Entry-level test deck supervisor salary

   $28,000 yearly salary

   Updated December 13, 2025

4. Writing a test deck supervisor job description

   A test deck 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. Below, you can find an example of a test deck supervisor job description:

   Test deck supervisor job description example

   Paid training, set shifts, no late nights, AND pay rates up to $17/hour! Hiring Immediately!
   When you work at Goldfish, you're not just an employee. You're a part of something bigger. You're making an impact; a splash in the lives of the children in your community. You're moving forward a mission, you're saving lives! And you're making waves in your future, taking life lessons in and out of the pool through mentorship, leadership and passion. At Goldfish, you're an integral part of a team, and you're truly part of a family. Swim into a life-saving and life-changing opportunity today! Role: Deck Supervisor Summary : Manages assigned shift including supervision of on-deck employees, maintenance of pool environment and interaction with students and parents/guardians. Exhibits expert-level knowledge of all levels of the GSS curriculum. Demonstrates thorough knowledge of GSS management policies and practices. Primary Responsibilities:

   1. Provides leadership, discipline and constructive feedback to instructors and deck teachers to ensure quality delivery of the Goldfish Swim School curriculum.
   2. Conducts daily pre-shift meetings and prepares the deck for the shift.
   3. Conducts periodic evaluations of instructors and lifeguards.
   4. Interacts with parents/guardians to discuss student progress.
   5. Acts as a GSS “ambassador” to ensure customer satisfaction.
   6. Completes daily Deck Supervisor logs on assigned shifts and monitors the students’ attendance.
   7. Coordinates tasks required to ensure the cleanliness of the pool facility.
   8. Acts as substitute swim instructor when necessary.
   9. Suggests areas for improvement and implements corrective action through in-services or other training.
   10. Participates in training/in-services as required.
   11. Fulfills other duties and responsibilities as assigned by the Employer.
       
       

   Job Qualifications and Skills

   • Two or more years as a swim instructors
   • Ability to work with children
   • Excellent interpersonal communication and organizational skills
   • Must pass background examinations
     
     

   Certifications:
   
   

   • Willing to obtain and maintain a current Lifeguard, CPR/AED, and First Aid certification within 90 days of hire- We provide these certification classes in our facility.
     
     

   * For additional information see goldfishswimschool.com
   NOTE: The information within this posting is not all-inclusive and may be subject to change.Goldfish Hudson Swim School is an Equal Opportunity EmployerJob Type: Part-time or Full-Time

   Each Goldfish Swim School is an independently owned and operated franchise. The respective Franchisee is the employer at each Goldfish Swim School location. Each franchisee can set their own wages, benefit programs and terms and conditions of employment, which may vary at each Goldfish Swim School location.

   Copy this example

   

5. Post your job

   To find the right test deck supervisor 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 test deck supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit test deck supervisors 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 test deck supervisor job on Zippia to find and recruit test deck supervisor 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 test deck supervisors, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 test deck supervisor

   Once you've decided on a perfect test deck supervisor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   Once that's done, you can draft an onboarding schedule for the new test deck supervisor. 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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