How to hire an academic director

How to hire an academic director, step by step

Here's a step-by-step academic director hiring guide:

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

What does an academic director do?

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1. Identify your hiring needs

   The academic director 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

   You should also consider the ideal background you'd like them an academic director 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 an academic director that fits the bill.

   This list shows salaries for various types of academic directors.

   Type of Academic Director	Description	Hourly rate
   Academic Director	Postsecondary education administrators oversee student services, academics, and faculty research at colleges and universities. Their job duties vary depending on the area of the college they manage, such as admissions, student life, or the office of the registrar.	$37-91
   Dean	A dean is responsible for overseeing the educational operations of the assigned department, enforcing school policies, and monitoring the students' progress by coordinating with the teachers and setting up procedures to improve teaching methods. Deans administer educational training and programs for the students, as well as extra-curricular activities to develop the students' social behavior, maximize their potentials, and increase their self-confidence... Show more	$23-72
   Registrar	A registrar's role is to process and maintain accurate records within an institution or establishment. They are the main point of communication to obtain various kinds of information... Show more	$13-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Professional Development
   • Curriculum Development
   • Student Performance
   • Academic Programs
   • Staff Development
   • Academic Support
   • Colleges
   • Program Directors
   • Student Affairs
   • Mathematics
   • Educational Programs
   • ESL
   • Strategic Plan
   • Academic Performance

   Check all skills

   Responsibilities:

   • Manage and track individual sorority members monthly study hour requirements.
   • Devise process improvements that lead increased operational efficiency and persistence.
   • Lead project management team in development/execution of conferences and enduring CME -accredite programs.
   • Help in various fund raising activities for PTA
   • Develop and teach public lands policy seminar.
   • Provide advocacy services in attendance at local IEP meetings.

   More academic director duties

3. Make a budget

   Including a salary range in the academic director job description is a good way to get more applicants. An academic director salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an academic director in Oklahoma may be lower than in Oregon, and an entry-level engineer typically earns less than a senior-level academic director. Additionally, an academic director with lots of experience in the field may command a higher salary as a result.

   Average academic director salary

   $122,669yearly

   $58.98 hourly rate

   ---

   Entry-level academic director salary

   $78,000 yearly salary

   Updated December 14, 2025

   Average academic director salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$150,093	$72
   2	District of Columbia	$131,717	$63
   3	Colorado	$127,608	$61
   4	Arizona	$125,596	$60
   5	New York	$124,047	$60
   6	Illinois	$123,086	$59
   7	Massachusetts	$120,572	$58
   8	Ohio	$115,288	$55
   9	Vermont	$109,403	$53
   10	Michigan	$108,809	$52
   11	Rhode Island	$108,490	$52
   12	Minnesota	$106,983	$51
   13	Wisconsin	$106,808	$51
   14	Louisiana	$105,913	$51
   15	North Carolina	$104,821	$50
   16	Georgia	$101,563	$49
   17	Texas	$95,887	$46
   18	Nebraska	$91,142	$44
   19	Arkansas	$86,964	$42
   20	South Carolina	$86,825	$42

   Average academic director salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Emory Healthcare	$145,011	$69.72	2
   2	Explore Schools	$134,078	$64.46	4
   3	New York University	$128,370	$61.72	1
   4	New York Institute of Technology	$119,865	$57.63	5
   5	Princeton University	$116,926	$56.21
   6	Touro College	$115,208	$55.39	3
   7	Atrium Health Floyd	$111,885	$53.79	1
   8	Inver Hills Community College	$110,682	$53.21	1
   9	Columbia University in the City of New York	$104,397	$50.19	7
   10	University of Michigan	$103,500	$49.76	1
   11	Saint Xavier University	$102,589	$49.32	2
   12	Emory University	$101,445	$48.77	1
   13	Texas State Teachers Association	$98,230	$47.23	6
   14	University of California-Berkeley	$96,111	$46.21
   15	Brown University	$95,918	$46.11	1
   16	Georgetown University	$95,517	$45.92	4
   17	The Ohio State University	$93,581	$44.99	1
   18	The City University of New York	$88,958	$42.77	22
   19	University of Rochester	$83,425	$40.11	4
   20	Southern Methodist University	$79,845	$38.39	1

4. Writing an academic director job description

   A good academic director job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an academic director job description:

   Academic director job description example

   **School of Law, Stanford, California, United States**
   
   Student Services
   
   Post Date Mar 07, 2022
   
   Requisition # 93518
   
   The Director of Academic Success will promote the academic success of Stanford Law students in all cycles of the student experience, from matriculation, throughout law school, and as they prepare to enter the legal profession. This newly created position presents an opportunity to conceptualize and build an academic skills program from the ground up. Reporting to the Associate Dean for Student Affairs, this position will be situated in the Office of Student Affairs (OSA). This position will join a collaborative team that partners on the many projects designed to support our diverse student population and will work in collaboration with the Director of Legal Research & Writing, the Associate Dean for Diversity, Equity and Inclusion, the Associate Dean for Curriculum, and of course the OSA team.
   
