How to hire a board of directors member

How to hire a board of directors member, step by step

Here's a step-by-step board of directors member hiring guide:

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

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1. Identify your hiring needs

   Before you post your board of directors member job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a board of directors member for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A board of directors member's background is also an important factor in determining whether they'll be a good fit for the position. For example, board of directorss member 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 board of directors member salaries for various positions.

   Type of Board Of Directors Member	Description	Hourly rate
   Board Of Directors Member	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.	$14-72
   President	Presidents are usually the highest-level executives in an organization. They oversee the whole company... Show more	$54-155
   Owner	Owners, in the most basic sense, own the business, company, or organization. They are responsible for building the business... Show more	$28-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Financial Statements
   • Non-Profit Organization
   • Oversight
   • Community Outreach
   • Governance
   • Strategic Direction
   • Strategic Plan
   • Facebook
   • Event Planning
   • Alumni
   • Fund Raising
   • Meeting Minutes
   • Business Plan
   • Finance Committee

   Check all skills

   Responsibilities:

   • Manage all association's bookkeeping on QuickBooks.
   • Manage the application and qualification process with the IRS for the organization's 501c4 tax exempt status.
   • Assume leadership of demoralize congregation and accomplish a restoration of church membership confidence and public relations within the community.
   • Interface with OSHA, IRS, CPA external auditor, commercial banks, and outside vendors.
   • Provide direct oversight of all CRM activities.
   • Research and file documents to incorporate and receive IRS non-profit status.

3. Make a budget

   Including a salary range in your board of directors member job description is one of the best ways to attract top talent. A board of directors member can vary based on:

   • Location. For example, board of directorss member' average salary in mississippi is 67% less than in new york.
   • Seniority. Entry-level board of directorss member 79% less than senior-level board of directorss member.
   • Certifications. A board of directors member 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 a board of directors member's salary.

   Average board of directors member salary

   $69,241yearly

   $33.29 hourly rate

   ---

   Entry-level board of directors member salary

   $31,000 yearly salary

   Updated January 23, 2026

4. Writing a board of directors member job description

   A good board of directors member 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 a board of directors member job description:

   Board of directors member job description example

   The largest manufacturing association in the United States is looking for a Director, Member and Board Relations responsible for the retention, growth, and engagement of its largest members and Board of Directors from a variety of manufacturing industry sectors. The ideal candidate is a highly skilled writer and communicator with a general understanding of the policy process and knowledge of legislative & regulatory issues. Reporting directly to the Vice President, Member and Board Relations, the new leader will deliver value-added service to the organization by implementing and executing member engagement strategies while upholding company values.
   
   Salary + Additional Benefits:

   • $120,000 + Commission & Bonus
   • Medical, Dental, Vision Insurance
   • Life Insurance
   • Flexible Spending Account (FSA)
   • Health Savings Account (HSA)
   • 401K - company match

   
   Location: Michigan (remote) - covering Michigan/Indiana/Kentucky region
   Type of Position: Direct Hire
   
   Responsibilities:

   • Manage, retain, and grow a $3M-plus portfolio of business. Additionally, in coordination with the VP/SVP, identify the top prospects in region and develop sales plans to engage each company and bring them into membership.
   • Clearly and effectively articulate the company’s value proposition to an executive audience both verbally and in writing.
   • Leverage deep industry and public policy knowledge to identify potential dues increase targets and membership risks as well as opportunities to engage members in sponsorship and/or issue advocacy opportunities.
   • Assess account relationships with management on a regular basis to develop a personalized membership strategy that will create the highest value for each company within the region. This includes:
     • Identify and engage the c-suite and government relations executives, and operational leaders across the company.
     • Research, understand, and remain well versed on the top issues of importance to each company.
     • Answer the question of what the company does to provide the most value for each company, citing specific examples of collaboration and assistance, advocacy advancement, and legislative, litigation, and public perception “wins”.
   • Conduct research, analyze financial information, and stay abreast of key policy and business issues of concern for members in your portfolio.
   • Work with multiple touchpoints within the company, including but not limited to the CEO, General Counsel, Head of Government Relations, Head of Communications, Head of Human Resources, etc. Continuously work with multiple levels within the member company so that transitions are managed accordingly.
   • Work effectively with internal policy, communications, legal and public affairs and mobilization, and the Manufacturing Institute to implement and execute member engagement strategies.
   • Develop a working knowledge of the industries in your region and their specific issue needs, economic outlook, and niche within your membership base.
   • Serve as the conduit between the company and each member company by successfully summarizing and communicating the needs, interests, business and policy challenges, and priorities of member companies back into the organization. Collect the necessary data and inputs from members to credibly act as the “voice of the member” during internal discussions. Find the right opportunities to engage other teams and resources in identifying and furthering the members’ interests.
   • On a quarterly basis, present your regions plan for growth, including increases, new member sales, mitigating risks, and driving additional revenue stream investment to internal leadership.
   • Recruit, develop, and involve c-suite executives to the Company Board. Work closely with these executives and communicate with them on the company’s efforts on their key priorities. In conjunction with the Board Initiatives Team and Membership Leadership, develop Board engagement plans and engage these leaders to help grow the company and their investment in it.
   • Develop and execute c-suite-level events and programming outside of Washington, DC and actively engage executives through these events.

   
   Requirements:

   • Bachelor's degree in political science or business preferred
   • A minimum of five years in public or corporate affairs, business management or high-level c-suite sales
   • Experience in association membership sales and retention as well as in developing external strategic alliances preferred
   • Must be able to engage and maintain relationships with chief executive officers of member companies and other senior management
   • Must be goal-oriented with demonstrated success in achieving growth in revenue
   • Must have a general understanding of the policy process and knowledge of legislative and regulatory issues in order to engage regularly with member companies
   • Must have a working knowledge of Association peers and competitors
   • Outstanding communication skills are essential
   • Must possess knowledge of database and spreadsheet software in addition to basic computer tools and be able to communicate adequately in writing
   • A skilled writer and communicator with demonstrated ability to synthesize information for a business audience as well as ghost-write from another’s perspective
   • Must be able to work effectively in a fast-paced, quality, and goal driven work environment

   
   Due to the high volume of applications we typically receive, we regret that we are not able to personally respond to all applications. However, if you are invited to take the next step in the process, you will typically be contacted within one week of submitting your application.

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5. Post your job

   To find board of directorss member 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 board of directorss member they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level board of directorss member 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 board of directors member job on Zippia to find and recruit board of directors member candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting board of directorss member 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 board of directors member

   Once you've selected the best board of directors member 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.

   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.

   After that, you can create an onboarding schedule for a new board of directors member. 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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