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If you’ve Googled “production supervisor job description,” you’ve probably seen dozens of results. But here’s the problem—most of them don’t actually help you hire a great production supervisor.
They just give you generic bullet points like:
- Oversees daily operations
- Maintains production schedule
- Ensures safety protocols
Sure, they check a few HR boxes. But they don’t attract top talent. They don’t inspire confidence. And they definitely don’t show candidates why they should join your team over a dozen others.
The truth is, a strong job post isn’t just a checklist. It’s a pitch. It tells the story of the role, the company, and the kind of person who’ll thrive there. It’s your first impression—and it can either repel or attract the right people.
In this guide, we’ll show you exactly how to write a production supervisor job description that actually works—one that’s clear, human, and designed to attract high-quality, engaged candidates.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
What Does a Production Supervisor Actually Do- Their Roles
A Production Supervisor isn’t just someone who “oversees the factory floor.”
They’re the person who keeps everything running—safely, efficiently, and on time.
In simple terms, a production supervisor makes sure your team hits targets without burning out. They coordinate shifts, solve problems in real-time, track production metrics, and ensure everyone’s working with the right tools, training, and mindset. When a line goes down or a deadline is at risk, they’re the one who steps in with a plan.
But here’s what many job descriptions miss: this role isn’t just about managing machines or checklists—it’s about managing people. The best production supervisors lead with empathy, communicate clearly, and create a culture of accountability and respect. They know how to motivate a team under pressure—and still hit the numbers.
So when you’re hiring for this role, don’t just think about certifications or years in manufacturing. Think about leadership. Think about trust. Think about someone your team will actually want to follow.
Two Great Production Supervisor Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.”
✅ Option 1: Experienced Production Supervisor
📌 Job Title: Production Supervisor – Join Our Team at IronCore Manufacturing (Atlanta, GA)
💼 Full-Time | On-Site | $68,000–$80,000/year
📅 Mon–Fri, 6:30 AM–3:30 PM
🎥 A Quick Message From Our Hiring Manager
See what it’s like to work at IronCore and what we’re looking for in this role.
👉 Watch the Video (Loom/YouTube)
🏢 Who We Are
At IronCore Manufacturing, we build components that power everything from tractors to turbines. We’ve been family-owned since 1994, and today our 150-person team runs one of the most respected shops in the Southeast. Our clients trust us with high-precision work—and we trust our people to deliver it. We’re now hiring a production supervisor to help us lead our operations into the next chapter of growth.
🌟 Our Company Culture
We’re a team that believes in craftsmanship, communication, and consistency. At IronCore, leadership doesn’t mean barking orders—it means being respected because you show up, support your team, and solve problems. You’ll be part of a culture where people stick around for years because they’re seen, trusted, and given room to grow.
🛠 What You’ll Be Doing
You’ll lead a team of 15–20 operators and technicians on the floor, helping us meet daily output goals without sacrificing safety or quality.
Your responsibilities will include:
- Overseeing shift performance and ensuring schedules stay on track
- Monitoring inventory and coordinating with procurement
- Implementing continuous improvement processes (Lean/Six Sigma)
- Coaching your team, resolving issues, and fostering accountability
- Reporting KPIs and collaborating with operations leadership
🎯 What We’re Looking For
- 3+ years in a supervisory role within a manufacturing environment
- Strong communicator with team leadership experience
- Knowledge of OSHA and quality standards
- Tech-savvy with production software or ERP systems
- Comfortable with shop-floor challenges and fast-paced environments
🎁 Perks & Benefits
- Health, dental, and vision insurance
- Paid time off (starting at 15 days/year)
- 401(k) with company match
- On-the-job leadership development
- Free on-site parking and uniform allowance
🚀 Why This Role Is a Great Fit
You won’t just be another manager—you’ll be a key player in a team that takes pride in precision. You’ll have the freedom to lead, the support to grow, and the respect that comes from a company that believes in long-term careers—not short-term fixes.
📥 How to Apply
We use WorkScreen to make the hiring process simple and fair. Click below to complete a quick application and short skills test.
👉 Apply Here on WorkScreen
✅ Option 2: Entry-Level or Willing-to-Train Production Supervisor
📌 Job Title: Entry-Level Production Supervisor – We’ll Train You (Lansing, MI)
💼 Full-Time | On-Site | $22–$26/hour
📅 Tues–Sat, 7:00 AM–3:30 PM
🎥 Hear Directly From Our Team
Want to know what it’s like to work here and grow into leadership?
