How to hire a communications and technology manager

How to hire a communications and technology manager, step by step

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

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1. Identify your hiring needs

   The communications and technology manager 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?

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   Hiring the perfect communications and technology manager also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of communications and technology manager salaries for various roles:

   Type of Communications And Technology Manager	Description	Hourly rate
   Communications And Technology Manager	Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.	$40-75
   Systems Manager	A systems manager is responsible for monitoring the operations of the information technology department, evaluating staff performance, developing strategic procedures to maximize productivity, and identifying business opportunities that would generate more revenues and profitability for the company. Systems managers inspect company networks to ensure the efficiency of the technology systems, conducting regular diagnostic tests, and installing upgrades to boost optimization... Show more	$36-73
   Data Manager	A data manager is responsible for monitoring the efficiency of the company's technology systems and network infrastructures. Data managers ensure the safety and security of the databases to avoid unauthorized access that may pose risks for business operations... Show more	$35-76

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Facebook
   • Project Management
   • Employee Engagement
   • Photoshop
   • HTML
   • Intranet
   • Technical Documentation
   • Corporate Communications
   • Content Management
   • Marketing Campaigns
   • Communications Campaigns
   • SharePoint
   • Technical Writers
   • Emerging Technologies

   Check all skills

   Responsibilities:

   • Manage and develop scripting, videotaped interviews, and lead the production of CIO quarterly videos.
   • Manage the company's Internet and Intranet presence.
   • Manage and maintain SharePoint libraries, surveys, and websites.
   • Manage SMEs and contributors from multiple parts of the organization into a cohesive documentation team.
   • Manage a team of 85 global ICT members spread across 30 countries, delivering opportunities and services to Australian clients.
   • Manage communications for CIO, including during leadership transitions.

3. Make a budget

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

   • Location. For example, communications and technology managers' average salary in hawaii is 41% less than in california.
   • Seniority. Entry-level communications and technology managers earn 46% less than senior-level communications and technology managers.
   • Certifications. A communications and technology 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 communications and technology manager's salary.

   Average communications and technology manager salary

   $115,910yearly

   $55.73 hourly rate

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   Entry-level communications and technology manager salary

   $85,000 yearly salary

   Updated December 19, 2025

4. Writing a communications and technology manager job description

   A good communications and technology manager 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 communications and technology manager job description:

   Communications and technology manager job description example

   You will:

   • Work with Flexport's Technology and Product teams to seek out and tell stories about our technology, data, product development, and engineering culture. This will be a tight collaboration - consider yourself an embedded member of the Flexport Technology and Product org.
   • Build and maintain Flexport's technology narrative, key talking points and supporting materials for external communications. Your work is critical to our broader narrative of how Flexport is bringing innovation to the century-old supply chain industry.
   • Spearhead executive communications for Flexport's CTO and senior technology leadership, and leverage their voices to advance the Flexport technology narrative.
   • Train and empower storytellers within the Technology and Product teams to tell their story in the media, at conferences and in owned channels like Flexport Engineering Medium.
   • Roll up your sleeves: we run a tight team and everyone chips in on everyday activities like reporting and updating our press page.
   • Work with one of the most supportive and creative teams in the game.

   You should have:

   • A deeply curious mentality: you're excited to learn about complex problems in a complex industry and have the persistence to ferret them out.
   • 5-7 years of experience with technology storytelling, with a genuine passion for geeking out on all things tech; combination of in-house and agency experience is a plus.
   • Strong organizational skills: you know how to manage complex projects, multiple stakeholders and competing priorities to create an actionable plan and get the most impactful work done.
   • A true team player mentality: you're always willing to jump in and help out. Flexport is a highly cross-functional company that requires effective collaboration to drive company-wide results.
   • Proactivity: you don't need to be asked twice (and many times you don't need to be asked at all!). There's a lot to do and we trust everyone on the team to deliver against their deadlines and priorities.
   • Incredible writing and communication skills, and keen attention to detail.
   • A love for snacks, humility and a sense of humor.

   About Flexport:

   We believe trade can move the human race forward. That's why it's our mission to make global trade easy for everyone. Flexport is building the platform for global logistics, empowering buyers, sellers and their logistics partners with the technology and services to grow and innovate. Today, companies of all sizes-from emerging brands to Fortune 500s-use Flexport technology to move more than $15B of merchandise across 116 countries every year.

   Worried about not having any logistics experience?

   Don't be! Our mission is to make global trade easy for everyone. That's why it's important to bring people from diverse backgrounds and experiences together with our industry veterans to help move the global logistics industry forward.

   We know this industry is complex. That's why we invest in education starting day one with Flexport Academy, a one week intensive onboarding program designed specifically to set every new Flexport employee up for success.

   At Flexport, our ability to fulfill our mission of making global trade easy for everyone relies on having a diverse, dedicated and engaged workforce. That is why Flexport is committed to creating and nurturing an environment where anyone can be their authentic self. All qualified applicants will receive consideration for employment regardless of race, color, religion, sex, national origin, age, physical and mental disability, health status, marital and family status, sexual orientation, gender identity and expression, military and veteran status, and any other characteristic protected by applicable law.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit communications and technology 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.

   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 communications and technology manager

   Once you've found the communications and technology manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   After that, you can create an onboarding schedule for a new communications and technology manager. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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