How to hire an area vice president

How to hire an area vice president, step by step

Here's a step-by-step area vice president hiring guide:

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

What does an area vice president do?

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1. Identify your hiring needs

   The area vice president 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 area vice president 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 area vice president that fits the bill.

   This list presents area vice president salaries for various positions.

   Type of Area Vice President	Description	Hourly rate
   Area Vice President	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$42-112
   Business Director	Business directors are responsible for overseeing the development of an organization's business goals and objectives. They typically work to increase business revenue, identify and develop business opportunities, and expand the company's presence and its brands... Show more	$41-85
   Director Of Sales And Operations	Directors of Sales and Operations are executives who oversee the performance of the company. They set the strategic direction for the company's sales force... Show more	$48-90

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Satisfaction
   • Healthcare
   • AVP
   • Account Management
   • Human Resources
   • Enterprise Sales
   • Home Health
   • CRM
   • Business Plan
   • Oversight
   • Business Development
   • Patient Care
   • Account Executives
   • Sales Strategy

   Check all skills

   Responsibilities:

   • Manage all RFP's, proposals, contracts, and local negotiate accounts.
   • Manage personnel issues, provide ongoing oversight for training and mentoring, make final decisions on the hiring of management staff.
   • Establish and manage the mid-Atlantic regional office of a privately own legal education company that provide educational services to law students.
   • Focuse on selling hematology, chemistry, immunoassay and drug-testing analyzers, as well as reagents.
   • Assist in kick-off of new products, collecting and distributing samples, providing pricing and POS materials to distributor sales teams.
   • Provide and administer cardiac markers, immunoassay and molecular diagnostic assays solutions.

   More area vice president duties

3. Make a budget

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

   • Location. For example, area vice presidents' average salary in hawaii is 41% less than in pennsylvania.
   • Seniority. Entry-level area vice presidents earn 62% less than senior-level area vice presidents.
   • Certifications. An area vice president 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 area vice president's salary.

   Average area vice president salary

   $144,853yearly

   $69.64 hourly rate

   ---

   Entry-level area vice president salary

   $89,000 yearly salary

   Updated December 19, 2025

   Average area vice president salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Pennsylvania	$180,737	$87
   2	North Dakota	$174,837	$84
   3	New Jersey	$168,255	$81
   4	North Carolina	$167,610	$81
   5	District of Columbia	$161,457	$78
   6	Missouri	$158,445	$76
   7	California	$158,227	$76
   8	Utah	$154,073	$74
   9	Illinois	$153,463	$74
   10	Nevada	$153,180	$74
   11	Virginia	$152,150	$73
   12	Georgia	$150,078	$72
   13	Washington	$149,627	$72
   14	Maryland	$146,889	$71
   15	Colorado	$145,183	$70
   16	Oregon	$143,471	$69
   17	Texas	$142,890	$69
   18	Minnesota	$142,784	$69
   19	New York	$141,074	$68
   20	Massachusetts	$137,856	$66

   Average area vice president salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Cisco	$191,015	$91.83	1
   2	Okta	$185,058	$88.97	17
   3	Macy's	$180,872	$86.96	6
   4	DocuSign	$179,527	$86.31	3
   5	UiPath	$172,719	$83.04	3
   6	JPMorgan Chase & Co.	$169,655	$81.56	1,167
   7	Oracle	$167,677	$80.61	108
   8	Reliant Rehabilitation	$166,344	$79.97
   9	InterCall	$165,412	$79.53
   10	ServiceNow	$162,979	$78.36	20
   11	ExtraHop	$162,403	$78.08	1
   12	Vonage	$162,228	$77.99
   13	iHeartMedia	$157,320	$75.63	38
   14	Sysco	$157,015	$75.49	34
   15	Lt Engineering	$156,914	$75.44
   16	WestRock	$152,557	$73.34	2
   17	Maxim Healthcare Group	$152,486	$73.31
   18	Metso	$152,063	$73.11
   19	Bloomingdale's	$151,674	$72.92
   20	Salesforce	$151,651	$72.91	63

4. Writing an area vice president job description

   An area vice president job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an area vice president job description:

   Area vice president job description example

   The JPM Global Private Bank Web Data Analytic and Tagging Product Owner serves as the subject matter expert in digital analytics, tagging, lead conversion measurement, and dashboard reporting. The role will providing strategic guidance for analytic needs across Private Bank's Digital to produce measurable, scalable and actionable results. The Product Owner will also partner closely with agencies, marketing partners, and internal MarTech team to establish data and tagging governance, deliver insight and understanding of visitor behavior, measure the success of digital channels, and drive strategic business decisions.
   Principal Responsibilities
   Product ownership of web analytics including Manage web analytics related inputs and outputs (tagging, campaign tracking, Data Warehouse) and related enablement systems (data layer, Adobe Launch). Define, implement, and manage tagging and analytics quality assurance, testing activities and tagging standard to ensure accurate, consistence and efficient data collection. Monitor and report regarding campaigns and marketing channels performance and trends. Ability to uncover, translate, and articulate data and analytics insight into actionable recommendation. Collaborate with agency, media teams and other cross-functional stakeholders to set campaign objectives and ensure web analytics and tagging are in place for proper measurement. Ability to create holistic dashboards from various data sources and marketing channels. Manage and organize all digital analytics reports and workspaces within Adobe Analytics. Partnering directly with product owners of other tools within the MarTech stack to ensure a holistic view of the capabilities solution to support all marketing efforts. Passionate about data integrity with keen attention to accuracy and detail. Ability to validate and debug tag and analytics implementation issue. Maintain tagging and analytic related technical and data documentation. Strong service-orientated attitude across stakeholder groups. Stay up-to-date on the latest trends in digital marketing and analytics.
   Experiences
   Experiences with Adobe Analytics and Launch/Tealium or equivalence technology. Experience with site optimization to lift visitor engagement and lead conversion. Strong understanding of digital, web technology best practices and trends in data and analytic. Understanding of SEO/SEM, digital marketing and advertising ecosystem. Technical knowledge of front-end web development experience (JavaScript, CSS, HTML) Working knowledge of Agile practices and ceremonies Knowledge of Confluence and JIRA Knowledge of and/or experience in the financial services industry is a plus. Ability to balance multiple priorities and meet deadlines. Ability to work successfully and efficiently both independently and as part of a team.
   
   JPMorgan Chase & Co., one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.
   
   We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.
   
   The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.
   
   As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. Employees are expected to follow the Firm's current COVID-19 or other infectious disease health and safety requirements, including local requirements. Requirements include sharing information including your vaccine card in the firm's vaccine record tool, and may include mask wearing. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests as required by applicable law.
   
   Equal Opportunity Employer/Disability/Veterans

   Copy this example

   

5. Post your job

   To find area vice presidents for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any area vice presidents they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level area vice presidents with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your area vice president job on Zippia to find and recruit area vice president 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 area vice presidents, 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 area vice president

   Once you have selected a candidate for the area vice president 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.

   After that, you can create an onboarding schedule for a new area vice president. 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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