👉 Watch This Video Message
🏢 About Us
At PackRight Co., we believe in growing leaders from within. Our team produces millions of packaging components monthly for clients across the Midwest. We value effort, reliability, and attitude over fancy titles. We’re now looking for someone who’s ready to step up—and we’ll provide the tools and training to help you succeed.
🌟 Our Company Culture
We’re a fast-moving, tight-knit team that believes in mutual respect, clear communication, and recognizing great work. If you show up consistently, take ownership, and support your teammates, you’ll thrive here. We’re not corporate—we’re collaborative.
🛠 What You’ll Be Doing
- Help manage day-to-day production flow
- Support and motivate a team of 8–10 workers
- Learn how to track production metrics and quality targets
- Assist in team training and scheduling
- Communicate with maintenance and operations managers
✅ What You Bring (or Are Willing to Learn):
- Some experience in a warehouse or production setting
- A desire to lead and take ownership
- Comfortable working on your feet in a fast-paced environment
- Willingness to learn production tracking systems and quality standards
- Strong communication and time management skills
🎁 Perks & Benefits
- Paid on-the-job training
- Weekly pay + overtime opportunities
- Health, dental, and vision coverage
- Tuition reimbursement for leadership courses
- Annual team retreats and shift meals provided
🚀 Why This Role Is a Great Fit
This role is perfect if you’re looking for your first step into leadership. You’ll get real responsibility, mentorship, and the satisfaction of helping your team hit goals daily. We don’t just hire supervisors—we build them.
📥 How to Apply
We review every application and believe in fair hiring. Start by applying through WorkScreen. You’ll complete a short skills evaluation that helps us see your potential—no resume required.
👉 Apply Now
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Breakdown of Why These Production Supervisor Job Posts Work
Now that you’ve seen two strong examples—a role for an experienced supervisor and one for an entry-level candidate—let’s break down why these job posts work so well. This structure isn’t just pretty—it’s purposeful.
✅ 1. The Job Title Is Clear, Specific, and Human
Instead of the generic “Production Supervisor,” we added context that matters:
- Location (so applicants self-filter by geography)
- Role level (e.g., “Entry-Level” vs “Experienced”)
- Employer name (for credibility)
- Bonus: a brief value prop (e.g., “We’ll Train You”)
This helps the right people recognize themselves in the role before they even click.
✅ 2. The Video Builds Trust Instantly
A short Loom or YouTube message from the hiring manager adds warmth, credibility, and transparency. It:
- Humanizes your company
- Sets you apart from other job listings
- Boosts candidate confidence in applying
If you’re competing for great people, this 60-second video could make the difference between getting scrolled past or clicked.
✅ 3. The Company Overview Tells a Story
Instead of a boring mission statement, the “Who We Are” section gives the reader:
- Company history and reputation
- What the company makes or does
- Why this role exists now
It builds context and meaning—which top applicants need in order to feel invested.
✅ 4. Culture Isn’t Claimed—It’s Described
Both job posts include a section that shows what your work environment is actually like. Phrases like:
- “We’re not corporate—we’re collaborative”
- “Leadership means being respected because you show up”
…paint a picture. That’s what helps candidates assess if they’ll fit in before applying.
✅ 5. Responsibilities Show Real Impact
We didn’t just list tasks. We explained how those tasks contribute to team success:
- “Help us meet daily output goals without sacrificing safety or quality.”
- “Keep everything running smoothly.”
- “You’ll be making a real difference in how we operate each day.”
That kind of language turns a job post into a mission pitch.
✅ 6. Requirements Are Framed with Flexibility
Especially in the entry-level version, we call out what’s trainable:
“Some experience in a warehouse or production setting”
“Willingness to learn production tracking systems”
This opens the door to more qualified candidates who may not tick every traditional box—but have the drive and potential to excel.
✅ 7. Perks & Benefits Are Transparent and Specific
Instead of vague claims like “competitive salary,” we share:
- Pay range upfront
- Health and dental coverage
- Perks like paid training, team meals, or on-site parking
This builds trust, attracts serious applicants, and reduces back-and-forth during screening.
✅ 8. Why This Role Is a Great Fit = Your Sales Pitch
This section speaks to the reader directly: why this role, at this company, is worth their time. It’s motivational without being fluffy:
- “We’ll teach you the skills, support your growth, and promote from within.”
- “You’ll have the freedom to lead, the support to grow, and the respect that comes from a company that believes in long-term careers.”
