6 free templates by role: unarmed, armed, corporate officer, retail, residential, and event security, with the state-licensing, armed-vs-unarmed, and FLSA guidance generic templates skip. Download as DOCX.
Hiring a security guard well comes down to three things generic templates handle poorly: the state license, the armed-versus-unarmed decision, and the setting. For a small business hiring its first in-house guard, a retail store, an apartment community, a self-storage site, a warehouse, or an event venue, where the owner or an office manager does the hiring without an HR department, getting those three right in the job description is what separates a compliant, qualified hire from a fine and a liability.
These six templates cover the role across the settings that small businesses actually hire for, plus a clean split between unarmed and armed work. Each leads with the state-licensing requirement that most generic templates ignore and that costs small employers the most when missed. At FirstHR, we build hiring and onboarding tools for small businesses. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A security guard protects people and property through patrol, monitoring, access control, and incident response, and is hourly and non-exempt under the FLSA (DOL Fact Sheet #4). Most states require a license or guard card before the first shift, and armed work needs a separate firearm permit and a higher minimum age. The federal occupation reports a median near $38,370 a year (BLS, May 2024). Download six templates by role, including a clean unarmed and armed split.
What a Security Guard Does
A security guard protects people, property, and premises by deterring and responding to theft, vandalism, trespassing, and other problems. The core work is patrolling the site, monitoring entrances, cameras, and alarms, controlling access, responding to incidents, and writing clear reports. The role is visible, observant, and often performed on night, weekend, or rotating shifts.
The federal occupation is security guards (SOC 33-9032), defined as guarding, patrolling, or monitoring premises to prevent theft, violence, or infractions of rules. The work varies sharply by setting, which is exactly why the setting drives how you write the posting and which template you start from.
Guard, Officer, Armed, or Unarmed?
Two title questions cause most of the confusion, so it helps to settle them before you post. Security guard and security officer usually mean the same role and map to the same federal occupation; some employers use officer to signal a more professional or corporate, customer-facing post, but there is no firm legal difference.
The Distinction That Actually Matters
Do not get caught up in guard versus officer as titles. The split that changes the job, the pay, and the compliance is unarmed versus armed. An unarmed guard provides deterrence, monitoring, and response with no firearm, and is the simpler, more common, and right hire for most small businesses. An armed guard carries a firearm and use-of-force responsibility, which requires a separate state permit and a higher minimum age, typically 21, everywhere. Decide unarmed or armed first, then pick the setting-specific template below.
Security Guard Duties and Responsibilities
Security guard duties cluster into four areas: patrol and deterrence, monitoring and access, incident response, and reporting and records. A strong job description picks the specific responsibilities from each area that match the setting rather than listing every possible task.
Patrol and deterrence
Patrol premises on foot or by vehicle
Provide a visible deterrent presence
Check secure points and report hazards
Monitoring and access
Monitor cameras, alarms, and entry systems
Control access and check credentials
Log visitors and manage entry points
Incident response
Respond to incidents and emergencies
De-escalate disputes and disturbances
Contact and coordinate with law enforcement
Reporting and records
Write clear, accurate incident reports
Maintain shift and entry logs
Follow post orders and company policy
The emphasis shifts by setting: a retail guard leans into theft watch and de-escalation, a residential guard into gate control and grounds patrol, and an event guard into entry checks and crowd control. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
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Pick the template by setting first, then decide unarmed or armed. Five are setting-specific versions; one is the dedicated armed-guard template. Use this guide to choose the closest fit, then adjust.
Unarmed Security Guard
Most common hire
The baseline version: patrol, access control, monitoring, and incident reporting with no firearm. Start here for most small-business sites.
Armed Security Guard
Firearm permit required
For sites that call for an armed presence: adds the firearm permit, higher minimum age, and use-of-force responsibility on top of standard guard duties.
Security Officer (Corporate)
Front desk / lobby
For an office or building: a polished, customer-facing officer who manages access and visitors while keeping real security awareness.
Retail Security Guard
Stores and shops
For a store: visible deterrence, theft watch, and de-escalation on the sales floor, with a clear policy on apprehension and use of force.
Residential / HOA
Apartments, gated communities
For an apartment community or gated neighborhood: gate and grounds patrol, access control, and a courteous presence for residents.
Event Security Guard
Venues and events
For events and venues: entry and bag checks, crowd control, and incident response, often on evening and weekend schedules.
