How to hire a weapons and tactics instructor

How to hire a weapons and tactics instructor, step by step

Here's a step-by-step weapons and tactics instructor hiring guide:

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

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1. Identify your hiring needs

   The weapons and tactics instructor hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A weapons and tactics instructor's background is also an important factor in determining whether they'll be a good fit for the position. For example, weapons and tactics instructors 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 weapons and tactics instructor salaries for various roles:

   Type of Weapons And Tactics Instructor	Description	Hourly rate
   Weapons And Tactics Instructor		$11-51
   Crew Chief	Crew chiefs are the ones responsible for the whole helicopter crew. They are in charge of all that happens to the helicopter, often working for a few hours prior and after their mission... Show more	$11-51

2. Create an ideal candidate profile

   Common skills:

   • DOD
   • Law Enforcement
   • USAF
   • Warfare
   • Training Programs
   • SME
   • Course Curriculum
   • USMC
   • ISR
   • Aircrew
   • Defensive Tactics
   • Training Events
   • TTP
   • Weapons Systems

   Check all skills

   Responsibilities:

   • Coordinate and manage daily briefings with senior military leadership on status of communication infrastructure and open trouble tickets/work orders.
   • Provide logistics and technical services to all units within USSOCOM both CONUS and OCONUS.
   • Design, assess, and implement course curriculum and requirements for certifying DoD personnel in military occupational specialties.
   • Skil operator and instructor of all collection systems associate with APG.
   • Instruct non-infantry forces in basic infantry unit tactics, formations, operations, communication, and logistics.
   • Compare sensor data with in-flight ISR information and database entries to provide real-time and phase intelligence reporting.

3. Make a budget

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

   • Location. For example, weapons and tactics instructors' average salary in wyoming is 56% less than in alaska.
   • Seniority. Entry-level weapons and tactics instructors 78% less than senior-level weapons and tactics instructors.
   • Certifications. A weapons and tactics instructor 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 weapons and tactics instructor's salary.

   Average weapons and tactics instructor salary

   $51,603yearly

   $24.81 hourly rate

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   Entry-level weapons and tactics instructor salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a weapons and tactics instructor job description

   A weapons and tactics instructor 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 weapons and tactics instructor job description:

   Weapons and tactics instructor job description example

   B3H Corporation is seeking Weapons-Based Instructors to deliver Antiterrorism/Navy Security Force (AT/NSF) and weapons instructor services in support of the U.S. Navy, Center for Security Forces (CENSECFOR) for training at CENSECFOR Learning Site (LS) Bangor, WA. Weapons-Based Instructors will deliver a wide variety of training topics and provide instructional and safety support for live-fire weapons training. Interested personnel must be familiar with the M9 Service Pistol and M4 Carbine and capable of achieving a “Sharpshooter” qualification score with either weapon.
   
   Incumbent Instructors are encouraged to apply early to prepare for award and smooth transition to Team B3H.
   Responsibilities Deliver training in support of the Navy's AT and Weapons Training Program. This includes the following courses of instruction: Small Arms Marksmanship Instructor (SAMI) (A-041-0148); Antiterrorism Training Supervisor (AT TRASUP) (A-830-0034); Security Reaction Force-Advanced (SRF-A) (A-830-0396); Armed Sentry/Security Reaction Force-Basic (AS/SRF-B) (A-830-0018); Submarine Force Crew Served Weapons Instructor (SUBFOR CSWI) (A-041-0012); Crew Served Weapons Operations and Maintenance (CSW O&M) (A-041-0013); Crew Served Weapons Instructor (CSWI) (A-830-2215); Master at Arms, Class A (MAA) (A-830-0011) (NTTC Lackland only) and Non-Compliant Boarding, Visit, Board, Search, and Seizure (NCB VBSS) (A-830-0395). Qualifications Possess high personal standards of technical knowledge and professional competence in delivering training material.
   Possess the ability to perform in a military environment.
   Possess a familiarity with the organization and hierarchy of the U. S. Navy, military rank/grade structure.
   Possess a knowledge of Navy and military terminology, and shipboard/installation environments and configurations.
   Possess knowledge of basic and advance training techniques and of computer technology applications as they apply to instructional delivery.
   Must have one (or more) of the following qualifications: Navy NEC 9502 (Instructor), or Navy NEC 9518 (Naval Leadership Development Program (NAVLEAD) Instructor, or Graduate of one of the following courses of instruction: (1) Instructional Delivery Continuum (IDC) Journeyman Instructor Training (JIT) (A-012-0077) or (2) Instructional Delivery Continuum (IDC) Journeyman Instructor Training (JIT) Mobile Training Team (A-012-1011) or (3) Naval Leadership Facilitator (P-012-0045) or (4) Facilitator Training Course (P-012-0075) or (5) Nuclear Instruction Qualifications (NFAS) (A-661-0108) or (6) Nuclear Instruction Qualifications (NNPS) (A-661-0109 Other DoD Service designation (or equivalency) upon approval of the CENSECFOR DOT, or Completion of a civilian (or commercial) formal course of instruction which has been evaluated and certified as a JIT equivalency by the Naval Education and Training Command.
   Must be qualified as a Small Arms Marksmanship Instructor (SAMI) or equivalent as defined in OPNAVINST 3591.1 Series.
   Must possess a minimum of two (2) years documented tactical military operational experience involving: Past military experience in an operational environment or as a Law Enforcement representative with a military or civilian security force Possess a basic understanding of Military/Civilian Security Force techniques
   Must meet the basic requirements to hold a security clearance
   Must comply with the licensing requirements of the state and local motor vehicle laws. Must possess a valid driver's license, and be certified by the contractor as being fully qualified to operate the vehicles/equipment as appropriate.
   Must possess the fitness and conditioning to support the level of instruction: be personally capable of performing all training evolutions including the ability to effectively complete weapons qualifications in the standing, kneeling and prone positions, ascend or descend ladders and go through narrow passageways, and be free of any abnormal fear of heights.
   Must be compliant with Lautenberg Amendment
   Must have basic First Aid and CPR Certification
   Must pass medical Screening and Psychological Screening
   Must be familiar with the M9 Service Pistol and M4 Carbine and capable of achieving a “Sharpshooter” qualification score with either weapon.
   Must have completed a small arms instructor courses.
   Must re-qualify at least every 180 days on the courses of fire and with the type of weapons they instruct. B3H Corporation is an equal opportunity employer. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

   Copy this example

   

5. Post your job

   To find weapons and tactics instructors 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 weapons and tactics instructors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level weapons and tactics instructors 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 weapons and tactics instructor job on Zippia to find and recruit weapons and tactics instructor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting weapons and tactics instructors 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 weapons and tactics instructor

   Once you've decided on a perfect weapons and tactics instructor 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.

   To prepare for the new weapons and tactics instructor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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