✅ 9. Candidate Experience is a Priority
Instead of cold instructions like “Only shortlisted candidates will be contacted,” we say:
- “We review every application.”
- “You’ll complete a short skills evaluation.”
- “No resume required.”
This shows respect and lowers the barrier to entry, which increases high-quality applications—especially from non-traditional candidates.
Example of a Bad Production Supervisor Job Description (And Why it Fails)
❌ Bad Job Post Example
📌 Job Title: Production Supervisor
📍 Location: N/A
💼 Type: Full-Time
Job Summary:
We are looking for a production supervisor to oversee manufacturing operations. The ideal candidate should be experienced, organized, and capable of managing staff and resources effectively.
Responsibilities:
- Supervise daily production activities
- Ensure safety and quality standards are met
- Coordinate with different departments
- Complete reports and meet production targets
Requirements:
- Bachelor’s degree preferred
- 3–5 years of experience in a similar role
- Strong leadership and time management skills
How to Apply:
Send your resume and cover letter to hiring@companyname.com. Only shortlisted applicants will be contacted.
❌ Why This Job Post Falls Short
1. The Job Title Is Generic and Unsearchable
It just says “Production Supervisor.” No location, no industry, no differentiator. It could be any company, in any sector, anywhere.
2. No Context or Story in the Intro
The summary is robotic and vague. There’s no reason for a candidate to care, no hint of what the company makes, or why this role exists now.
3. No Company Name or Culture Mentioned
The post doesn’t say who the employer is, what the company does, or what it’s like to work there. It feels like a ghost job—or worse, a spam listing.
4. Responsibilities Are Broad and Bland
Generic phrases like “complete reports” or “coordinate with departments” don’t paint a clear picture of the role. The candidate doesn’t know what success looks like or how their work would make an impact.
5. No Salary, No Benefits
Leaving out compensation details signals opacity. It wastes time for both applicants and hiring managers, and turns away top candidates who value transparency.
6. Hiring Process Feels Cold and Dismissive
The phrase “only shortlisted applicants will be contacted” feels outdated and disrespectful. It tells candidates: “Don’t expect a response.”
7. No Personality in the Call to Action
The final line—“Send your resume”—is transactional. There’s no warmth, encouragement, or indication of what happens next. It feels like the company isn’t really trying.
⚠️ Final Verdict:
This job post isn’t just uninspired—it actively repels great candidates. There’s no vision, no hook, and no human touch. It’s a missed opportunity to stand out and attract real talent.
Bonus Tips to Make Your Job Post Stand Out
Even after writing a strong job post, a few extra touches can take it from “pretty good” to unforgettable. These aren’t gimmicks—they’re trust-builders that make high-quality candidates more likely to apply and stay engaged.
✅ 1. Add a Security & Privacy Notice
In a world of job scams and fake listings, serious candidates want reassurance. A short security notice shows you care about their safety.
📝 Example:
🔒 We take your privacy seriously. You will never be asked to provide payment, banking info, or sensitive personal documents as part of our hiring process. If you receive a suspicious message, please contact us directly.
✅ 2. Mention Leave Days or Flex Time
Work-life balance matters. When candidates see that you value time off, it sends a powerful message: “We care about your well-being.”
📝 Example:
🌴 Enjoy up to 15 paid days off annually—because rest helps you show up at your best.
✅ 3. Highlight Training & Growth Opportunities
Top performers aren’t just looking for a paycheck—they want growth. Show that you invest in your people.
📝 Example:
📚 We offer leadership development programs, paid training, and clear pathways to promotion. Most of our supervisors started on the floor.
✅ 4. Add a Loom or YouTube Video from the Hiring Manager
We mentioned this earlier, but it’s worth repeating: a 60-second video from the person leading the team builds instant connection and trust.
📝 What to say in the video:
- Who you are
- What the team is like
- What you’re looking for
- Why this role matters
- What happens after someone applies
Even low-production video beats a perfectly polished job post without personality.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✅ 5. Show What Makes Your Team Different
If your team shares lunch, promotes from within, or runs on honesty and grit—say it. Don’t assume the candidate knows.
📝 Example:
🔧 Our team eats lunch together every day. We shout out great work over the intercom. We celebrate work anniversaries with cake. If you’re looking for a place where effort is noticed—you’ll fit right in.
✅ 6. Explain What Happens After They Apply
A clear application process reduces anxiety and increases follow-through.
