How to hire a co-assistant manager

How to hire a co-assistant manager, step by step

Here's a step-by-step co-assistant manager hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a co-assistant manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new co-assistant 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 co-assistant manager you need to hire. Certain co-assistant 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

   A co-assistant manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, co-assistant 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 shows salaries for various types of co-assistant managers.

   Type of Co-Assistant Manager	Description	Hourly rate
   Co-Assistant 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.	$12-18
   Manager	Managers are responsible for a specific department, function, or employee group. They oversee their assigned departments and all the employees under the department... Show more	$17-44
   Store Manager	A store manager is responsible for monitoring the daily operations, making sure of its smooth and efficient performance with the best services provided to the customers. Store managers' duty also includes tracking the budget of the store to ensure that all expenses are meeting the sales goals... Show more	$14-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Store Operations
   • Retail Store
   • Store Sales
   • Product Knowledge
   • Loss Prevention
   • Retail Sales
   • Customer Service
   • Sales Floor
   • Payroll
   • Bank Deposits
   • Customer Complaints
   • POS
   • Customer Relations
   • Inventory Control

   Check all skills

   Responsibilities:

   • Manage budgets for total box for everything including payroll, staffing, loss, inventory, safety, and maintenance.
   • Manage all secretarial functions for executive associates routinely operate office equipment including computer, POS, fax and adding machines.
   • Provide leadership and direction to facility management and program owners while motivating and interacting with employees to achieve continuous improvement.
   • Maintain payroll and inventory control.
   • Develop innovative marketing materials and create free weekly seminars in basic pet discipline development skills to increase training program enrollment.
   • Detail-Orient, efficient and organize professional with extensive experience in accounting system QuickBooks and Microsoft office.

3. Make a budget

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

   • Location. For example, co-assistant managers' average salary in mississippi is 44% less than in district of columbia.
   • Seniority. Entry-level co-assistant managers 33% less than senior-level co-assistant managers.
   • Certifications. A co-assistant 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 a co-assistant manager's salary.

   Average co-assistant manager salary

   $15.51hourly

   $32,262 yearly

   ---

   Entry-level co-assistant manager salary

   $26,000 yearly salary

   Updated December 20, 2025

4. Writing a co-assistant manager job description

   A co-assistant 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 a co-assistant manager job description:

   Co-assistant manager job description example

   ASSISTANT MANAGER - $51,099/year+ with 11.5% annual bonus potential

   This Is What You’ll Do:

   • Assist the Donor Center Director in the daily operational function of the donor center and assumes managerial responsibilities in their absence
   • Ensures compliance with facility SOP’s, State and Federal (FDA) Rules and Regulations, OSHA requirements and CLIA requirements
   • Performs opening and closing duties
   • Conducts monthly staff meetings and documentation
   • Hires, motivates and evaluates center personnel based on established guidelines
   • Provides leadership for employee relations through effective communication, coaching, training and development

   This Is Who You Are:

   • A natural leader who displays strong character and integrity
   • People person extending to a diverse group of individuals and demographics
   • Outgoing, personable, energetic, and enthusiastic
   • Excited to teach, learn, and advance with a growing organization
   • Self-motivated and willing to assume the initiative
   • Attentive, Organized, Multi-tasking, Problem solver
   • Professional appearance and demeanor

   This Is What It Takes:

   • Bachelor’s degree in Biological Science or Business Administration preferred or equivalent experience
   • Three to five years of working experience in a biomedical field preferred
   • Certification as a Sr. Medical Screener, Phlebotomist and St. Processing Technician required or ability to obtain certification within six months of acquiring position
   • Proficiency with Microsoft Office Suite (Word, Excel)
   • Ability to work day and evening hours, weekends, holidays and extended shifts on a frequent basis
   • Ability to sit or stand for extended periods
   • Ability to tug, lift and pull up to thirty-five pounds
   • Required to enter an environment with a temperature for -40ᵒC for short periods of time
   • Ability to travel by plane and/or car on occasion

   Do Satisfying Work. Earn Real Rewards and Benefits.

   We’re widely known and respected for our benefits and for leadership that is supportive and hands-on.

   • Formal training
   • Outstanding plans for medical, dental, and vision insurance
   • Health savings account (HSA)
   • Tuition Reimbursement
   • Employee assistance program (EAP)
   • Wellness program
   • 401 (k) retirement plan
   • Paid time off
   • Company-paid holidays
   • Personal time

   More About Octapharma Plasma, Inc.

   With donation centers and team members throughout the U.S., Octapharma Plasma, Inc. collects plasma to create life-saving medicines for patients worldwide. We are growing at an impressive pace, and so is the positive impact of our work. Our community relies on teamwork, compassion, and expertise to get things done the right way, while making a meaningful difference in the lives we touch.

   Interested? Learn more online and apply now at:

   octapharmahiring.com

   INNER SATISFACTION. OUTSTANDING IMPACT.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting co-assistant 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 co-assistant manager

   Once you've selected the best co-assistant 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new co-assistant 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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