How to hire a coating manager

How to hire a coating manager, step by step

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

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1. Identify your hiring needs

   Before you start hiring a coating 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

   You should also consider the ideal background you'd like them a coating manager 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 coating manager that fits the bill.

   This list shows salaries for various types of coating managers.

   Type of Coating Manager	Description	Hourly rate
   Coating 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.	$25-58
   Manager, Center Operations	The duties of a manager of center operations depend on one's industry of employment. Typically, their responsibilities revolve around overseeing business operations, setting targets, assessing the workforce's performance, and performing corrective measures on any issues or concerns... Show more	$18-46
   Manager/Partner	A manager/partner or managing partner is a professional who manages the daily activities of a company as well as guides its overall strategic business direction. Managing partners must cooperate with other executives, board members, and employees to implement organizational goals, procedures, and policies... Show more	$30-67

   Show more

2. Create an ideal candidate profile

   Common skills:

   • ISO
   • Powder Coat
   • Lean Manufacturing
   • Product Quality
   • Process Improvement
   • Process Control
   • Nace
   • Coats
   • Product Development

   Responsibilities:

   • Serve as an internal auditor on a team form to work towards a goal of achieving ISO [] certification.
   • Streamline the ordering process for stencils to increase productivity and minimize operational waste.
   • Gloss reading, pencil hardness test, and titration test.
   • Anticipate and troubleshoot equipment problems.

3. Make a budget

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

   • Location. For example, coating managers' average salary in hawaii is 64% less than in district of columbia.
   • Seniority. Entry-level coating managers earn 56% less than senior-level coating managers.
   • Certifications. A coating 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 coating manager's salary.

   Average coating manager salary

   $80,368yearly

   $38.64 hourly rate

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   Entry-level coating manager salary

   $53,000 yearly salary

   Updated December 20, 2025

4. Writing a coating manager job description

   A coating 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 coating manager job description:

   Coating manager job description example

   • 10 to 30 years of experience
   • Proficiency with MS Office (Excel, Word, and Outlook).
   • Possess NACE Level II or NACE III certification coatings inspection training.
   • NDT certifications preferred but not required. GF is willing to provide training and certifications.
   • 10-hour OSHA Construction Safety and Health course preferred.
   • Good communication skills.
   • Must possess a driver's license to fulfill the essential functions of the position.

   Additional Notes

   Other duties may be assigned as necessary. Work outdoors year-round and sometimes in difficult weather conditions. May be required to work in confined spaces. Travel to work sites for an extended period of time may be required. Must be able to sit or stand for extended periods of time. Must be able to independently travel and be physically present in the office or at a client site. Must be able to climb varying heights.

   At Gannett Fleming, we believe in improving the lives of the people we serve. We believe in innovation and social responsibility. We believe in the diversity of our team and the creative solutions they provide. We believe in embracing change and emerging technologies while maintaining an unmatched standard of quality. We believe in creating an environment where employees can thrive at home and at work. We believe in engaging our employees, building lasting relationships with our clients, and, in turn, making a difference in the world.

   We offer a comprehensive benefits program, which includes medical, dental, vision and life insurance, our tax-deferred 401 (K) savings plan, and the opportunity to incentive compensation for eligible positions. We are committed to your personal growth and professional development, so we offer tuition reimbursement, access to internal and external training programs and support active participation in professional organizations.

   Gannett Fleming is an Equal Opportunity/Affirmative Action Employer. All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veterans' status or other characteristics protected by law.

   NO AGENCIES PLEASE : Unsolicited resumes from third party agencies will not be accepted.

   Location: Baltimore, Washington DC, Fairfax, Richmond

   Core Business Hours: 8:00 AM - 5:00 PM

   Copy this example

   

5. Post your job

   To find the right coating manager 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 coating managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit coating managers 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 coating manager job on Zippia to find and recruit coating manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit coating managers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 coating manager

   Once you have selected a candidate for the coating manager 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 coating manager. 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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