How to hire a continuous improvement leader

How to hire a continuous improvement leader, step by step

Here's a step-by-step continuous improvement leader hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a continuous improvement leader job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new continuous improvement leader
• Step 8: Go through the hiring process checklist

What does a continuous improvement leader do?

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1. Identify your hiring needs

   First, determine the employments status of the continuous improvement leader you need to hire. Certain continuous improvement leader roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A continuous improvement leader's background is also an important factor in determining whether they'll be a good fit for the position. For example, continuous improvement leaders 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.

   This list shows salaries for various types of continuous improvement leaders.

   Type of Continuous Improvement Leader	Description	Hourly rate
   Continuous Improvement Leader		$30-55
   Quality Assurance Supervisor	A quality assurance supervisor oversees and leads the quality control operations within a manufacturing plant or similar establishment. They are primarily responsible for crafting and implementing policies that prioritize the efficiency of products or services, supervising and evaluating the performances of the workforce, and setting standards and procedures that align not just with the goals of the company, but the national and international level of production standards... Show more	$22-45
   Supervisor	Supervisors are responsible for overseeing the daily functions of employees in a specific team, department, or even a work shift. They create work schedules, organize work processes and workflows, train new hires, provide necessary reports related to the team function and the employees, monitor and evaluate employee performance, and ensure that goals of the specific team or department are met... Show more	$14-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Lean Six Sigma
   • Sigma
   • Process Improvement
   • Continuous Improvement
   • Project Management
   • Lean Manufacturing
   • Kaizen Events
   • Cost Savings
   • Lean Tools
   • Data Analysis
   • Business Processes
   • TPM
   • Lean Principles
   • Shop Floor

   Check all skills

   Responsibilities:

   • Manage and conduct internal audits for ISO and Schlumberger CLMS procedures.
   • Design and implement a SharePoint base pre-production operational checklist application to automate documentation retrieval.
   • Mentor trainees on projects and assist through the DMAIC process.
   • Provide training on DMAIC and basic problem solving methodologies company wide.
   • Introduce the concepts of OEE and throughput time into the report.
   • Oversee the Jonesboro press site total preventative maintenance plan and member of multi site TPM steering team.

   More continuous improvement leader duties

3. Make a budget

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

   • Location. For example, continuous improvement leaders' average salary in arkansas is 39% less than in district of columbia.
   • Seniority. Entry-level continuous improvement leaders 45% less than senior-level continuous improvement leaders.
   • Certifications. A continuous improvement leader 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 continuous improvement leader's salary.

   Average continuous improvement leader salary

   $85,851yearly

   $41.27 hourly rate

   ---

   Entry-level continuous improvement leader salary

   $63,000 yearly salary

   Updated December 22, 2025

   Average continuous improvement leader salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$106,807	$51
   2	New York	$104,032	$50
   3	Arizona	$101,955	$49
   4	Mississippi	$98,564	$47
   5	South Carolina	$94,290	$45
   6	Iowa	$94,052	$45
   7	Texas	$91,679	$44
   8	Indiana	$87,688	$42
   9	Nevada	$86,826	$42
   10	Florida	$86,751	$42
   11	Virginia	$84,902	$41
   12	Georgia	$83,637	$40
   13	California	$83,636	$40
   14	Illinois	$82,701	$40
   15	Washington	$82,537	$40
   16	Kansas	$81,341	$39
   17	Colorado	$81,317	$39
   18	North Carolina	$80,954	$39
   19	Ohio	$80,197	$39
   20	Michigan	$78,925	$38

   Average continuous improvement leader salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Bunge	$119,650	$57.52	4
   2	Citi	$118,388	$56.92	4
   3	AbbVie	$111,250	$53.49	28
   4	Novartis	$109,688	$52.73	2
   5	Eastman	$109,412	$52.60
   6	BD	$106,217	$51.07	2
   7	Baker Hughes	$104,055	$50.03	2
   8	Amelia	$103,925	$49.96
   9	Halliburton	$102,913	$49.48	1
   10	Walmart	$102,069	$49.07	126
   11	Colgate-Palmolive	$101,329	$48.72
   12	General Electric	$100,706	$48.42	240
   13	Levi Strauss & Co.	$100,662	$48.40	5
   14	The Judge Group	$100,153	$48.15
   15	Cerner	$99,868	$48.01
   16	CyberCoders	$97,345	$46.80
   17	ICU Medical	$97,328	$46.79
   18	AMETEK	$97,283	$46.77	1
   19	Safran	$97,083	$46.67	8
   20	Grainger	$96,784	$46.53

4. Writing a continuous improvement leader job description

   A continuous improvement leader 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 continuous improvement leader job description:

   Continuous improvement leader job description example

   Our people create our best Plexus.
   
