How to hire a co-manager

How to hire a co-manager, step by step

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

What does a co-manager do?

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1. Identify your hiring needs

   Before you start hiring a co-manager, 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 co-manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, co-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.

   Here's a comparison of co-manager salaries for various roles:

   Type of Co-Manager	Description	Hourly rate
   Co-Manager	An Assistant Manager performs a wide range of tasks to help the General Manager. They oversee the work of employees, provide customer service, and assist the general manager to prepare annual reports.	$16-57
   Merchandising Manager	A merchandising manager is responsible for supervising stock inventories, retail pricing, and managing product displays by analyzing customer preferences through researching the current market trends that would improve the store's sales condition and achieve profitability goals. Merchandising managers negotiate with reliable third-party vendors, minimizing costs without compromising the quality of the products... Show more	$30-55
   Department Manager	Department managers oversee the operations of the department they are assigned to. They manage all aspects of the operation, including finance, sales, quality control, and human resources... Show more	$18-55

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll
   • Customer Service
   • Food Safety
   • Loss Prevention
   • Perform Routine Maintenance
   • Store Sales
   • Sales Floor
   • Basic Math
   • Product Knowledge
   • Cleanliness
   • Ladders
   • Excellent Interpersonal
   • Drive Sales
   • Human Resources

   Check all skills

   Responsibilities:

   • Partner in managing operations of multiple retail outlets, including hiring, performance management, scheduling, and merchandising management.
   • Supervise an ethnically diverse staff ensuring in stock availability, quality control, cleanliness, and overall customer satisfaction.
   • Provide a quick and convenient trip for customers through efficient communication, having item prices memorize and mental math.
   • Prepare and review opening and closing sales reports, as well as opening and closing the POS systems every day.
   • Retail POS system database maintenance to ensure accurate information for store operating reports.
   • Develop and train associates for entry level management position with emphasizes on leadership and delegation.

   More co-manager duties

3. Make a budget

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

   • Location. For example, co-managers' average salary in west virginia is 48% less than in massachusetts.
   • Seniority. Entry-level co-managers earn 71% less than senior-level co-managers.
   • Certifications. A co-manager 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-manager's salary.

   Average co-manager salary

   $64,962yearly

   $31.23 hourly rate

   ---

   Entry-level co-manager salary

   $35,000 yearly salary

   Updated December 23, 2025

   Average co-manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$111,279	$54
   2	New Jersey	$104,296	$50
   3	Virginia	$97,616	$47
   4	California	$89,925	$43
   5	Tennessee	$89,759	$43
   6	Delaware	$87,208	$42
   7	Minnesota	$86,269	$41
   8	Georgia	$83,430	$40
   9	Illinois	$82,633	$40
   10	Texas	$81,540	$39
   11	Florida	$81,140	$39
   12	Nebraska	$76,676	$37
   13	Colorado	$75,619	$36
   14	North Carolina	$73,085	$35
   15	Missouri	$73,085	$35
   16	Kansas	$72,982	$35
   17	Pennsylvania	$72,393	$35
   18	Louisiana	$66,374	$32
   19	Ohio	$65,849	$32
   20	Indiana	$65,414	$31

   Average co-manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	GUESS	$184,364	$88.64	31
   2	Abercrombie & Fitch Co	$155,650	$74.83	536
   3	CVS Health	$147,553	$70.94	732
   4	True Religion	$134,499	$64.66	12
   5	Tillys	$103,454	$49.74	99
   6	Hobby Lobby	$98,583	$47.40	149
   7	Harvard University	$97,191	$46.73
   8	Price Chopper Supermarkets-Market 32	$90,380	$43.45
   9	Giant Eagle	$86,456	$41.57	2
   10	Flynn Restaurant Group	$82,858	$39.84
   11	Ingles Markets	$80,410	$38.66	22
   12	Middlebury College	$79,776	$38.35	1
   13	Ascena Retail Group	$78,459	$37.72
   14	Kroger	$74,574	$35.85	323
   15	Hollister Co.	$71,906	$34.57	400
   16	CenturyLink	$70,632	$33.96
   17	HMSHost	$69,938	$33.62	16
   18	MedMen	$66,492	$31.97
   19	POWDR	$65,327	$31.41
   20	JLL	$63,453	$30.51	36

4. Writing a co-manager job description

   A co-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. Below, you can find an example of a co-manager job description:

   Co-manager job description example

   LOFT launched in 1998 and today has 570 full-price and outlet stores. LOFT creates modern, feminine and versatile clothing for women with one common style goal: to look and feel confident, wherever the day takes them. Our collections reflect our belief that there's no one way to dress, just like there's no right or wrong way to look or be. LOFT's mission is to combine inspiring modern casual fashion, ingenious ease of dressing solutions and impactful community actions to fuel self-confidence and be an uplifting, trusted resource so that she can live out loud.
   
   We believe what you do is just as important as how you do it. We're committed to fostering a community where all Associates lead with their strengths, feel connected to what we stand for, are accountable to growing our culture together, and are supported in their individual development. You're invited to discover the unparalleled opportunities that await you.
   
   Ready to apply? We currently have an opportunity for a Co Manager Loft Outlet Central Valley NY to join our team located at our Store 2991-Woodbury Common Premium-ANN-Central Valley, NY 10917.
   
