How to hire an account supervisor/account executive

How to hire an account supervisor/account executive, step by step

Here's a step-by-step account supervisor/account executive hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an account supervisor/account executive, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   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 account supervisor/account executive 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 account supervisor/account executive that fits the bill.

   The following list breaks down different types of account supervisors/account executive and their corresponding salaries.

   Type of Account Supervisor/Account Executive	Description	Hourly rate
   Account Supervisor/Account Executive		$19-36
   Account Manager	Account managers are employees who act as the bridge between the company they represent and the client of the company. They are assigned to handle specific clients so that the company will be able to tailor-fit any product or service according to the clients' requirements... Show more	$20-52
   Account Director	An account director is responsible for managing client accounts, monitoring budgets, and sales forecasting. Their goal is to maintain stable account management strategies, meet clients' demands, develop healthy professional partnerships that would generate revenues, increase profitability, and achieve the organization's long-term goals objectives... Show more	$39-75

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Product Launches
   • Account Executives
   • Creative Development
   • Account Management
   • Customer Complaints
   • Business Development
   • Press Releases
   • Event Planning
   • Creative Briefs
   • Customer Accounts
   • Budget Management
   • HR
   • Media Planning

   Check all skills

   Responsibilities:

   • Manage day-to-day activity of client relate projects including IP voice, MPLS infrastructures and CPE implementations in a deadline-orient high-pressure environment.
   • Research current technology and company's existing and future equipment requirements and prepare detailed ROI proposal for management team.
   • Capitalize on strong organizational and interpersonal skills to expertly manage the regional provider enrollment system for Medicare and Medicaid memberships.
   • Manage day-to-day activity of client relate projects including IP voice, MPLS infrastructures and CPE implementations in a deadline-orient high-pressure environment.

3. Make a budget

   Including a salary range in your account supervisor/account executive job description is one of the best ways to attract top talent. An account supervisor/account executive can vary based on:

   • Location. For example, account supervisors/account executive' average salary in utah is 40% less than in district of columbia.
   • Seniority. Entry-level account supervisors/account executive 46% less than senior-level account supervisors/account executive.
   • Certifications. An account supervisor/account executive 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 an account supervisor/account executive's salary.

   Average account supervisor/account executive salary

   $56,212yearly

   $27.02 hourly rate

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   Entry-level account supervisor/account executive salary

   $41,000 yearly salary

   Updated December 5, 2025

4. Writing an account supervisor/account executive job description

   A job description for an account supervisor/account executive role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an account supervisor/account executive job description:

   Account supervisor/account executive job description example

   **Overview**
   
   FleishmanHillard, a leading global communications firm, has an immediate opening for an Account Supervisor focused on executive social media to join our growing Detroit office. This position is a fantastic opportunity for a digital and social media practitioner to execute digital and social media strategies on behalf of the executive team at our large global automotive client.
   
   Driven by great work, passionate about their city, and smart in their approach, FH Detroit is home to almost 40 of the area's most talented communicators. Part of the global FH network of 80 offices, FH Detroit serves clients in the automotive, consumer goods, professional services and energy and utilities industries with fully integrated communications services including brand strategy and marketing, content and editorial development, executive positioning and reputation management, media relations and social and digital strategy and implementation. Located in the heart of downtown Detroit, this is a team that hustles harder, has fun and delivers award-winning, impactful work for some of the world's leading brands
   
   FleishmanHillard is an entrepreneurial, collaborative environment that values talented, creative people who like to work with others to create cutting-edge programs for our clients. More than 90 percent of FH clients work with teams from more than one geographic location, and across multiple practice offerings.
   
   FleishmanHillard believes a diverse team brings a wider range of personal and professional experiences and perspectives. We recognize that diversity and inclusion benefit our agency, our clients, and the communities in which we work and live. To that end, we strongly encourage applications from women, people of color, members of the LGBTQ community, veterans, and individuals with disabilities.As part of our ongoing effort to be the world's most inclusive agency, we are committed to seeking candidates who possess and demonstrate a profound interest in furthering our DE&I goals.
   
   **Responsibilities**
   
   + Create, manage and execute day-to-day social and digital deliverables for high profile c-suite executive social accounts. This includes:
   
   + Developing social strategies and content to share business news, updates, stories and executive updates
   
   + Working with executives and product and news teams to develop content and visual assets for executive social channels
   
   + Leading the review and approval processes
   
   + As needed, assistance with publishing
   
   + Collaborate with executive and client teams to define KPIs
   
   + Serve as a day-to-day client contact and manage individual work streams on program implementation and reporting.
   
   **Qualifications**
   
   + 5-7 years of experience creating and executing social media and integrated communications plans for a variety of clients, particularly with a focus on executive visibility. Agency experience is preferred but not required.
   
   + Demonstrated hands-on social media execution (community management, strategy and content development) across all platforms and communication channels, including but not limited to Twitter, Instagram, and LinkedIn.
   
   + Excellent writing and editing skills, especially in creating content and managing social channels for brands and executives on a regular basis. The ideal candidate will translate business and marketing objectives into creative and compelling copy.
   
   + Experience with social media management systems/platforms is preferred (i.e., Sprinklr, Spredfast, Percolate, Hootsuite).
   
   + Proven ability to prioritize, be assertive, self-starting and a willingness to take ownership is essential to success. This translates to strong multi-tasking skills and the ability to effectively motivate staff and clients.
   
   + Energetic, self-starter and resourceful problem solver - gets things moving and keeps them on track. High attention to detail, with the ability to manage multiple ongoing activities.
   
   + Cultivate diverse teams and contribute to an inclusive working and learning environment.
   
   **About FleishmanHillard**
   
   FleishmanHillard is part of the Omnicom Public Relations Group, a division of Omnicom Group Inc., and has more than 85 offices in 30 countries, plus affiliates in 43 countries. Our award-winning agency specializes in public relations, reputation management, public affairs, research and analytics, brand marketing, digital strategy, social engagement and content strategy. We've been named PRWeek's Global Agency of the Year and Best Places to Work; a "Standout Agency" on Advertising Age's A-List; the Human Rights Campaign's " Best Places to Work for LGBTQ Equality; and NAFE's "Top 50 Companies for Executive Women" for a decade. We're also more motivated by what we can give than what we receive, with a longstanding worldwide service commitment to support social inclusion in the communities in which we work and live. Visit us at www.fleishmanhillard.com
   
   FleishmanHillard is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sex stereotyping, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, alienage, citizenship status, sexual orientation, genetic information, or any other protected class under federal, state, or local laws.
   
   Please do not contact the office directly to apply - only resumes submitted through this website will be considered.
   
   **Job Locations** _US-MI-Detroit | US-MO-St. Louis | US-IL-Chicago | US-NY-New York | US-DC-Washington, DC_
   
   **ID** _2022-5856_
   
   **Position Function** _Public Relations_
   
   **Job Classification** _Full Time_

   Copy this example

   

5. Post your job

   There are a few common ways to find account supervisors/account executive for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your account supervisor/account executive job on Zippia to find and recruit account supervisor/account executive candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit account supervisors/account executive, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 account supervisor/account executive

   Once you've selected the best account supervisor/account executive candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new account supervisor/account executive. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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