Match the Template to the Setting
Most small-business sites use Unarmed Security Guard. A site that needs a firearm uses Armed Security Guard. An office or building front desk uses Security Officer (Corporate). A store uses Retail Security Guard. An apartment community or gated neighborhood uses Residential / HOA. A venue or event uses Event Security Guard. Whichever you choose, confirm your state's licensing rule before you post.
6 Free Security Guard Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, a licensing note, the hourly non-exempt classification, pay, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Unarmed, armed, corporate officer, retail, residential, and event security. All in one DOCX.
Template 1: Unarmed Security Guard
The baseline version: patrol, access control, monitoring, and incident reporting with no firearm. Start here for most small-business sites.
For sites that call for an armed presence: adds the firearm permit, the higher minimum age, and use-of-force responsibility on top of standard guard duties.
[Company Name] is hiring Event Security Guards to keep our events, venue, or
gatherings safe for guests and staff. You will manage entry and bag checks,
control crowds, monitor for problems, and respond to incidents in a busy,
high-energy setting. This is a non-exempt, hourly role, often on evening or
weekend schedules, for an alert guard who works well on a team.
KEY RESPONSIBILITIES
•Manage entry, ticket or ID checks, and bag inspection
•Control crowds and manage the flow of guests
•Monitor the venue and watch for disturbances or hazards
•Check credentials and control access to restricted areas
•De-escalate disputes and respond to incidents
•Coordinate with the event team and law enforcement
•Document incidents during and after the event
•Help with safe entry, exit, and emergency procedures
REQUIRED QUALIFICATIONS
•Valid state security guard license or registration where required
•At least 18 years old (21 if the venue serves alcohol or requires it)
•Comfortable in crowds and high-energy environments
•Strong de-escalation and teamwork skills
•Able to pass a background check and drug screen
•Available for evening, weekend, and event-based schedules
•Able to stand and stay alert for long shifts
COMPLIANCE NOTE
Event guards still need the state guard license, and venues serving alcohol may
add age and training requirements. A door supervisor or bouncer role may carry
extra local rules. Confirm what your state and locality require. This is general
information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per hour
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Licensing, Background Checks, and FLSA
This is the part the generic templates skip, and it is the part that protects a small business: the state license that varies by location, the armed-guard permit, the background check and drug screen, and the hourly, non-exempt classification. Get these right and your posting attracts qualified candidates and keeps your business compliant.
State licensing: the rule most small employers miss
The single most important thing to know before hiring is that most states require a security guard to hold a state license, registration, or guard card before the first shift, and the rules vary widely. California requires a BSIS guard card, which starts with an 8-hour Power to Arrest and Appropriate Use of Force course before the card is issued, then 40 hours of training total. Texas uses a tiered system through DPS: Level II for non-commissioned (unarmed) and Level III for commissioned (armed) officers. Florida issues a Class D license for unarmed and Class G for armed guards through its Division of Licensing. New York requires an 8-hour pre-assignment course plus 16 hours of on-the-job training. A few states do not license unarmed guards individually, which places the screening burden on the employer. Deploying an unlicensed guard can bring fines from several hundred to many thousands of dollars per violation, so verify the license before the first shift and name it in your posting. This is general information, not legal advice.
Armed guards: a separate permit and a higher age everywhere
Arming a guard is a different compliance category, not a small upgrade. Every state requires additional firearms training and a separate permit for armed work, and the minimum age is typically 21 rather than 18. In California that means a BSIS Exposed Firearms Permit on top of the guard card; in Texas, a Level III commissioned license with firearms proficiency; in Florida, a Class G license. Armed guards also carry use-of-force responsibility that raises the stakes on training, judgment, and your written policy. For most small businesses, an unarmed guard is the right and far simpler hire. If you genuinely need an armed presence, budget for the extra licensing, verify the firearm permit before the first shift, and put a clear use-of-force policy in writing. This is general information, not legal advice.
Background check, drug screen, and minimum age
Beyond the state license, security hiring layers in standard pre-employment screening that the license process often includes but that you should plan for directly. Guard licensing almost always requires a fingerprint-based criminal background check through the state and the FBI, which the candidate typically completes as part of getting their card. On top of that, employers commonly run a drug screen and confirm the minimum age, 18 for unarmed and usually 21 for armed roles. If you run your own background check separately from the licensing process, the Fair Credit Reporting Act applies, with disclosure, authorization, and adverse-action steps. Decide which checks you require, build them into the offer and first-week checklist, and keep the records. This is general information, not legal advice.
