How to hire a chief strategy officer

How to hire a chief strategy officer, step by step

Here's a step-by-step chief strategy officer hiring guide:

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

What does a chief strategy officer do?

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1. Identify your hiring needs

   Before you start hiring a chief strategy officer, 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

   A chief strategy officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, chief strategy officers 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 chief strategy officer salaries for various positions.

   Type of Chief Strategy Officer	Description	Hourly rate
   Chief Strategy Officer	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.	$49-123
   Owner/Manager	Owners/managers are responsible for establishing a business and managing the operations once the business is running. They plan and make sure that the company has adequate financing... Show more	$21-62
   Managing Director	A Managing Director oversees workflow and progress, making sure that all operations align within the company or organization's mission or set of goals. They are responsible for crafting strategies, devising effective business plans, and executing guidelines that would nurture a company's growth, and as well as to be the driving force that would direct employees to the company's objectives... Show more	$34-112

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Business Development
   • CSO
   • Strategic Vision
   • Brand Marketing
   • Business Plan
   • Strategy Development
   • Sales Strategy
   • Product Development
   • Strategic Direction
   • Brand Management
   • Financial Analysis
   • Strategic Thinking
   • Strategic Priorities
   • Business Strategy

   Check all skills

   Responsibilities:

   • Establish and manage SLA process.
   • Manage PPC, SEM and affiliate marketing goals, objectives and strategies.
   • Lead rebranding and comprehensive redesign of website, print and booth assets.
   • Manage web content and social media guidelines in alignment with e-marketing strategy and SEM priorities.
   • Upgrade and manage organization VoIP phone system with 8x8 both internally and for remote employees through virtual desktop.
   • Manage creation of strategic business and marketing plans for B2B and B2C companies in various industries and markets.

   More chief strategy officer duties

3. Make a budget

   Including a salary range in the chief strategy officer job description is a good way to get more applicants. A chief strategy officer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a chief strategy officer in Mississippi may be lower than in Alaska, and an entry-level engineer typically earns less than a senior-level chief strategy officer. Additionally, a chief strategy officer with lots of experience in the field may command a higher salary as a result.

   Average chief strategy officer salary

   $163,192yearly

   $78.46 hourly rate

   ---

   Entry-level chief strategy officer salary

   $103,000 yearly salary

   Updated December 16, 2025

   Average chief strategy officer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$199,154	$96
   2	California	$190,705	$92
   3	Texas	$181,529	$87
   4	New Jersey	$176,831	$85
   5	Nevada	$174,727	$84
   6	District of Columbia	$172,596	$83
   7	Pennsylvania	$171,152	$82
   8	Washington	$170,194	$82
   9	Rhode Island	$168,596	$81
   10	Indiana	$163,912	$79
   11	Minnesota	$155,853	$75
   12	Illinois	$151,635	$73
   13	Alabama	$150,977	$73
   14	Arizona	$147,557	$71
   15	Missouri	$145,433	$70
   16	Oregon	$144,115	$69
   17	Massachusetts	$142,561	$69
   18	Georgia	$131,057	$63
   19	Louisiana	$130,793	$63
   20	Oklahoma	$125,541	$60

   Average chief strategy officer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Norton Rose Fulbright	$225,888	$108.60
   2	Sanofi US	$221,510	$106.50	13
   3	Nexius	$196,478	$94.46
   4	West Tennessee Healthcare	$195,723	$94.10
   5	Mediaspectrum	$191,195	$91.92
   6	Draftfcb	$187,147	$89.97
   7	Ascension Michigan	$186,254	$89.55	76
   8	SADA	$185,021	$88.95
   9	Nuro	$184,775	$88.83	1
   10	B-Yond	$184,679	$88.79
   11	Coates Group	$183,594	$88.27
   12	Citi	$183,356	$88.15	192
   13	Blast It	$183,207	$88.08
   14	The Independent Traveler	$183,191	$88.07	9
   15	California State Association of Counties	$183,069	$88.01	59
   16	*n/a*	$183,024	$87.99	5
   17	Knotel, Inc.	$182,917	$87.94
   18	Unity Health Care	$181,958	$87.48
   19	McKinsey & Company Inc	$181,064	$87.05
   20	Clearpool Group	$180,478	$86.77

4. Writing a chief strategy officer job description

   A chief strategy officer 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 a chief strategy officer job description:

   Chief strategy officer job description example

   About Mastery:
   
   We believe educational inequity is the most pressing social problem facing our country and the civil rights issue of our day. Mastery exists to help solve this problem. Our ultimate goal is to create a model urban school district that serves all students with excellence. We are organized around one driving mission: All students learn the academic and personal skills they need to be truly prepared for postsecondary success and able to pursue their dreams. To fulfill this mission, we attend to the whole child - academically and emotionally - matching high expectations for students with high levels of support.
   
   Mastery Charter Schools is a nonprofit network of more than 24 schools serving over 14,000 students in Philadelphia and Camden. We are the largest turnaround school operator in the nation and have been lauded by President Obama and the US Department of Education for our ability to dramatically boost academic achievement in historically low-performing schools.
   
   We know neighborhood schools matter, all students deserve access to a great education, and the people in our buildings can grow and develop sustainably to make the biggest impact possible in this work.
   
   Mastery's Equity Vision:
   
   We believe that diversity, equity, and inclusion are essential to achieving our mission.
   
   We strive to be an anti-racist school district that eliminates the inequities in academic achievement that limit our students' choices; that cultivates classrooms where every student is affirmed, supported, and held to high expectations; and that nurtures a diverse organization where students, staff, and families are valued, respected, and included.
   