   WHO WE ARE
   
   We're a global team of over 19,000 engineering, manufacturing, supply chain and aftermarket service experts who partner with customers to bring their products to life through inspired innovation and world-class customer service.
   
   We are passionate about innovating, creating and delivering products that change people's lives. From surgical devices and health monitors to warehouse robotics and space products, we partner with our customers to help create the products that build a better world.
   
   Whether you're looking to start, make a change or advance your career, find your path at Plexus Corp. and leave your mark on the world.
   
   WHY WE LOVE IT
   
   Engaging and challenging projects that fulfill and develop you. People that inspire and empower you to realize your full potential. Leadership and development programs to support your career goals. A workplace centered on inclusion and collaboration. At Plexus, we're at our best when opportunities are met with passion, open communication and teamwork.
   
   HOW YOU WILL DO IT
   
   Key Job Accountabilities:
   CONTINUOUS IMPROVEMENT: Drive continuous improvement into all areas of the business: Drive, facilitate, and support continuous improvement activity. Act as a catalyst to drive continuous improvement mentality into areas of involvement and overall business. Contribute to the ongoing development of continuous improvement strategy and planning. Ensure that all continuous improvement activities align with continuous improvement strategy. Facilitate continuous improvement activity in all areas of involvement. Provide leadership and support to ensure that improvement teams are productive. Ensure full participation of all team members.CREATE LEAN CULTURE: Delivery of lean/continuous improvement training: Design and deliver lean/continuous improvement training events and activities. Evaluate and assess the effectiveness of training activities and implement relevant improvements. Carry out certification/re-certification as required. Develop necessary training documentation and procedures. Maintain continuous improvement skills database. Provide training statistics as required. Continually review current training modules/documentation and implement improvements. Delivery of all lean training modules (periodic delivery).CUSTOMER SATISFACTION: Drive customer satisfaction in all areas of accountability: Understand customer (internal or external) requirements. Identify and drive waste reduction from customer value streams in all areas of exposure. Respond to the customer in a timely manner. Display a "voice of customer" mentality.DEPLOY LEAN PROCESSES: Provide SME coverage in Lean Sigma tools and techniques to include: Value Stream Transformation/Mapping, 5S/Workplace Organization/Visual Systems, Flow Manufacturing, SMED/Changeover Optimization, Pull systems, TPM, Line Balancing, Poke Yoke/Mistake Proofing, Problem Solving, PDCA (Plan, Do, Check, Act), Advanced Quality Improvement Tools, FMEA, Capability Studies, Measurement Systems Analysis, Statistical Process Control, and other tools as identified.DEVELOP AND COACH: Provision of facilitation and coaching expertise: Lead by example, "Walk the talk". Creatively apply coaching tools and techniques. Ensure that trainees develop personal competencies and do not develop a dependency upon the coach. Encourage a commitment to action and personal development with the trainees. Observe, listen, and ask questions to understand the situation/problems and be supportive and non-judgmental at all times.Accountable to execute on Plexus' Best People strategy, leaders will focus on evaluating potential, driving succession planning and ensuring that their employees receive the development and coaching required to realize their full potential.
   Some offers of employment are contingent upon successfully passing a drug screen and upon completion of a confidentiality agreement.Our Values and How We Lead behaviors guide our processes. Plexus does not make employment decisions based on race, color, religion, national origin, sexual orientation, gender identity, disability, or veteran status. We are proud to be an Equal Opportunity Employer (EOE) and encourage all to apply today!Globally, our policy is to recruit people from wide and diverse backgrounds. However, our company does not typically undertake sponsorship, including for H-1B, TN, and other nonimmigrant visas. Additionally, certain positions require access to controlled goods and technologies subject to the International Traffic in Arms Regulations (ITAR) or Export Administration Regulations (EAR). Applicants for these positions may need to be “U.S. persons.” “U.S. persons” are generally defined as U.S. citizens, nationals, lawful permanent residents (or, green card holders), individuals granted asylum, and individuals admitted as refugees.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting continuous improvement leaders 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.

   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 continuous improvement leader

   Once you have selected a candidate for the continuous improvement leader 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new continuous improvement leader. 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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