FLSA: security guards are non-exempt and hourly
Classification is clear for this role. Security guards are non-exempt under the Fair Labor Standards Act, paid hourly and owed overtime at one and a half times their regular rate for hours over 40 in a week. DOL Fact Sheet #4 is specific to the industry: guards cover a post and are usually paid hourly, overtime is due after 40 hours regardless of pay method, and the hours a guard works at more than one post in the same week must be combined for overtime. The same fact sheet warns that the cost of a required uniform, gun, or belt cannot be passed to the guard if it drops pay below minimum wage. Because guards often work nights, weekends, and rotating shifts, track hours carefully and budget for overtime and shift differentials. This is general information, not legal advice.
Non-Exempt and Hourly, by DOL Fact Sheet
The Department of Labor states that security guards cover a post and are usually paid hourly, that overtime is due after 40 hours regardless of pay method, and that hours worked at more than one post in the same week must be combined for overtime. A security guard is non-exempt and hourly, and the cost of a required uniform, gun, or belt cannot reduce pay below the minimum wage.
Security roles start from reliability, observation, and sound judgment, with the state license and screening as gating requirements. Scale the requirements to the setting and whether the role is armed.
Requirement
What to look for
License
State guard license, registration, or guard card before the first shift
Age
At least 18 for unarmed; typically 21 for armed roles
Armed permit
Separate state firearm permit and proficiency for armed roles only
Screening
Background check and drug screen; FCRA steps if you run your own
Physical
Able to stand, walk, and patrol for the length of a shift
Skills
Observation, de-escalation, clear reporting, and calm judgment
Classification
Non-exempt, hourly; overtime over 40 hours a week
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Security Guard Pay
Security guards are paid hourly, with pay varying by setting, region, and whether the role is armed. Set your range using government data as a baseline, then adjust for your local market.
Median Near $38,370 a Year (BLS)
The federal occupation of security guards had a median annual wage of $38,370, about $18.45 an hour, as of May 2024, with the lowest 10 percent under $29,800 and the highest 10 percent over $59,580 (BLS). Guards held about 1.3 million jobs, with roughly 162,300 openings a year projected through 2034, almost entirely from turnover.
Role / setting
Typical hourly
Notes
Unarmed guard
Around $15 to $22 per hour
Most common; varies by state and site
Armed guard
Around $20 to $28 per hour
Premium for permit and responsibility
Corporate / front desk
Around $18 to $25 per hour
Customer-facing, professional setting
Retail / residential
Around $15 to $21 per hour
Often entry-level, shift-based
Event security
Around $17 to $25 per hour
Often part-time, evening and weekend
Classification
Non-exempt, hourly
Overtime over 40 hours a week
Armed guards earn a premium over unarmed, and pay runs higher in corporate settings and high-cost states than in basic retail or residential posts. Because the role is non-exempt and turnover is high, budget for overtime on night and weekend coverage, post a transparent hourly range, and treat a competitive rate as your main tool against constant churn.
Hiring a Security Guard for a Small Business
A national contract-security firm hires guards through a dedicated recruiting and compliance department. A small retail store, apartment community, self-storage site, or event venue does not, and faces three things the generic templates ignore: the templates assume a large firm, the licensing is the costliest thing to get wrong, and onboarding pulls the licensing, screening, and FLSA together. For related frontline roles, the same owner-led pattern holds, which is why hiring a custodian or a crew member shares the same challenge.
Most templates are written for national security firms; you are hiring one in-house guard
Most published security guard templates are written for large contract-security firms that staff thousands of guards and run full HR, compliance, and licensing departments. But a meaningful share of the people who actually write this posting are small businesses hiring an in-house guard directly: a retail store, a self-storage facility, an apartment or HOA community, a small warehouse or manufacturer, a car dealership, a bar, or an event venue. The owner or an office manager writes the posting, screens applicants, and handles onboarding. These templates are written for that reality: pick the version that matches your site, fill in the brackets, and post, without translating a national firm's job description down to your size.