   In partnership with the Store Manager, direct all activities required to achieve all store goals, including financial objectives, client service, human resource management, operational controls, payroll and operating expenses, loss prevention, and merchandise presentation while driving both associate and client engagement.
   Primary Responsibilities/Accountabilities:
   Partners with Store Manager to lead and direct all store activities Embraces our values & sets an example through his/her behaviors Responsible for compliance with all ANN INC. practices and procedures Additional responsibilities as assigned by the Store Manager
   
   Direction/Revenue Generation:
   Directs client service efforts that are consistent with ANN INC. standards, to increase transactions and capture client opportunities Drives a business strategy to grow sales & profits and maximizes opportunities to generate additional store volume/revenue Understands how to maximize daily business by proactively managing team to embrace ANN INC. service standards while effectively performing Store Leadership responsibilities Drives toward store's achievement of quantifiable performance results (e.g. Net Sales, ROV, Conversion, DPT, UPT, Payroll, Inventory Shortage, Operational Assessments, and Credit Cards) Analyzes business reports to identify, gain understanding, and recommend solutions to missed opportunities and to positively impact store performance
   People Management:
   Models ANN INC.'s Purpose, Values & Behaviors while holding associates responsible for their actions Fosters a client focused team environment by driving volume and anticipating clients' needs Assists with development of team to accomplish store's business objectives through recruitment, selection, coaching, investment, engagement, retention, and motivation Provides exceptional client service by role modeling the ANN INC. service standards. Takes responsibility to immediately address client concerns Participates in delivering an engaging assimilation and investment experience that is personalized and positions on Associate for excellence in fole and career progression over time through the use of ANN INC. tools Adheres to Human Resource standards by following the general practices outlined in Company policies, procedure, standards and guidelines Communicates appropriate goals, results (e.g. financial performance and productivity), and directives Actively manages associates' client service skills by providing informal and formal feedback Assists in the recruitment, attraction, selection, and hiring of diverse talent Holds self and associates accountable for achievement of financial results and statistical standards Constructively confronts and provides timely feedback to help resolve conflict Seeks a continuous learning environment by requesting input and involving others Treats others fairly and with respect, valuing differences; builds relationships based on an individual approach Assists in the development of associates by delegating appropriately and matching talents with tasks, while recognizing accomplishments Supports Store Manager to foster team commitment through building relationships and recognizing individual contributions Forms networking relationships with internal and external peers Shares information and communicates clearly and in an accessible manner to all levels Leads by effectively managing through change and adversity
   
   Operational Excellence:
   Executes brand visual standards and standard operating procedures Prioritizes and leads execution of task directives within designated timeframes while using tools and resources to drive a high level of productivity (e.g. Price Changes, Mark Out of Stock (MOS), StyleFinders, Distributed Order Maintenance (DOM), Merchandising Needs, Payroll Adjustments, Processing of Shipment, Transfers, and Proper Claims Process) Adjusts weekly schedules as needed to maximize productivity and control payroll spend Reports to work as scheduled; records time worked accurately by using ANN INC.'s Time and Attendance system; remains flexible to the needs of the business Supports Loss Prevention practices and completes operational assessments to protect company assets Maintains the store's organization, appearance, and cleanliness according to SOP'sUses available resources to assist in executing tasks/directives Ensures compliance of with all policies, practices and procedures and all federal, state, and local laws Leverages tools, processes, and best practices to drive operational excellence and consistently execute SOP's
   
   Product/Brand Management:
   Executes visual merchandising updates and product placement within corporate guidelines and maintains visual expectations as defined by the Visual Merchandising StandardsUses product knowledge tools to execute directives and interpret Store SetsExecutes company brand initiatives to the physical store layout Supports continuous product movement based on company directives, client profile, and store sales Integrates strategic activity on the floor, which includes recovery and restocking Understands and can clearly articulate the company's band positioning Educates associates on marketing initiatives, product placement, lifestyle concepts, and product knowledge Applies knowledge of product with internal and external clients Represents the brand and hold associates accountable to expectations Embraces fashion, understands current market trends and is able to articulate them using ANN INC. interpretations in every client interaction. Represents the brand by adhering to ANN INC.'s dress code guidelines Understands ANN INC.'s competitor and communicates competitive landscape
   
   Position Requirements:
   Human Resources: Proven ability to recruit, develop, and retain team Client Service: Demonstrate ability to function as a role model, ensuring that the client remains the top priority Store Operations and Organization: Demonstrate ability to organize, delegate, prioritize, meet deadlines, and follow-up on all store activities Leadership: Ability to respectfully challenge and motivate associates Merchandising: Knowledge of visual standards and techniques Communication: Demonstration of strong verbal and written communication skills Business Analysis: Knowledge of store reports in order to maximize performance, drive volume, and react to trends in the business Schedule: Ability to work a flexible schedule to meet the needs of the business, including evening and weekend shifts. Must have open availability Physical: Ability to lift and carry up to 20 pounds occasionally, maneuver effectively around sales floor, stock room, and office
   
   Educational Requirements and Experience:
   Minimum Requirements: Associates or Bachelors Degree preferred Supervisory/Management experience in the service industry preferred
   
   Location:
   Store 2991-Woodbury Common Premium-ANN-Central Valley, NY 10917
   Position Type:
   Regular/Full time
   Equal Employment Opportunity
   The Company is committed to hiring and developing the most qualified people at all levels. It is our policy in all employment decisions to ensure that all associates and potential associates are evaluated on the basis of qualifications and ability without regard to sex (including pregnancy), race, color, national origin, religion, age, disability that can reasonably be accommodated without undue hardship, genetic information, military status, sexual orientation, gender identity, or any other protected classification under applicable law. We do not discriminate in any of our employment policies and practices. All associates are expected to follow these principles in all relationships with other associates, applicants, or others with whom we do business.
   
   The Company welcomes applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the application process.
   
   Note to Applicants: Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable law.

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5. Post your job

   To find co-managers 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 co-managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level co-managers 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 co-manager job on Zippia to find and attract quality co-manager candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with co-manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 co-manager

   Once you've selected the best co-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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new co-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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