   The successful candidate will have a deep commitment to cultural humility and equity. They will be able to showcase a history of working across diverse identities (including but not limited to race, gender, sexuality, and ability status) and demonstrate their commitment to inclusivity. The candidate will have a working understanding of the strengths of diverse students as well as an awareness of the role that systems play in privileging certain groups of students while marginalizing others.
   
   Qualified applicants should submit a CV and a cover letter that specifically addresses their contributions to the work of diversity, equity, and inclusion, as well as their commitment to life-long learning and excellence in an academic setting.
   
   _Note: Not all unique aspects of the job are covered by this job description_
   
   **CORE DUTIES*:**
   
   + Manage the academic support and bar advising programs at SLS.
   
   + Engage in critical analysis of student and program concerns to resolve substantial issues which may span multiple areas, using advanced professional knowledge.
   
   + Analyze and develop report requirements, portals and student facing communications. Develop a comprehensive communication strategy for informing students about bar requirements and the application process;
   
   + Develop and implement comprehensive programming for students; analyze their effectiveness, and make strategic recommendations for future programs.
   
   + Interpret and implement university policy related to academic policies; oversee the implementation of policies and practices for the law school's student population.
   
   + Provide direct advice to students on a range of issues including, but not limited to, academic program policies, requirements for sitting for the bar exam, etc., in order to assist them in making appropriate choices and decisions.
   
   + Provide consulting advice to internal and external organizations; act as subject matter expert on student success.
   
   + Collaborate with the Director of Legal Research & Writing, Associate Dean for Student Affairs, Associate Dean for Curriculum, Associate Dean for Diversity & Inclusion, and the Associate Dean for Academic Affairs.
   
   + Provide individual academic counseling to students as they make course selections, including Advanced Degree students who must take courses that satisfy specific bar requirements;
   
   + Research and remain up to date on current California and New York bar requirements;
   
   + Develop a comprehensive communication strategy for informing students about the bar requirements and application process;
   
   _* Other duties may also be assigned_
   
   **MINIMUM REQUIREMENTS:**
   
   **Education & Experience:**
   
   + Bachelor's degree and five years of relevant experience, or combination of education and relevant experience. A J.D. from an ABA-accredited law school and a record of academic and extracurricular success in law school, strongly preferred.
   
   **Knowledge, Skills and Abilities:**
   
   + Advanced communication skills to clearly and effectively communicate information to internal and external audiences;
   
   + Strong analytical and problem solving skills to review and analyze complex information.
   
   + Advanced computer skills, including experience with Microsoft Office Suite;
   
   + Advanced customer service skills.
   
   + Relevant computer systems/technology experience.
   
   + Ability to ensure and apply compliance with legal, financial, and university policies and external regulations.
   
   **PREFERRED REQUIREMENTS:**
   
   Strong preference will be given to candidates with the following qualifications and experience:
   
   + Admission to a state bar;
   
   + A minimum of two years' experience in law practice and/or law teaching with a focus on legal writing and analysis.
   
   + Experience in academic support/skills programs at the law-school level.
   
   + Familiarity with the subjects tested on and the format of the California and Uniform Bar Exams;
   
   + The ability to think imaginatively and critically about techniques to improve law students' academic development, and to design, implement, and manage innovative programs to promote that development;
   
   + The ability to handle confidential information and exhibit good judgment in working with students, faculty, and staff;
   
   + A strong understanding of the conceptual frameworks of growth mindset, stereotype threat, and belonging;
   
   + The ability to work collaboratively with a diverse population of students, faculty, and administrators; and
   
   + The ability to juggle multiple competing priorities and meet firm deadlines.
   
   _Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job._
   
   Stanford Law School seeks to hire the best talent and to promote a safe and secure environment for all members of the university community and its property. To that end, new staff hires must successfully pass a background check prior to starting work at Stanford University.
   
   Stanford is an equal employment opportunity and affirmative action employer.
   
   Additional Information
   
   + **Schedule: Full-time**
   
   + **Job Code: 7503**
   
   + **Employee Status: Regular**
   
   + **Grade: I**
   

   Copy this example

   

5. Post your job

   To find the right academic director for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with academic directors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit academic directors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your academic director job on Zippia to find and attract quality academic director candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with academic director candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 academic director

   Once you've found the academic director candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   Once that's done, you can draft an onboarding schedule for the new academic director. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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