How to hire a co-director

How to hire a co-director, step by step

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

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1. Identify your hiring needs

   The co-director 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

   You should also consider the ideal background you'd like them a co-director 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 a co-director that fits the bill.

   This list presents co-director salaries for various positions.

   Type of Co-Director	Description	Hourly rate
   Co-Director	Art directors are responsible for the visual style and images in magazines, newspapers, product packaging, and movie and television productions. They create the overall design of a project and direct others who develop artwork and layouts.	$22-101
   Freelance Art Director	As a freelance art director, you will work hand-in-hand with the production designer to procure works of art for your organization. Note that your duties will depend on your particular industry... Show more	$24-68
   Creative Services Director	A Creative Services Director is responsible for managing digital content and campaign publications for project management efforts. They oversee the daily account operations and ensure that the processes adhere to high-quality standards and client specifications... Show more	$39-69

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Oversight
   • Curriculum Development
   • Community Outreach
   • Mental Health
   • Child Care
   • Payroll
   • Strategic Plan
   • Substance Abuse
   • Staff Development
   • Program Development
   • Event Planning
   • Community Services
   • Human Resources
   • Professional Development

   Check all skills

   Responsibilities:

   • Lead the team toward delivering break-even EBITDA through focus on product mix, e-commerce growth, margin expansion and expense reduction.
   • Maintain social media presence for NPO on Facebook and Instagram.
   • Develop unique company brand, market on social platforms and SEO using online tools and marketing firms.
   • Perform continual oversight of distribute funds to verify proper use, efficiency, and integrity of programs sponsor.
   • Develop and implement biblical base training models to enhance and accelerate the development of skills in most areas of ministry.
   • Develop programs and coordinate leadership teams.

   More co-director duties

3. Make a budget

   Including a salary range in your co-director job description is a great way to entice the best and brightest candidates. A co-director salary can vary based on several factors:

   • Location. For example, co-directors' average salary in arkansas is 53% less than in district of columbia.
   • Seniority. Entry-level co-directors earn 78% less than senior-level co-directors.
   • Certifications. A co-director with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a co-director's salary.

   Average co-director salary

   $99,182yearly

   $47.68 hourly rate

   ---

   Entry-level co-director salary

   $46,000 yearly salary

   Updated December 5, 2025

   Average co-director salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$121,655	$58
   2	New York	$116,542	$56
   3	Illinois	$112,102	$54
   4	New Jersey	$109,766	$53
   5	Oregon	$107,502	$52
   6	California	$105,158	$51
   7	Maine	$104,412	$50
   8	Massachusetts	$102,014	$49
   9	Kansas	$101,675	$49
   10	Washington	$99,458	$48
   11	North Carolina	$88,131	$42
   12	Michigan	$88,106	$42
   13	New Hampshire	$87,799	$42
   14	Utah	$87,594	$42
   15	Georgia	$87,513	$42
   16	Delaware	$85,508	$41
   17	Louisiana	$82,936	$40
   18	Minnesota	$79,983	$38
   19	Florida	$78,606	$38
   20	Ohio	$77,612	$37

   Average co-director salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Children's National Medical Center	$142,349	$68.44
   2	Microsoft	$129,897	$62.45	11
   3	Visa	$128,177	$61.62	2
   4	Stanford University	$118,979	$57.20	5
   5	International Rescue Committee	$114,029	$54.82
   6	Maimonides Medical Center	$110,803	$53.27
   7	Northeastern University	$109,710	$52.75
   8	CenturyLink	$108,613	$52.22
   9	The University of Chicago	$108,509	$52.17	1
   10	dōTERRA	$107,795	$51.82
   11	Henry Ford Health System	$107,614	$51.74
   12	University of Illinois Springfield	$107,223	$51.55
   13	Oregon Health & Science University	$104,341	$50.16
   14	Hadassah	$99,565	$47.87
   15	Burns & McDonnell	$98,811	$47.51	1
   16	Xcel Energy	$93,593	$45.00	1
   17	University of North Carolina	$92,180	$44.32	2
   18	Archdiocese of Philadelphia	$91,288	$43.89
   19	Univ Of Colorado-Colorado Spgs	$91,065	$43.78
   20	The Evergreen State College	$87,532	$42.08

4. Writing a co-director job description

   A good co-director 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 co-director job description:

   Co-director job description example

   Shift: Nights- Fulltime How would you like to work in a place where your contributions and ideas are valued? A place where you can serve with compassion, pursue excellence and honor every voice? At Wellstar, our mission is simple, yet powerful: to enhance the health and well-being of every person we serve. We are proud to have become a shining example of what's possible when the brightest professionals dedicate themselves to making a difference in the healthcare industry, and in people's lives.
   
   Responsibilities
   
   A registered professional nurse who functions under the direction of the E.D. Clinical Nurse Manager or the Assistant
   Nurse Manager and is responsible for shift operations which includes: lead staffing, patient flow activities and
   services, patient care for a department within the nursing division of WellStar. Has responsibility for implementing
   standards of practice, interpreting system and department policies and procedures, and ensuring quality patient care
   and compliance with regulatory and legal requirements. Is responsible for the efficiency and safety of patient flow
   through the Emergency Department (adult, pediatric, fast track, triage, behavioral health). Responsible for monitoring
   and maintaining sound financial performance, staff efficiency and productivity, materials and supplies management,
   patient/customer satisfaction and appropriate reporting. Responsible for coordinating department functions with the
   operations of other hospital departments to maximize patient flow and inter-departmental efficiency. Managing
   physician efficiency and flow and physician relationships. Contributes to team retention and promote and environment
   of trust as well as a leadership sponsor of E.D. patient throughput metrics. Based on expanded educational knowledge, clinical expertise and experience, is responsible for the safe delivery of
   care that adjusts to needs of the patient while considering population, age and cultural diversity. These competent
   nursing care practices address the biological, developmental, psychosocial, cultural and clinical needs of the patient,
   family member and support system. Contributes to the vision of Emergency Services, the strategic planning process,
   and department goals by leading and prioritizing operations to fulfill the mission, vision and strategic goals. Is
   responsible for employee development as it relates to critical thinking skills interfaced with patient flow principles and
   patient safety with an emphasis on evidence-based practice supported by the Shared Decision Making Mode
   
   Qualifications
   
   Required Minimum Education: Minimum of an Associate's degree in nursing, Bachelor's degree in nursing preferred.
   Required Minimum Certification: Georgia RN license required. TNCC and ENPC required or obtained within 6
   months of hire.
   Required Minimum Experience: Minimum of 3 year of nursing practice in an Emergency Department.
   Required Minimum Skills: Strong interpersonal, critical thinking and decision-making skills. Works well with others
   including providers from a collaborative, team-focused, patient centered perspective. Communicates effectively both
   orally and in written form with all levels of internal and external resources. Analytical skills necessary to solve
   technical, clinical and managerial challenges. Sufficient clinical and leadership experience to ensure competence and
   credibility to lead others.

   Copy this example

   

5. Post your job

   To find the right co-director 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 co-directors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit co-directors 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 co-director job on Zippia to find and recruit co-director candidates who meet your exact specifications.
   • Use field-specific websites such as dribbble, authentic jobs, working not working, coroflot.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit co-directors, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 co-director

   Once you've decided on a perfect co-director candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 co-director 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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