THE COMPLETE FACILITY MAINTENANCE HIRING GUIDE

The Ultimate Guide to Hiring a Top Tier Facilities Maintenance Professional

A Framework for Building Systems That Scale Beyond Individual Performance

INTRODUCTION

A Hiring Problem

You've burned through three maintenance coordinators in eighteen months. Each one looked perfect on paper. Each one said the right things in the interview. 

And each one fell apart within months because they walked into a role that didn't actually exist yet.

Here's how this happens: you hired a person to fill a position, but you never built the position itself. 

• The job description listed responsibilities: 

• Send work orders. 

• Manage contractors. 

• Handle emergencies. 

• Track invoices. 

• Etc.

But within that description did you document the actual system your coordinator would operate within? The workflows they'd execute? Or the standards they'd maintain? You handed them a title and a phone number and expected them to figure out how your operation works.

They couldn't. Because your operation doesn't work the same way twice.

Every emergency gets handled differently depending on who's available. 

Every contractor gets managed differently depending on how long they've been around. 

Every invoice gets processed differently depending on who remembers which stores have which quirks. 

Your maintenance operation runs on institutional knowledge that lives in people's heads, and when someone new arrives, they spend their first six months trying to extract that knowledge through trial and error. 

And your stores suffer through the learning curve.

The coordinator you need doesn't fail because they lack skills or experience. They fail because you're asking them to build the airplane while flying it. And the solution isn't finding someone who's better at improvisation. The solution is building the airplane before anyone boards.