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Job outlook for co-leaders in the United States
Are co-leader jobs in demand?
Co-leader job and salary trends over time
Co-leader jobs over time
Co-leader job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 2,809 | 0.00% |
| 2020 | 3,465 | 0.00% |
| 2019 | 3,817 | 0.00% |
| 2018 | 3,762 | 0.00% |
| 2017 | 3,749 | 0.00% |
Average co-leader salary over time
Co-leader salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $120,244 | $57.81 | +7.9% |
| 2024 | $111,408 | $53.56 | +5.1% |
| 2023 | $105,954 | $50.94 | +2.1% |
| 2022 | $103,755 | $49.88 | +2.8% |
| 2021 | $100,922 | $48.52 | +2.4% |
Co-leader jobs by state
Most common states for co-leaders
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 222 | 32% |
| 2 | Massachusetts | 6,859,819 | 1,427 | 21% |
| 3 | North Dakota | 755,393 | 161 | 21% |
| 4 | Nebraska | 1,920,076 | 298 | 16% |
| 5 | Montana | 1,050,493 | 167 | 16% |
| 6 | Alaska | 739,795 | 122 | 16% |
| 7 | South Dakota | 869,666 | 125 | 14% |
| 8 | Rhode Island | 1,059,639 | 143 | 13% |
| 9 | Washington | 7,405,743 | 919 | 12% |
| 10 | Ohio | 11,658,609 | 629 | 5% |
| 11 | Missouri | 6,113,532 | 284 | 5% |
| 12 | Louisiana | 4,684,333 | 226 | 5% |
| 13 | Kansas | 2,913,123 | 160 | 5% |
| 14 | Mississippi | 2,984,100 | 141 | 5% |
| 15 | Arkansas | 3,004,279 | 113 | 4% |
| 16 | West Virginia | 1,815,857 | 68 | 4% |
| 17 | New Hampshire | 1,342,795 | 49 | 4% |
| 18 | Delaware | 961,939 | 36 | 4% |
| 19 | Maine | 1,335,907 | 44 | 3% |
| 20 | Vermont | 623,657 | 18 | 3% |
Most common cities for co-leaders
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Longmont | 1 | 1% | $65,996 |
| 2 | Sandy Springs | 1 | 1% | $64,110 |
Co-Leader job outlook: Expert opinions
Our panel of co-leader experts
Bethel University
Jessica Tangen Daniels Ph.D.
Associate Provost - Innovation and Partnerships, Program Director/Professor, Ed.D. Leadership in Higher EducationBethel University
Education Leadership
What skills stand out on Co-Leader resumes?
Jessica Tangen Daniels Ph.D.: The skills that "stand out" on an educational leader's resume are those that synergize into a coherent story. So not necessarily the skills that are self-identified and listed under a "skills" heading, but those that are evidenced through outcomes achieved appointments/promotions, or other demonstrated successes. For example, in an educational institution, being elected to a chair or moderator position within a senate structure might indicate characteristics of diplomacy, advocacy, collaboration, and wisdom. The resume reader can imagine how those attributes might translate to a new employment space, with much more confidence than if those same characteristics were merely listed as skills. So first, on a resume, prioritize representing your skills through a story, experience, and evidence (rather than self-described adjectives) in a way that reflects your unique narrative.
Now, regarding the specific skills. Some of the skills desired in an educational leader change, based on the institutional context, the previous leader, unique internal or external challenges, etc. However, I would suggest two interminable and foundational skills that will always stand out on a resume and differentiate the applicant: working hard and working with others. Employers want to hire a hard worker, determined, responsible, trustworthy, and strong work ethic. And employers want to hire someone who others want to work with, someone who is collaborative, thoughtful, or in Ingnation or Jesuit language, someone who is for and with others.
Those two skills form a foundation for professional success.
What soft skills should all Co-Leaders possess?
Jessica Tangen Daniels Ph.D.: With the rapid rate of change, accelerating information turnover, and boundless access to knowledge, certain new soft skills may now be prioritized in our current society. So we all have to be learners, seeking new information, anticipating that we will need to change our mind, and striving for a disposition of curiosity. The specific skill of asking good questions cannot be underestimated.
Employers may be seeking skills like imaginative bridging, humbly and curiously connecting dots. Or the skills of facilitation and curation, with so many different perspectives and lived experiences, and an overabundance of information, an educational leader, must manage people, perspectives, and content like never before.
Employers are looking for skills that relate to not only the day-to-day tactical aspects of educational leadership but also imaginative problem-solving for a thriving future.
What hard/technical skills are most important for Co-Leaders?
Jessica Tangen Daniels Ph.D.: Many hard/technical skills are incredibly context-specific, so importance varies by role and/or industry. But for educational leaders, generally applicable skills might be related to teaching and learning constructs, finance and budgeting, and basic legal issues awareness. Perhaps familiarity with specific content management systems or learning management systems, but again, this use varies by institution.
What skills will help Co-Leaders earn the most?
Jessica Tangen Daniels Ph.D.: For educational leaders, I'm not convinced discrete skills equate to salary. Working hard and working well with others, with a disposition of humility and curiosity, is really powerful. Perhaps the combination of soft and hard skills gained through diverse experiences, positions, and institutional contexts results in the highest earning potential.