How to hire a coordinator/manager

How to hire a coordinator/manager, step by step

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

What does a coordinator/manager do?

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1. Identify your hiring needs

   Before you post your coordinator/manager 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 coordinator/manager 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

   Hiring the perfect coordinator/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.

   The following list breaks down different types of coordinator/managers and their corresponding salaries.

   Type of Coordinator/Manager	Description	Hourly rate
   Coordinator/Manager		$12-44
   Desk Manager	A desk manager's responsibilities focus on facilitating communication and performing organizational support tasks to maintain the smooth flow of operations at offices. Although the extent of their duties primarily depends on their company or employment industry, it usually includes handling calls and correspondence, answering inquiries, resolving issues and concerns, forwarding calls and messages, arranging appointments and schedules, organizing files, and overseeing various communication materials... Show more	$21-61
   Front Office Manager	Front office managers act as the senior person in an office setting and are responsible for keeping a professional work environment, administrative support, and staff supervision. They have varied tasks and duties, including managing accounting functions, approving office equipment and supplies, and allocating work assignments... Show more	$18-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Social Work
   • Patient Care
   • Oversight
   • Discharge Planning
   • Community Resources
   • Home Health
   • Excellent Interpersonal
   • CMS
   • Medicaid
   • Infection Control
   • Payroll
   • HIPAA
   • QA

   Check all skills

   Responsibilities:

   • Negotiate RFP for projects with clients and managing team and vendors to implement project plans at award sites.
   • Coordinate and manage operations of special projects pertaining to retroactive claim denials from CMS, IPRO and other review agencies.
   • Process managed care patients and communicate with all business partners to provide quality care and maximize reimbursement.
   • Manage and update SharePoint database with department documents post upcoming calendar events and notify end users by email correspondence of changes.
   • Insure office practices are in compliance with HIPAA regulation.
   • Work with CMS in providing compensation and classification analysis services to DES.

   More coordinator/manager duties

3. Make a budget

   Including a salary range in your coordinator/manager job description helps attract top candidates to the position. A coordinator/manager salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a coordinator/manager in Vermont may be lower than in Georgia, and an entry-level coordinator/manager usually earns less than a senior-level coordinator/manager. Additionally, a coordinator/manager with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average coordinator/manager salary

   $49,749yearly

   $23.92 hourly rate

   ---

   Entry-level coordinator/manager salary

   $26,000 yearly salary

   Updated December 19, 2025

   Average coordinator/manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Georgia	$44,779	$22
   2	Texas	$43,400	$21
   3	California	$42,641	$21
   4	Arizona	$42,418	$20
   5	New Jersey	$41,746	$20
   6	North Carolina	$41,550	$20
   7	New York	$41,268	$20
   8	Illinois	$38,790	$19
   9	Maryland	$38,410	$18
   10	Colorado	$37,478	$18
   11	Rhode Island	$35,313	$17
   12	Massachusetts	$34,450	$17
   13	Indiana	$32,566	$16
   14	Nevada	$31,141	$15
   15	Washington	$31,013	$15
   16	Wisconsin	$30,004	$14
   17	Maine	$22,722	$11

   Average coordinator/manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Square	$109,046	$52.43
   2	Alameda Health System	$103,560	$49.79
   3	Macerich	$93,508	$44.96
   4	Wisdom Infotech	$73,149	$35.17
   5	Raymond James Financial	$68,459	$32.91	2
   6	Catholic Health East	$66,419	$31.93
   7	HGA	$64,316	$30.92	3
   8	Marathon Petroleum	$61,970	$29.79	3
   9	Expedia Group	$60,116	$28.90
   10	Life Care Centers of America	$59,848	$28.77
   11	Stanford Health Care	$59,572	$28.64	9
   12	PTC Therapeutics	$59,486	$28.60
   13	HealthTrust	$59,218	$28.47
   14	King County	$59,023	$28.38
   15	Stanford University	$58,458	$28.10
   16	SpaceX	$58,413	$28.08	5
   17	Baptist Health	$58,388	$28.07	3
   18	Monadnock Community Hospital	$58,341	$28.05
   19	Parkland Hospital	$57,629	$27.71
   20	Technicolor	$55,802	$26.83

4. Writing a coordinator/manager job description

   A coordinator/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 coordinator/manager job description:

   Coordinator/manager job description example

   The Manager of Care Coordination supports the Director of Care Coordination Management in implementing and evaluating all activities of the Case Management Program. The Manager will directly supervise the social team and provide oversight for the Case Management staff in the absence of the Director. The Manager will support the development length of stay and resource reduction strategies, best practices and makes recommendations for process improvements. The Manager, in collaboration with the director, physician and administrative leadership and interdisciplinary team, will assist with coordination of patient care and service to maximize efficient and cost effective use of hospital resources and promotes high quality patient care within the healthcare continuum. Additional areas of focus include, but are not limited to, achievement of desired optimal outcomes, and facilitation of timely and appropriate transitions of care.
   M inimum Requirements:
   
   + Graduate Degree
   
   + Licensed Masters of Social Work
   
   + 3 - 5 Years Supervisory and/or administrative experience in hospital Case Management an/or Social Work Leadership position
   
   + 1 - 3 Years Management experience in Acute and Population Case Management setting preferred
   
   + License of Social Work Upon Hire
   
   + Certified Case Management (CCM) (ACM) within 7 Days of beginning employment
   
   Key Responsibilities:
   
   + Adheres to and/or maintains departmental policies and procedures, to be regulatory compliant with The Joint Commission (TJC), National Committee for Quality Assurance (NCQA), OSHA, safety standards, or other regulatory agencies as applicable.
   
   + Demonstrates flexibility required to meet changing priorities.
   
   + Maintains respectful working relationships with co-workers and encourages the team approach.
   
   + Approaches work in a manner that makes quality improvement a part of every activity.
   
   + Provides a well-thought out decision or response; obtains and analyzes all pertinent information available in order to make the most informed decision/response based on factual and objective data.
   
   + Works cooperatively with Director and those in leadership positions. Supports department expectations and participates in departmental activities, e.g. staff meetings, education, projects, and communications. Cross trains to duties to support the department.
   
   + Demonstrates a consistent level of performance; maintains progress on work assignments and meets deadlines. Seeks guidance as necessary for performance of duties.
   
   + Demonstrates appropriate and effective conflict resolution skills.
   
   + Address issues with individuals involved in a courteous and professional manner and escalates issues to Director as necessary.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit coordinator/managers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 coordinator/manager

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

   Once that's done, you can draft an onboarding schedule for the new coordinator/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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