How to hire a test supervisor

How to hire a test supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a test 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 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 supervisor that fits the bill.

   This list presents test supervisor salaries for various positions.

   Type of Test Supervisor	Description	Hourly rate
   Test Supervisor		$17-60
   Computer Numerical Controller Supervisor	It is the responsibility of a computer numerical controller (CNC) supervisor to direct and manage CNC operators and machinists. CNC supervisors handle the schedules of the teams and their operations... Show more	$15-29
   Production Control Supervisor	Production control supervisors assist with production and workflow scheduling procedures. They recognize quantitative indicators for effective measurements and possess a penchant for the planning, directing, supervising, and evaluating employee work... Show more	$25-49

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Test Procedures
   • Direct Supervision
   • Lean Manufacturing
   • Test Equipment
   • Quality Standards
   • Direct Reports
   • Test Results
   • R
   • QA
   • RF
   • Field Testing
   • Frac
   • Equipment Maintenance
   • Production Schedules

   Check all skills

   Responsibilities:

   • Manage offshore/onshore resources for UAT testing.
   • Manage execution of manual and automate test cases for functional, performance, load, integration, UAT and infrastructure testing.
   • Preform security checks on USAF physical resources.
   • Facilitate large scale meetings for UAT timelines and information for testers.
   • Implement SDLC standards and guidelines and enforce these rules within the departments.
   • Work in an ESD environment, responsible for clean room compliance and requirements.

   More test supervisor duties

3. Make a budget

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

   • Location. For example, test supervisors' average salary in hawaii is 60% less than in new jersey.
   • Seniority. Entry-level test supervisors earn 71% less than senior-level test supervisors.
   • Certifications. A test 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 test supervisor's salary.

   Average test supervisor salary

   $68,046yearly

   $32.71 hourly rate

   ---

   Entry-level test supervisor salary

   $36,000 yearly salary

   Updated December 21, 2025

   Average test supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$103,747	$50
   2	Massachusetts	$100,148	$48
   3	New York	$98,285	$47
   4	Michigan	$80,476	$39
   5	Illinois	$77,929	$37
   6	Ohio	$77,475	$37
   7	Minnesota	$77,136	$37
   8	Virginia	$72,604	$35
   9	Washington	$68,802	$33
   10	Colorado	$63,294	$30
   11	Alaska	$62,606	$30
   12	California	$60,515	$29
   13	Texas	$56,195	$27
   14	Arizona	$55,736	$27
   15	Puerto Rico	$17,487	$8

   Average test supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Lucid Motors	$116,953	$56.23	19
   2	Nexteer Automotive	$103,861	$49.93
   3	STIHL Incorporated	$102,692	$49.37
   4	Eaton	$102,577	$49.32	60
   5	Southern California Edison	$98,325	$47.27	1
   6	Tandem Diabetes Care	$97,298	$46.78
   7	Intertek	$97,083	$46.67	17
   8	A123 Systems	$96,947	$46.61
   9	Ducommun	$96,692	$46.49	9
   10	Corning Incorporated	$94,394	$45.38	10
   11	Weatherford International	$92,187	$44.32	5
   12	Green Mountain Coffee Roasters	$87,492	$42.06
   13	BAE Systems	$82,768	$39.79	91
   14	Edison International	$76,932	$36.99	1
   15	SpaceX	$76,484	$36.77	89
   16	Montefiore Mount Vernon Hospital	$73,751	$35.46
   17	General Dynamics	$70,037	$33.67	63
   18	L3Harris	$69,553	$33.44	53
   19	Lawrence General Hospital	$67,861	$32.63
   20	Northrop Grumman	$66,562	$32.00	111

4. Writing a test supervisor job description

   A test 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 test supervisor job description:

   Test supervisor job description example

   How brave are you? We are a high-tech company providing machine tools and laser technology, and are looking for people who can face new challenges with a fresh mind. As an independent family company, we offer you the freedom and trust to put your brave ideas into practice. With you on board, we would like to power ahead with the digital networking of the manufacturing industry. Our passion and creative drive ensure that we are an innovative force - across the globe at over 70 TRUMPF locations.
   
   The primary responsibility of this position is to utilize employees and technical resources to ensure quality products are produced within the customer required schedule. The secondary responsibility is to set up and maintain an effective supply chain using tools from our business system.
   Principle Duties & Responsibilities
   
   Conduct business in a professional, respectful manner. Lead the team by example, maintain high personal standards of job performance and conduct
   Establish, maintain and improve the production process including technical and organizational aspects
   Establish, expand and support SYNCHRO and shop floor management in all aspects; conduct and contribute regularly to SFM meetings, conduct Improvement Kata
   Create layouts and establish material flow throughout department
   Collect and analyze data about the production process. Use these measurements to make decisions regarding improvement efforts
   Control quality of products. Use QM system to document problems, response and follow-up.
   Assign personnel and make operational decisions in a way that optimizes the production process
   Verify BOM inconsistencies and closely collaborate with the industrial engineering department to resolve them
   Support the development of test fixtures for assembly components
   Use Microsoft products including Excel, Access, Word and Outlook for improved communication.
   
   Experience
   
   Minimum of 5 years experience in mechanical assembly / manufacturing. Must possess a good working knowledge of lean supply chain management methods, such as just-in-time and Kanban replenishment. Must be familiar with parts lists and products. Self-starter who can take full responsibility for a project and follow through with it until completion. An individual that can address issues and get cooperation from others in a firm, yet diplomatic manner. Experience with Metric System, DIN system, and SAP highly desirable. Good communication skills (verbal and written). Bilingual ability (German and English) would be a plus. Supervisory experience a plus.
   
   Education
   
   2-year technical degree or combination of education and work experience. SAP production module experience a plus.
   
   TRUMPF is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability, veteran status, or other protected class.

   Copy this example

   

5. Post your job

   To find test supervisors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any test supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level test supervisors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting test 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 supervisor

   Once you have selected a candidate for the test 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new test 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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