How to hire an assistant district manager

How to hire an assistant district manager, step by step

Here's a step-by-step assistant district 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 assistant district manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new assistant district manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the assistant district manager you need to hire. Certain assistant district manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 assistant district 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 assistant district manager that fits the bill.

   The following list breaks down different types of assistant district managers and their corresponding salaries.

   Type of Assistant District Manager	Description	Hourly rate
   Assistant District Manager	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$12-22
   Co-Manager	A co-manager's role is to supervise business operations and perform administrative tasks as support to a manager. One of the primary functions of a co-manager is to delegate tasks of team members and arrange schedules... Show more	$16-57
   General Manager	A general manager is responsible for handling the overall operations in the business. General managers manage the staff tasks efficiently, monitor the productivity and efficiency of the work environment, implement new strategies to improve the business performance, recognize the team's best efforts, and effective allocation of budget resources... Show more	$19-60

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Employee Development
   • Customer Service
   • Newspapers
   • Human Resources
   • Customer Satisfaction
   • Cash Control
   • Independent Contractors
   • Brand Awareness
   • ADM
   • Inventory Control
   • Retail Locations
   • Payroll
   • Store Operations
   • DOT

   Check all skills

   Responsibilities:

   • Develop and implement strategic merchandising plans to achieve revenue objectives and reduce expenditures while insuring payroll budget are achieved.
   • Train and motivate merchandisers to achieve require productivity levels and quality standards.
   • Receive merchandise in warehouse, coordinate inventory turnover and manage cleanliness and order in store.
   • Attain 92nd percentile in monthly operational KPI and quality measurements through relentless pursuit of productivity and process improvement.
   • Value by executive management team as a successful leader driven to respectfully manage teams and drive profitability of multi-unit operations.
   • Travele to stores with DM in ensure all company directives are follow up on.

3. Make a budget

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

   • Location. For example, assistant district managers' average salary in kentucky is 59% less than in new jersey.
   • Seniority. Entry-level assistant district managers earn 41% less than senior-level assistant district managers.
   • Certifications. An assistant district 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 assistant district manager's salary.

   Average assistant district manager salary

   $35,779yearly

   $17.20 hourly rate

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   Entry-level assistant district manager salary

   $27,000 yearly salary

   Updated December 19, 2025

4. Writing an assistant district manager job description

   An assistant district manager 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 assistant district manager job description:

   Assistant district manager job description example

   Start a career and Get More in Return . Jackson Hewitt offices are working hard for the hardest working, and we are on a mission to completely change the way our customers engage with their taxes. At Jackson Hewitt, you'll find work that works for you and adds up. We've got flexibility, career development opportunities, and a chance to work in your neighborhood. We've got your back, since we are one of the nation's largest retailers (nearly 6,000 locations). We have a passion for our employees and our customers. We recognize and appreciate our corporate and local office team members are our greatest assets.
   The Seasonal Assistant District Manager (ADM) is responsible to help the business from the ground up providing real business leadership development and experience as well as deep understanding of critical components of business success (recruitment/retention strategies, marketing, employee development, operations, training, profitability, team leadership). This position manages the day-to-day activities of seasonal team members assigned to approximately twenty (20) or more stores and/or kiosk locations. This role has access to and regularly requires working with information of a sensitive, highly confidential nature, and dealing with diverse matters which require a working knowledge of the business.
   
   This is an approximately 8 months, full-time seasonal role with anticipated duration of September 12, 2022 - April 28, 2023.
   
   What you'll do here:
   
   Major responsibilities of the position are listed below. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Other duties, assignments and specific projects may be assigned at the discretion of executive management.
   
   Responsible for multi-unit retail locations in the assigned district and will work in tandem with the District Manager to strategically manage district operations to maximize efficiency, increase revenue and profitability. Leads recruiting efforts, the interviewing process of seasonal employees and drives the tax education process and flow of teams, including the transition to hire process. Monitors employee performance to ensure adherence to quality standards, deadlines, and proper procedures, correcting errors, or problems, while partnering with Human Resources on training, development, complaints, and any employee relations issues. Ensures all assigned locations meet company standards including but not limited to: office set up, buildouts and breakdown, technology set up, telecommunications, office supplies and facilities maintenance. Maintains relationships with property managers and landlords, works with District Manager on necessary corrective actions. Continuously builds the business by retaining existing clients, attracting new clients, and creating positive brand awareness. Resolves client complaints or answers client questions regarding policies and procedures. Provides employees with guidance in handling difficult or complex problems or in resolving escalated complaints or disputes. Monitors GL & P&L performance and holds/voids/rejects, discount reports and productivity reports for assigned store group. Also responsible for meeting all assigned district goals including, but not limited to revenue, cash control and tax return count in assigned area.
   
   Skills you'll bring for success:
   
   Associate degree or equivalent related business experience. Course of study in management or in tax preparation and/or accounting preferred. 2 years previous management or supervisory experience required with a passion for leading and inspiring others. Entrepreneurial spirit that inspires out of the box thinking to impact business results. Tax knowledge preferred. Strong communication, interpersonal, organizational, and client service skills. Must possess reliable transportation, insurance, and a driver's license in good standing. Proficiency with a variety of computer software applications such as electronic mail, internet browser, Dayforce or other HR information system, online time-tracking, Word, and Excel preferred. Knowledge in accounting or tax preparation software preferred. Ability to sustain energy and remain available to subordinates during season including evenings and weekends. Ability to work under pressure, in a fast-paced working environment.
   
   What you'll get if you join us:
   
   Eligible for year-end annual bonus program 401k with Company Match (eligible to participate after working first 1,000 hours) Medical Low Plan with Company HSA Match (eligible to participate after working 1,500 hours annually) Teledoc (Unlimited Teledoc sessions, $13 per month to seasonal employees) Free Employee Assistance Program (EAP) Corporate discount program Flexible work schedule Free tax preparation training and PTIN registration Free tax filing services for all JH employees Professional development and continuous training Corporate discount program Expand your leadership and operational knowledge Learn from a District Manager how to best support busy retail tax locations Make a visible impact within the organization Join a fast-paced, innovative culture with an open and collaborative environment Ample opportunity to develop core and new skillsets and have a stake in your own success Opportunities for advancement within the organization Join a great organization that cares about its employees!
   
   We appreciate your interest in Jackson Hewitt Tax Service. Jackson Hewitt Tax Service is an equal employment opportunity employer. The Company's policy is not to discriminate against any applicant or employee based on race, color, sex, religion, national origin, age (40 and over), disability, gender identity, sexual orientation, or any other basis protected by applicable federal, state, or local laws. Jackson Hewitt Tax Service also prohibits harassment of applicants or employees based on any of these protected categories. It is also Jackson Hewitt Tax Service's policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions.
   Other details
   Job Family COO, Real Estate, Sales, Learning Pay Type Salary Employment Indicator Seasonal

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right assistant district 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 assistant district manager job on Zippia to find and recruit assistant district manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting assistant district 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 assistant district manager

   Once you've decided on a perfect assistant district manager candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new assistant district manager. 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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