How to hire an annual greenhouse manager

How to hire an annual greenhouse manager, step by step

Here's a step-by-step annual greenhouse manager hiring guide:

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

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1. Identify your hiring needs

   The annual greenhouse manager 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 annual greenhouse manager 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 annual greenhouse manager that fits the bill.

   Here's a comparison of annual greenhouse manager salaries for various roles:

   Type of Annual Greenhouse Manager	Description	Hourly rate
   Annual Greenhouse Manager	Farmers, ranchers, and other agricultural managers operate establishments that produce crops, livestock, and dairy products.	$14-57

2. Create an ideal candidate profile

   Common skills:

   • Appeals
   • Donor Recognition
   • Donor Database
   • Donor Acquisition
   • Donor Communications
   • Communications Plan
   • Strategic Plan
   • Fundraising Campaigns
   • Donor Relationships
   • Gift Processing
   • Foundation Board
   • Financial Support

   Responsibilities:

   • Develop and manage plant propagation using hydroponic and soil systems at the college greenhouse.
   • Control application of irrigation, fertilizers, growth regulators and pesticides to follow a conservative IPM strategy that supports beneficial insects.
   • Maintain targeted print and electronic media database.

3. Make a budget

   Including a salary range in your annual greenhouse manager job description is a great way to entice the best and brightest candidates. An annual greenhouse manager salary can vary based on several factors:

   • Location. For example, annual greenhouse managers' average salary in hawaii is 56% less than in alaska.
   • Seniority. Entry-level annual greenhouse managers earn 75% less than senior-level annual greenhouse managers.
   • Certifications. An annual greenhouse manager with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an annual greenhouse manager's salary.

   Average annual greenhouse manager salary

   $60,697yearly

   $29.18 hourly rate

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   Entry-level annual greenhouse manager salary

   $30,000 yearly salary

   Updated December 17, 2025

4. Writing an annual greenhouse manager job description

   A good annual greenhouse manager 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 annual greenhouse manager job description:

   Annual greenhouse manager job description example

   The primary function of the Annual Giving Manager is to assist the Development Department through building relationships with potential donors in the University Area Community and overseeing the organization's annual giving efforts. The overall goal is to develop sustainable relationships with individuals, organizations, and corporations to help sustain the University Area CDC (UACDC). Focus on annual giving efforts that include direct mail, Give Day, digital giving platforms, and management of giving circles for stewardship to build the pipeline and base of donors.
   ESSENTIAL DUTIES AND RESPONSIBILITIES: Core duties and responsibilities include the following. Other duties may be assigned. Demonstrates understanding of the organization's mission and strategic plans. Actively solicit and cultivate relationships to generate revenue for the organization. Ability to drive new business opportunities and vendor relationships/sponsorship. Serves as an event manager and is responsible for event and production detail. Responsible for donor management and donor recognition. Focus on annual giving efforts that include direct mail, Give Day, digital giving platforms Management of giving circles for stewardship to build the pipeline and base of donors. Establishes accessible and supportive relationships with UACDC personnel, Board members and/ or guests or the organization. Coordinates for internal & external development events. Professionally represent the UACDC to a variety of audiences and interact effectively with external constituencies. Assist with calculating budgets and ensures they are adhered to. Oversee the UACDC Donor Brick Campaign. Coordinate event logistics, including registration and attendee tracking, presentation and materials support and pre/post event evaluations. Assist with Coordination and monitoring of Development timelines and ensure deadlines are met. Manages correspondences of the Development Department as needed. Keeps promotional materials ready by coordinating requirements with marketing department; inventorying stock; placing orders; verifying receipt. Attends training meetings/conferences/symposia on related topics.
   OCCASIONAL DUTIES Attend company events and external events (luncheons, galas, meetings)
   ACCOUNTABILITY Reports to Chief Development Officer
   SUPERVISORY RESPONSIBILITIES This job has supervisory responsibilities that include oversight of contractors, volunteers and interns. Requirements
   COMPETENCIES To perform the job successfully, an individual should demonstrate the following competencies: Customer Focus / Orientation Sub competencies: Customer Orientation. Sensitive & responsive to internal and external customer needs, demonstrates skills in customer service and satisfaction, maintains a positive attitude, willing to listen to customer problems & seeks solutions; stays in tune with changing needs of customers. Interpersonal Style Sub competencies: (Interpersonal Skills, Communication, Teamwork) Relates to people in an open, honest, sincere manner. Treats people with respect. Develops effective working relationships. Is friendly and approachable. Listens attentively to others. Communicates ideas clearly. Communicates appropriately with supervisor, co-workers and direct reports. Self-Management Sub competencies: Adaptability, Reliable, Dependable, Self Sufficient, And Composure: Adapts readily to changes. Works effectively under stress. Needs minimal supervision. Is comfortable working in a fast paced environment. Is reliable, dependable & results-oriented. Maintains productivity & composure under pressure. Views problems as opportunities to create new solutions Thinking Skills Sub competencies: Problem Solving & Judgment. Diagnoses problems efficiently, gathers sufficient input before making a plan of action, quickly determines source of problem, identifies information needed to solve problems, and analyzes alternative solutions. Administrative Skills Sub competencies: Detail Orientation, Planning & Organizing: Possesses ability to organize, plan and follow-through on multiple tasks, recognizes and attends to important details with accuracy and efficiency, effectively prioritizes work, establishes clear goals, tasks and plans, anticipates potential problems & analyzes alternative solutions. Technical Aptitude/Proficiency Sub competencies: Learning proficiency: Picks up technical things quickly (i.e. learning new software); is good at learning a new industry standard or practice; policy or procedure; does well in technical courses technical courses, electronic training or reading technical materials to master a software package.
   BUSINESS RELATED CONTACTS Internal and external personnel.
   QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   EDUCATION AND/OR EXPERIENCE College Degree and minimum of 6 years of experience. Prior work experience in a non-profit organization is an added plus. Relies on experience and judgment to plan and accomplish goals. Excellent computer skills including all MS Office applications (Word, Excel, Outlook, PowerPoint) and experience with data tracking software, a plus. Previous experience with event coordination and administration. Experience working in a deadline-driven environment. Attention to detail is a must. The ability to multi-task, strong problem solving ability, priority setting, organization and collaboration skills are required. Excellent proof reading and quality control skills are required, along with strong time management skills is a must.
   LANGUAGE SKILLS Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups, clients, customers, and the general public. Bilingual preferred (English/Spanish).
   MATHEMATICAL SKILLS Ability to apply mathematical concepts.
   REASONING ABILITY Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions and deal with several abstract and concrete variables. To perform this job successfully, an individual should have knowledge of Database software; Design software; Internet software; Order Processing systems; Outlook and Microsoft Office Suite, including but not limited to Spreadsheet, Presentation, relational database and Word Processing software.
   OTHER QUALIFICATIONS Participate in evening and weekend activities. Frequent local travel required. Must have reliable transportation. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to stand; walk; climb or balance; stoop, kneel, crouch, or crawl and taste or smell. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
   WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to outdoor weather conditions. The noise level in the work environment is usually moderate.
   Disclaimer: Job descriptions are not meant to be all-inclusive and the job itself is subject to change. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons.

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5. Post your job

   There are various strategies that you can use to find the right annual greenhouse manager for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your annual greenhouse manager job on Zippia to find and recruit annual greenhouse manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting annual greenhouse managers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 annual greenhouse manager

   Once you have selected a candidate for the annual greenhouse manager position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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