How to hire a continuity director

How to hire a continuity director, step by step

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

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1. Identify your hiring needs

   Before you post your continuity director job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a continuity director for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A continuity director's background is also an important factor in determining whether they'll be a good fit for the position. For example, continuity directors 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.

   The following list breaks down different types of continuity directors and their corresponding salaries.

   Type of Continuity Director	Description	Hourly rate
   Continuity Director		$11-51
   Medium	A medium or psychic is someone who practices mediation or communication between living humans and dead spirits. Mediums can bridge the gap between the deceased and the living... Show more	$11-51
   Mascot	A mascot is part of a company's strategy to build identity, define its objectives, and uplift its morale. Applying as a mascot requires dedication and commitment as it is not simple to wear a hot and heavy costume for extended periods of time... Show more	$11-51

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Lean Six Sigma
   • Sigma
   • Lean Manufacturing
   • Account Executives
   • Business Continuity
   • CMS
   • Discharge Planning
   • Wide Orbit
   • Radio Station
   • Production Orders
   • FM
   • FCC
   • Traffic System
   • Sales Orders

   Check all skills

   Responsibilities:

   • Instruct master control staff to move, add, or and delete spots to FCC logs.
   • Correspond with chapter advisors, alumni, and executive bore on updates and progress of entire chapter and recruitment in general.
   • Instruct master control staff to move, add, or and delete spots to FCC logs.

3. Make a budget

   Including a salary range in your continuity director job description is one of the best ways to attract top talent. A continuity director can vary based on:

   • Location. For example, continuity directors' average salary in montana is 53% less than in connecticut.
   • Seniority. Entry-level continuity directors 78% less than senior-level continuity directors.
   • Certifications. A continuity director with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a continuity director's salary.

   Average continuity director salary

   $51,598yearly

   $24.81 hourly rate

   ---

   Entry-level continuity director salary

   $24,000 yearly salary

   Updated December 25, 2025

4. Writing a continuity director job description

   A continuity director 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 continuity director job description:

   Continuity director job description example

   + Position Type: Full Time - Regular
   + Experience Required: Not Indicated
   
   + Location: CA-Santa Clara
   
   + Education Required: Not Indicated
   
   + Relocation Provided: No
   
   + Tier:
   
   Email a Friend Save SaveApply Now
   
   Job Description and Responsibilities:
   
   As the global leader of Lean Manufacturing Continuous Improvement, this leader will exude passion to champion, drive, and instill a culture of thirst for learning, people development, and embrace the LUTI (learn, use, teach, inspect) mindset. The successful candidate will develop partnerships within business segments, and leverage those relationships to improve our systematic approach to standardize continuous improvement methods, operating model, systems, training, and tools/techniques within all business units. Responsibilities
   
   + Serve as the global chair for the Lean Steering Committee.
   
   + Supports and partners with the organization to develop and achieve strategic goals by leading cross-functional teams through operational improvement initiatives resulting in improved efficiencies, advancing operational standardization and achievement of growth plans and strategies
   
   + Implements transformational strategies responding to internal and external drivers and challenges existing practices. Partners with stakeholders to identify innovative ways of achieving strategic KPIs and goals
   
   + Develops systems and executes strategies to implement a continuous improvement program and culture that delivers substantive productivity and/or profitability gains year over year, which includes C-LEAN and LUTI
   
   + Acts as a senior advisor to provide value-added collaboration with the operational and BU leaders to ensure that prioritization of initiatives and identified solutions are in alignment with the overall objective and strategy of Coherent
   
   + Supports members of the continuous improvement team within the BU to provide operational guidance and program/project management expertise
   
   + Leads advanced process improvement activities through engagement of teams, subject matter experts, stakeholders and benchmarking
   
   + Facilitates complex accelerated improvement workshops for value stream analysis, standard work, improve throughput, quality improvement, cost reduction, workplace organization and other objectives
   
   + Partners with local leadership team to identify best countermeasures and combined solutions to address root causes
   
   + Provides expert advice and leadership in implementing action plans and development of sustainment/control plans for solutions
   
   + Develops standard tiered metrics / dashboards to report, assess, and drive continuous improvement campaigns.
   
   Education and Work Experience:
   
   + Bachelor of Science degree in Engineering or related Technical Competency
   
   + Five to seven years of relevant experience in manufacturing environment and proven ability to implement, manage, drive and sustain global projects
   
   + Lean Manufacturing Certification or Six Sigma/Lean Manufacturing Certification
   
   We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

   Copy this example

   

5. Post your job

   There are a few common ways to find continuity directors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your continuity director job on Zippia to find and recruit continuity director candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting continuity directors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 continuity director

   Once you've selected the best continuity director 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 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 continuity director. 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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