📝 Example:
✅ Here’s what to expect:
- Step 1: Apply on WorkScreen
- Step 2: Complete a short skill evaluation
- Step 3: If shortlisted, we’ll reach out to schedule an interview
We keep you updated every step of the way.
Should You Use AI to Write Job Descriptions?
These days, it seems like everyone is using AI to generate job descriptions. Even popular ATS platforms like Workable and Manatal offer one-click AI tools.
So… should you use them?
The short answer: Yes—but not blindly.
⚠️ Why You Shouldn’t Rely on AI Alone
Using AI to instantly churn out a job post without any real input might seem like a time-saver, but it often leads to mediocre results. Here’s what usually happens:
- You get generic, lifeless content that reads like a copy-paste from HR textbooks.
- It fails to reflect your company culture, voice, or the unique traits of the role.
- You attract low-effort applicants who are just skimming for keywords—not people truly aligned with your mission.
Worst of all, it makes your job post forgettable in a sea of sameness.
✅ The Right Way to Use AI: Be the Brain, Let AI Be the Hands
AI should be your assistant—not your author. If you feed it high-quality ingredients, you’ll get a polished, professional draft that sounds like you. But you have to start with substance.
🧠 Here’s How to Prompt AI Properly:
“Help me write a job description for our company, PackRight Co.. We’re hiring a Production Supervisor to help lead a team of 10 and support our packaging line operations. Our culture is collaborative, fast-moving, and built on trust. We want to attract candidates who are organized, dependable, and ready to grow into leadership roles.
We offer these benefits: $22–$26/hour, paid training, health insurance, and tuition support.
Here’s how our hiring process works: apply via WorkScreen, complete a short skills test, interview with the hiring manager, and receive an offer within two weeks.
Here are a few rough notes I’ve written to get you started: [Insert your notes]”
🎯 Pro Tip:
You can also paste in one of the “good examples” from earlier in this guide and tell AI:
“Make me a version of this, but for our role at [Company Name], and adjust it to our voice and benefits.”
Let AI shape and polish—but bring the story.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Copy-Paste Job Description Templates for Quick Use
We know that sometimes, you just need something solid—fast.
Maybe you’ve read the guide and understand what makes a great job post. But you also want a professional, ready-to-use template you can copy, paste, and customize in just a few minutes.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Culture-First, Conversational Template
📌 Job Title: Production Supervisor – Help Us Lead the Floor at [Your Company Name]
💼 Full-Time | On-Site | [Insert Pay Range]
📅 [Insert Working Schedule]
🎥 A Message From Our Hiring Manager
Want to hear what it’s really like to work here?
👉 [Insert Loom or YouTube Link]
🏢 About the Company
[Your Company Name] has been in the [insert industry] space for [X years]. We manufacture [products] that power everything from [example use case] to [another use case]. Our team is built on quality, consistency, and the pride of doing things right the first time.
🌟 Company Culture
We believe in showing up for each other. Whether it’s helping troubleshoot a machine issue or grabbing lunch as a crew, we operate like a team—not a hierarchy. We promote from within, recognize hard work, and celebrate wins together. If you take ownership and care about the people around you, you’ll fit right in.
🛠 What You’ll Be Doing
- Supervise and support a team of [insert team size] on the production line
- Monitor output goals, safety compliance, and quality standards
- Assist with scheduling and shift planning
- Communicate with operations leadership
- Troubleshoot line issues in real time
🎯 What We’re Looking For
- years of experience in manufacturing (supervisory experience preferred)
- Comfortable with fast-paced environments
- Strong communicator and problem-solver
- Leadership mindset and team-first attitude
🎁 Perks & Benefits
- [Insert health benefits]
- [Insert paid time off or leave policy]
- [Insert retirement plan / 401(k)]
- [Insert training or advancement opportunities]
🚀 Why This Role Is a Great Fit
This is your chance to step into a leadership role where your decisions matter daily. You’ll get trust, ownership, and the chance to grow with a team that values what you bring to the table.
📥 How to Apply
We use WorkScreen to keep hiring fair, efficient, and skill-based.
👉 [Insert WorkScreen Link]
✅ Option 2: Structured Job Brief Format (Traditional Style)
📌 Job Title: Production Supervisor
📍 Location: [Insert City, State]
💼 Employment Type: Full-Time | [Insert Shift Schedule]
💵 Compensation: [Insert Pay Range]
🎥 Meet Your Hiring Manager
Want to know more about the role and team?