   Position Summary:
   Mastery Charter School is seeking a Chief of External Strategy (CES) to support their mission and lead the creation and execution of strategies to manage Mastery's external environment. Reporting to the CEO, the CES is a key member of the executive leadership team focused on building a high-performing organization that serves as a model for school districts serving low-income communities of color. The CES will craft and execute a political strategy at the state, city, and school district levels in both Philadelphia and Camden through leveraging personal relationships, coalition building, partnerships with local CDC and advocacy groups, public relations, and parent advocacy. Mastery has a 5-person organizing team that has nurtured and supported parent leadership groups at each of our 24 schools. The CES will manage the Sr. Director of the Parent Advocacy team that leads the organizing team. Depending on the candidates' experience and interest, the role could expand in the future to include supervision of the Development and/or communications functions.. This is a high-impact position within the organization and a high-profile position to external constituencies. Accordingly, an exceptional strategic mind, outstanding relationship skills, successful political/advocacy experience, and grassroots organizing expertise are prerequisites for this role
   Responsibilities:Develop & Execute External Strategy : The CES will develop and manage an overarching external relations strategy designed to engage key constituencies and policymakers to ensure state and local school district policies are supportive of Mastery's work. Mastery's Philadelphia charters are granted by the School District of Philadelphia, but much of the funding and charter policies originate at the state level. In Camden, Mastery is directly accountable to the NJ Department of Education but also relies on the Camden School District and local school board for a variety of services. As a result, the web of relationships and power bases Mastery must navigate includes a wide and diverse range of state, district, and community leaders. This work will include: Support & Coordinate Parent Advocacy : A primary driver of Mastery's external strategy are their parent leaders. The CES will supervise a Senior Director of Parent Advocacy and their team of four organizers. The team supports parents working on issues in their communities and schools as well as broader public policies that impact Mastery's mission. Mastery parent leaders are frequent visitors to state and local politicians' offices. Build & Nurture Diverse Web of Relationships & Partnerships: Both because of Mastery's neighborhood school focus and the need for a broad range of allies, a key driver of Mastery's external strategy is building a diverse and deep range of relationships with key individuals and institutions. This means building relationships with key power brokers at the state, city, and district levels as well as with local community leaders, non-profits, and faith organizations. Ideally, Mastery is building close relationships with organizations and individuals who support its work while opening lines of communication with those who don't. Mastery has a range of natural allies and partners in community development organizations and racial and social justice advocates. Through partnerships of mutual self-interests, the CES will build political coalitions that cross traditional anti- and pro-charter lines. Leverage Money and Power: The CES will build and leverage relationships with local politicians, power brokers, and Mastery board members in service of its political strategy. The CES will also organize and leverage the political contributions of board members and supporters to support our political strategy. Public Relations and Communications: The CES will represent Mastery at public forums and proactively influence key stakeholders via a comprehensive communications strategy which positions Mastery as a national leader and innovator in creating a high-performing public-school district that truly serves all students with the highest level of quality. Forums will include traditional media, social media, speaking engagements, and events. The CES will work closely with the Director of Communications and outside consultants to execute this work.
   Qualifications and Skills:The CES will have a successful track record of managing external strategy and/or political campaigns. Experience in the education sector is not essential. This individual should have strengths in political strategy and grassroots organizing. Experience in policy development is a plus. This work is important and challenging. This individual must be passionate about quality public education for low-income students of color in order to sustain the effort this job will require. The ideal candidate will have the following attributes:Politics, Power, and Influence Savvy - Can assess power and influence dynamics and assess key players' motivations and perspectives. Knows how to navigate politics. Strategic Thinking - Can see the big picture, determine root causes and motivations, and figure out how to work towards an end goal. Relationship Builder - Can build relationships with a wide variety of political leaders, community leaders, and School Board members Effective Advocate - Able to distill complex issues into concise talking points. Persuasive. Community Organizer/Political Operator expertise Communications Sophistication - Understands communications strategy, marketing, and public relations. Writes effectively.Team leader -- Can effectively manage and develop team leaders to execute effectively.Organized, Effective Project Leader - Manages multiple priorities and gets things done. Organized and detail-oriented. Can teach others to do the same. Mission & Values Aligned -- Deep mission conviction and alignment with Mastery's values. Takes the high road. Humble - ego is in check
   Desired Experience:Minimum seven years of senior political or external strategy experience. Experience leading grassroots organizing initiatives. A track record of success managing and developing teams. Marketing or communications in a large organization environment is highly desirable. Experience in an educational setting is a plus but not required. Outstanding oral and written communication skills.
   Mastery Charter Schools is an equal opportunity employer and actively encourages applications from people of all backgrounds. Compensation is competitive and commensurate with experience. We offer a full benefits program and opportunities for professional growth.
   
   UPDATE AS OF MAY 2022 - Please review Mastery's Health and Safety Plans here to learn about our approach to vaccination and testing as well as our response to COVID-19 for the 2021-22 school year. For ongoing positions, Mastery roles are designated as in-person, with regular on-site responsibilities, unless otherwise noted. As such, Employees must be able to support Mastery Schools' academic plan and business strategies on-site - at a Mastery campus - as required.
   
   Exceptions to this requirement will be considered on an individualized basis.

   Copy this example

   

5. Post your job

   To find chief strategy officers 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 chief strategy officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level chief strategy officers 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 chief strategy officer job on Zippia to find and recruit chief strategy officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting chief strategy officers 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 chief strategy officer

   Once you have selected a candidate for the chief strategy officer 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.

   Once that's done, you can draft an onboarding schedule for the new chief strategy officer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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