How to hire an assistant manager & visual manager

How to hire an assistant manager & visual manager, step by step

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

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1. Identify your hiring needs

   Before you start hiring an assistant manager & visual manager, 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 assistant manager & visual 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 manager & visual manager that fits the bill.

   Here's a comparison of assistant manager & visual manager salaries for various roles:

   Type of Assistant Manager & Visual Manager	Description	Hourly rate
   Assistant Manager & Visual Manager		$25-71
   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
   Floor Manager	A floor manager is responsible for supervising the general operations of a specific department in an organization. Floor manager tasks include assisting customers, ensuring prompt resolution of clients' inquiries, distributing tasks to the staff, and monitoring the employees' performance... Show more	$15-27

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Floor
   • Payroll
   • Store Sales
   • Loss Prevention
   • Visual Standards
   • Sales Reports
   • Store Operations
   • Customer Service
   • Visual Displays
   • Product Placement
   • Visual Aspects
   • Sales Associates
   • Visual Presentation
   • Store Management

   Check all skills

   Responsibilities:

   • Partner in managing operations of multiple retail outlets, including hiring, performance management, scheduling, and merchandising management.
   • Train employees in processing POS transactions for cash, check, and credit/debit/gift cards.
   • Conduct geotechnical and geological investigations and mineral resource evaluations for commercial, industrial and governmental clients using the above-mentioned drilling techniques.
   • Conduct geotechnical and geological investigations and mineral resource evaluations for commercial, industrial and governmental clients using the above-mentioned drilling techniques.

3. Make a budget

   Including a salary range in your assistant manager & visual manager job description is one of the best ways to attract top talent. An assistant manager & visual manager can vary based on:

   • Location. For example, assistant manager & visual managers' average salary in hawaii is 49% less than in rhode island.
   • Seniority. Entry-level assistant manager & visual managers 64% less than senior-level assistant manager & visual managers.
   • Certifications. An assistant manager & visual manager 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 assistant manager & visual manager's salary.

   Average assistant manager & visual manager salary

   $89,314yearly

   $42.94 hourly rate

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   Entry-level assistant manager & visual manager salary

   $53,000 yearly salary

   Updated December 14, 2025

4. Writing an assistant manager & visual manager job description

   An assistant manager & visual 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. To help get you started, here's an example of an assistant manager & visual manager job description:

   Assistant manager & visual manager job description example

   In collaboration with the store team, the Assistant Visual Manager supports the selling, service, and operations of the store with an emphasis on merchandising and display to create an inspiring and dynamic visual experience for the customer.
   Brand Experience
   
   * Influence: acts as a brand ambassador and reflects the company values; partners with the leadership team on the creation of an engaging visual experience that appeals to the FP customer
   * Customer Experience: involves entire team in selling and visual initiatives that enhance the customer experience; encourages employees to build lasting relationships through personalized service, product recommendations, and connecting with the customer in an authentic way
   * Lead Change & Innovation: takes a forward-thinking approach to the customer experience through in-store marketing, merchandising, display, and outfitting to create a compelling store environment
   
   Leadership + Team Management
   
   * Develop & Coach: trains the team on store processes, merchandise placement, and standards; provides timely and specific employee feedback to create a culture of action and accountability
   * Lead by Example: participates as the manager-on-duty by driving engagement in each zone through communication, adaptability, and fostering a collaborative selling environment; exhibits strong decision-making and multi-tasking capabilities
   * Invest in Talent: supports the Store Brand Leader in recruiting, hiring, and retaining top talent to build bench for the store; facilitates thoughtful onboarding for all new hires to drive a strong brand, customer and store connection
   
   Visual + Business Operations
   
   * Manage Operations: takes an active role in daily operating processes through payroll management and adapting the zone and visual support to the needs of the business
   * Store Environment: manages the visual direction from planning through execution to meet company expectations, budgets, and timeline; utilizes reporting tools to identify business opportunities with product placement, outfitting, and stock levels
   * Product Flow: drives an effective shipment and omni process to prioritize getting product to the customer; takes a forward-thinking approach to make a strategic plan for execution and recovery of sell through and markdowns
   * Awareness: adheres to store's safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
   
   Communication + Relationships
   
   * Store Community: leads with an inclusive and people-first philosophy; engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
   * Communication: stays current and responds to interoffice communication while ensuring important company information reaches all levels of the team; facilitates the sharing of product knowledge, current trends, visual priorities, and brand messaging through daily meetings with the team
   * Provide Meaningful Feedback: provides global product and visual feedback to Store Brand Leader and District Brand Leader; submits store environment photos to highlight merchandising and display updates
   * Collaboration: fosters a culture of strong communication and teamwork in order to ensure a balance of operational and visual priorities and to facilitate problem-solving
   
   The above information has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.

   Copy this example

   

5. Post your job

   There are a few common ways to find assistant manager & visual managers 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 assistant manager & visual manager job on Zippia to find and attract quality assistant manager & visual manager candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Recruiting assistant manager & visual 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.

   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 assistant manager & visual manager

   Once you have selected a candidate for the assistant manager & visual 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.

   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.

   To prepare for the new assistant manager & visual manager first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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