The licensing is the part small employers get wrong, and it is the costliest mistake
Hospital-grade compliance has its own gravity, and security has the licensing version: in most states, a guard must hold a valid license, registration, or guard card before working a single shift, and the requirement does not scale down because you are small. A small employer that posts a guard role without naming the license, or that puts an unlicensed guard on a post, risks fines that run from a few hundred to many thousands of dollars per violation, and in serious cases the loss of the right to provide security at all. The templates here flag the licensing requirement directly and tell you to verify your state's rule before the first shift, which is exactly the guidance the generic template libraries leave out.
Onboarding a guard is where licensing, screening, and the FLSA all come together
Whichever template you use, the work after hiring is ordinary people operations made specific by the role: a signed offer letter with the hourly, non-exempt terms, the new-hire paperwork, verification of the state guard license or guard card, a background check and drug screen, and signed acknowledgments of post orders and use-of-force policy. FirstHR fits this people side for a small business hiring a guard: e-signature for the offer letter and policy acknowledgments, document management to store and track the guard license with renewal reminders, training modules for post orders and safety, task workflows for the pre-employment checklist, and an onboarding wizard that turns the job description into a plan. The flat monthly price suits a small employer. To be clear about scope, FirstHR is an onboarding and HR platform, not a guard-scheduling, post-management, or payroll system, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and a compliance-heavy onboarding. Because a guard cannot work a post without a valid license in most states, verifying the license and the firearm permit comes before the first shift. The paperwork comes first: the offer in writing with the hourly, non-exempt terms, the I-9 with documents verified, and the W-4 and state tax forms per the new hire paperwork guide.
Send the offer in writing
Confirm the role, the hourly pay, the non-exempt classification, the shift and any differential, and the start date in writing.
Verify the license before day one
Confirm the state guard license, registration, or guard card, and the firearm permit for armed roles, and store copies with renewal reminders.
Run the background check and screen
Complete the background check and drug screen, confirm the minimum age, and follow FCRA steps if you run your own check.
Train and store the records
Cover post orders, use-of-force policy, and safety with signed acknowledgments, and keep the I-9, tax forms, license, and training on file.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, license and permit tracking, post-orders and safety training, and the onboarding workflow in one place so a small business can manage the full process from one system. FirstHR is an onboarding and HR platform, not a guard-scheduling, post-management, or payroll tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A security guard protects people and property through patrol, monitoring, access control, and incident response, and is hourly and non-exempt under the FLSA.
Security guard and security officer usually mean the same role; the meaningful split is unarmed versus armed.
Most states require a license, registration, or guard card before the first shift, and the rules vary widely; verify yours before posting.
Armed work needs a separate firearm permit and a higher minimum age, typically 21, in every state; unarmed is the simpler, more common hire.
The federal occupation reports a median near $38,370 a year (BLS, May 2024); the role is paid hourly with high turnover.
Onboarding is where compliance gets handled: license and permit verification, background check, and post-orders training before the first shift.
Frequently Asked Questions
What does a security guard do?
A security guard protects people, property, and premises by deterring and responding to theft, vandalism, trespassing, and other problems. The core work is patrolling the site, monitoring entrances, cameras, and alarms, controlling access and checking credentials, responding to incidents, and writing clear incident and shift reports. Guards provide a visible deterrent, enforce site rules, and coordinate with law enforcement when needed. Day to day, the role varies by setting: a retail guard watches for shoplifting, a residential guard staffs a gate and patrols grounds, a corporate security officer manages a front desk and visitors, and an event guard handles entry checks and crowd control. Armed guards add the responsibility of carrying a firearm safely and lawfully. Security guards are also called security officers, and the work is hands-on, observant, and often performed on night, weekend, or rotating shifts.
What is the difference between a security guard and a security officer?
In practice, security guard and security officer usually refer to the same role and are used interchangeably. Both map to the same federal occupation, security guards, and carry similar pay and duties. Some employers use security officer to signal a more professional, customer-facing, or corporate position, such as a front-desk or lobby role, while security guard often describes patrol and deterrence work, but there is no firm legal distinction between the titles. The more meaningful split is between unarmed and armed guards, and between settings such as retail, residential, corporate, and event security, each of which shapes the duties and the schedule. When you write the posting, choose the title that fits how candidates in your area search, and match the template to the actual setting and whether the role is armed.
Do security guards need a license?