👉 [Insert Loom Video Link]
🏢 About the Company
Founded in [Year], [Company Name] is a leading [manufacturing/service/product] company serving [industry/niche]. We’re known for our [quality/reliability/innovation] and have built long-term partnerships with clients across [region/country].
🌟 Company Culture
At [Company Name], we lead with accountability, respect, and trust. Our supervisors are hands-on, our teams are collaborative, and we believe in building careers—not just filling roles. Many of our leaders started right on the floor.
📝 Job Brief
We’re looking for a Production Supervisor to help coordinate and lead day-to-day operations on our manufacturing floor. You’ll oversee workflow, enforce safety standards, and support a team of [X] to meet quality and delivery targets.
🔧 Responsibilities
- Supervise production activities on assigned shift
- Track performance metrics (output, downtime, safety)
- Support team development and resolve issues
- Ensure adherence to quality and safety standards
- Maintain accurate production documentation
📌 Requirements
- Minimum [X] years’ experience in a manufacturing environment
- Strong organizational and communication skills
- Ability to lead a team under pressure
- Familiarity with Lean or Six Sigma (a plus)
- Comfortable with production software or ERP systems
🎁 Perks & Benefits
- Health, dental, and vision coverage
- PTO + holiday pay
- 401(k) match
- Paid training and certification opportunities
🚀 Why This Role Matters
This isn’t just about managing output. It’s about building trust with your team, hitting goals together, and shaping how we deliver excellence to our customers. If you’re ready to lead and grow, this is your chance.
📥 Ready to Apply?
We use WorkScreen to fairly assess your skills—not just your resume.
👉 [Insert WorkScreen Application Link]
Let WorkScreen Handle the Next Step
Writing a great job post is just the beginning.
Once you’ve got the right candidates clicking “apply,” the real question becomes:
How do you quickly spot the ones who are actually worth hiring?
That’s where WorkScreen.io comes in.
✅ WorkScreen helps you:
🎯 Identify top candidates—without spending hours on resumes.
WorkScreen automatically evaluates every applicant through role-specific tests and ranks them on a performance-based leaderboard. You’ll see who’s capable—not just who looks good on paper.
🛠️ Assess real-world skills, not just buzzwords.
Tired of guessing based on resumes or cover letters? WorkScreen gives you one-click access to practical skill assessments—so you can make data-informed hiring decisions with confidence.
🚫 Eliminate low-effort and AI-generated applications.
No more sifting through hundreds of generic, copy-pasted answers. WorkScreen filters out unqualified or low-engagement applicants early—saving you time and preventing bad hires.
📈 Make faster, smarter hiring decisions.
You’ll move from posting to interviewing faster—without sacrificing candidate quality. WorkScreen shows you who’s ready to work, who’s done the work, and who’s a good fit for your team.
🔁 Ready to Hire Better?
If you’ve followed the job post strategy from this guide, you’re already ahead of 90% of employers.
Now let WorkScreen help you close the loop.
👉 Sign up at www.WorkScreen.io
Create your job post, share the unique application link, and let WorkScreen automatically evaluate applicants for you.
Write smarter. Hire faster. WorkScreen it.
Production supervisor job Description - FAQ
Supervisors lead daily operations on the floor; managers handle broader planning, budgeting, and team coordination across shifts or departments.
Not always. Many supervisory skills are transferable—especially if you provide strong training. Prioritize leadership, adaptability, and learning ability.
Key KPIs include output, downtime, defect rates, attendance, safety incidents, and on-time delivery.
A great Production Supervisor needs to balance people management, process efficiency, and technical know-how. Key skills to look for include:
- Leadership & Team Management – Can they motivate, train, and hold team members accountable while maintaining morale?
- Problem-Solving – Are they proactive in identifying production issues and finding fast, effective solutions?
- Attention to Detail – Small errors can lead to big problems in production. Look for someone who notices the little things.
- Understanding of Manufacturing Processes – Whether it’s lean manufacturing, Six Sigma, or general workflow optimization, technical fluency is critical.
- Time & Resource Management – Can they meet production targets while managing shift schedules, materials, and deadlines?
- Communication Skills – They should be able to clearly communicate expectations, relay updates across departments, and write effective reports.
- Safety & Compliance Awareness – They must understand workplace safety standards and regulatory requirements.
- Adaptability – Things go wrong in production. The best supervisors can stay calm and shift gears quickly.
Bonus if they’ve used production tracking systems, ERP software, or quality control tools relevant to your industry.
