How to hire an audio/visual manager

How to hire an audio/visual manager, step by step

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

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1. Identify your hiring needs

   The audio/visual 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

   An audio/visual manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, audio/visual managers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents audio/visual manager salaries for various positions.

   Type of Audio/Visual Manager	Description	Hourly rate
   Audio/Visual Manager	Broadcast and sound engineering technicians set up, operate, and maintain the electrical equipment for radio programs, television broadcasts, concerts, sound recordings, and movies.	$20-38
   Stage Technician	A stage technician is part of the production and technical side of a stage play performance. The stage technician's job is to work alongside the floor director and the props team in the set up of the stage before a performance and packing it up afterward... Show more	$12-27
   Light Technician	A light technician is responsible for controlling and setting up all the needed lighting production equipment used in a show or concert. This person acts as an assistant to the lighting engineer or designer who controls and determines what needs to be developed and enhanced... Show more	$13-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Audio Visual Systems
   • Audio Visual Equipment
   • Video Equipment
   • Digital Signage
   • Technical Support
   • Customer Satisfaction
   • Projection
   • Visual Support
   • Video Conferencing
   • Troubleshoot
   • Control Systems
   • Meeting Rooms
   • Audio Visual
   • Event Planning

   Check all skills

   Responsibilities:

   • Manage the weekly CD and DVD duplication order system.
   • Manage all security and facilities/grounds maintenance in addition to project management of recent and ongoing expansion efforts.
   • Assemble, test, inspect and troubleshoot equipment to ensure it operates correctly.
   • Coordinate with engineers and project management for the installation of corporate conference rooms and presentation systems including AMX and Crestron controls.
   • Install, adjust and operate electronic equipment to record, edit and transmit video conferencing and multimedia presentations.
   • Manage and maintain the wireless system, network, servers, and desktop PCs.

3. Make a budget

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

   • Location. For example, audio/visual managers' average salary in kentucky is 49% less than in california.
   • Seniority. Entry-level audio/visual managers 46% less than senior-level audio/visual managers.
   • Certifications. An audio/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 audio/visual manager's salary.

   Average audio/visual manager salary

   $59,090yearly

   $28.41 hourly rate

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   Entry-level audio/visual manager salary

   $43,000 yearly salary

   Updated January 20, 2026

4. Writing an audio/visual manager job description

   An audio/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. Below, you can find an example of an audio/visual manager job description:

   Audio/visual manager job description example

   SUMMARY: The Audio/Video Manager is responsible for providing the day-to-day management of the audio/video staff to insure quality and timely installation and support of digital audio/video recording systems. The position reports to the Director of A/V and encompasses A/V installations, project management, research and evaluation of new products and technologies, training, and in-house and customer support responsibilities.
   
   ESSENTIAL DUTIES AND RESPONSIBILITIES: Primary duties and responsibilities include, but are not limited to the following.
   
   * Direct responsibility for selecting and purchasing all audio visual equipment for multiple locations within a region
   
   * Supervising all facilities managers on installation, implementation and maintenance of all audio visual equipment within multiple locations in a region.
   
   * Maintenance of equipment, repair, installation of audio and video systems, wiring and mounting of all equipment.
   * Travel independently in a defined region routinely, or travel nationally as business needs dictate
   * Work with multiple local, regional and district managers and will require working closely with our operations team.
   * Collaborate with operations and support teams to provide direction/support, streamline processes, improve efficiencies, and enhance the overall user experience
   * Provide after hours and/or weekend or holiday support (unscheduled support), as business needs arise.
   * Strong communication skills.
   
   SUPERVISORY RESPONSIBILITIES: Audio/Visual Technicians and Facility Managers with installation and maintenance.
   
   QUALIFICATIONS: Audio/Visual Managers possess an understanding of audio, video and control flow, computers and router/wireless networking, calibrating projectors and TVs, control and video distribution, and DSP programing skills.
   
   Audio/Visual Manager should be familiar with (installing and programing) Crestron, AMX, Extron, Control4, URC system, NeoPro, Kramer, Knox Video and Shinybow Video Matrix, Harman and BiAmp audio systems: DBX, BSS, and NEXIA.
   
   A/V Manager should also be familiar with Chief projector mounts and Peerless projector mounts (installation), Da-lite and Draper projector screens products. (Installing and programing), Samsung, LG, Sharp, Toshiba and Haier TVs IP/IR and RS-232 commands. (Installation and programing), JBL and QSC speakers and amplifiers (Installing, programing and adjusting.), Casio Projectors (installing, programing and adjusting) and CAT5e, CAT6 shielded/unshielded soldering and terminations.
   
   AV Manager must be willing to climb on 14' ladder and perform speaker, projector and screen installation as well as wiring.
   
   WORK HOURS: Candidate must be willing to work early AM hours or overnights and weekends. This is per projects. When we do open center upgrade we usually work at night or early AM.
   
   EDUCATION AND/OR EXPERIENCE: All Audio Visual and network equipment GOOD Troubleshooting skills, Programing skills, MS Office/VISIO, AutoCad and SMAART software experience. As well as Grounding experience.
   
   WORK ENVIRONMENT/PHYSICAL DEMANDS: General office environment where you will walk, bend and stand for periods of time.

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5. Post your job

   To find the right audio/visual manager for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with audio/visual managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit audio/visual managers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting audio/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.

   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 audio/visual manager

   Once you've selected the best audio/visual manager 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 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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