In most states, yes. The majority of states require a security guard to hold a state license, registration, or guard card before working a shift, and the requirements vary widely. California requires a BSIS guard card that begins with an 8-hour Power to Arrest and Appropriate Use of Force course before issuance and 40 hours of training in total. Texas uses a tiered system through the Department of Public Safety, with Level II for unarmed and Level III for armed officers. Florida issues a Class D license for unarmed and Class G for armed guards. New York requires an 8-hour pre-assignment course plus 16 hours of on-the-job training. A few states do not license unarmed guards individually, which puts the screening burden on the employer. Verify your state's rule before the first shift, because deploying an unlicensed guard can bring significant fines. This is general information, not legal advice.
What is the difference between an armed and an unarmed security guard?
An unarmed security guard provides a visible deterrent, monitoring, access control, and incident response without carrying a firearm, and it is the more common and far simpler hire for most small businesses. An armed security guard carries a firearm and takes on use-of-force responsibility, which requires additional firearms training and a separate state permit everywhere, plus a higher minimum age, typically 21 rather than 18. For example, California requires a BSIS Exposed Firearms Permit, Texas a Level III commissioned license, and Florida a Class G license, each on top of the base guard credential. Armed roles also pay more and demand stronger judgment and a written use-of-force policy. Most small businesses should hire an unarmed guard unless the specific site genuinely calls for an armed presence, in which case budget for the extra licensing and verify the firearm permit before the first shift. This is general information, not legal advice.
Is a security guard exempt or non-exempt under the FLSA?
A security guard is non-exempt, which means hourly and entitled to overtime for hours worked over 40 in a workweek. Department of Labor Fact Sheet #4, which covers the security guard and maintenance service industry, states that guards cover a post and are usually paid on an hourly basis, that overtime must be paid after 40 hours regardless of the method of compensation, and that the hours a guard works at more than one post in the same week must be combined for overtime purposes. Guards do not meet the executive, administrative, or professional exemption tests. The same fact sheet notes that the cost of a required uniform, gun, whistle, or belt cannot be charged to the guard in a way that reduces pay below the minimum wage. Because guards often work nights, weekends, and rotating shifts, track hours carefully and budget for overtime and any shift differentials. This is general information, not legal advice.
How much does a security guard make?
Security guards are paid hourly, with pay varying by setting, region, and whether the role is armed. The federal occupation of security guards had a median annual wage of $38,370, about $18.45 an hour, as of the May 2024 data, with the lowest 10 percent earning less than $29,800 and the highest 10 percent earning more than $59,580. Armed guards typically earn a premium over unarmed guards, often in the low $40,000s versus the mid $30,000s, reflecting the added training and responsibility. Pay also runs higher in hospitals, corporate settings, and high-cost states than in basic retail or residential posts. Security guards held about 1.3 million jobs, and while overall employment is projected to show little change through 2034, about 162,300 openings a year are projected, almost entirely from turnover. Benchmark your hourly range to your setting and local market, and post it. This is general information, not legal advice.
Do small businesses hire security guards directly?
Yes, though most guards work for large contract-security firms. A meaningful minority of guards are hired directly by small businesses: retail stores, self-storage facilities, apartment and HOA communities, small warehouses and manufacturers, car dealerships, bars and restaurants, medical and dental offices, and event venues. These sites are often small, frequently with fewer than 50 employees and no dedicated HR department, where an owner or office manager does the hiring. For these employers, the hiring and compliance work, verifying the state guard license, running the background check and drug screen, and documenting post orders and use-of-force policy, all falls on the business rather than an HR team. A small business hiring its first in-house guard is exactly the buyer who needs a compliance-aware template and a structured onboarding process, because the licensing rules are easy to miss and costly to get wrong.
What should a security guard job description include?
A strong security guard job description names the setting and the title up front, whether unarmed, armed, corporate officer, retail, residential, or event, and includes a short company overview, a job summary that captures the protect-people-and-property focus, and responsibilities grouped into patrol and deterrence, monitoring and access, incident response, and reporting and records. It should state the state licensing requirement clearly, the minimum age, 18 for unarmed and usually 21 for armed, and the background check and drug screen expectations. State the hourly, non-exempt classification, the schedule including any night or weekend shifts, and a pay range. The additions that generic templates skip are the most valuable: the state-licensing requirement and a check-your-state note, the clean armed-versus-unarmed split, the FLSA overtime language, and the post-orders and use-of-force expectations. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
