How to hire a deputy manager

How to hire a deputy manager, step by step

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

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1. Identify your hiring needs

   Before you start hiring a deputy 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

   Hiring the perfect deputy 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.

   This list shows salaries for various types of deputy managers.

   Type of Deputy Manager	Description	Hourly rate
   Deputy 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.	$32-78
   Operations Support Manager	Operations Support Managers are employees who handle different support initiatives for the employees or operations-related departments. These support initiatives may come in people management and upskilling, IT infrastructure assistance, or process improvement, among others... Show more	$22-63
   Corporate Manager	A corporate manager is responsible for leading the corporate team in operational processes and ensuring that the company provides the highest satisfaction for the clients. Corporate managers identify business opportunities through data and statistical analysis and review of current market trends to generate more revenue resources and increase the company's profitability... Show more	$37-71

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cash Management
   • Java
   • Infrastructure Management
   • Internal Audit
   • Production Planning
   • Logistics
   • HR
   • KPI
   • Management System
   • Process Improvement
   • Portfolio
   • MIS
   • ISO
   • Develop Strong Relationships

   Check all skills

   Responsibilities:

   • Manage and coordinate the SLA's with vendors.
   • Lead and motivate the team to achieve corporate activity list compliance and KPI's.
   • Lead a project of customize ERP development, from the definition stage up to implementation.
   • Lead all aspects of the accounting and bookkeeping functions, utilizing ERP for a large shipbuilding company specialize in long-term construction.
   • Manage the infrastructure and operation integrations of acquire companies to the Mexico manufacturing operations.
   • Perform added responsibility of book keeping, AR/AP entries, payroll ledger, and financial statements.

   More deputy manager duties

3. Make a budget

   Including a salary range in the deputy manager job description is a good way to get more applicants. A deputy manager salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a deputy manager in Oklahoma may be lower than in New York, and an entry-level engineer typically earns less than a senior-level deputy manager. Additionally, a deputy manager with lots of experience in the field may command a higher salary as a result.

   Average deputy manager salary

   $105,544yearly

   $50.74 hourly rate

   ---

   Entry-level deputy manager salary

   $67,000 yearly salary

   Updated December 17, 2025

   Average deputy manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$132,447	$64
   2	Connecticut	$130,585	$63
   3	District of Columbia	$125,588	$60
   4	California	$121,371	$58
   5	Pennsylvania	$114,624	$55
   6	New Jersey	$113,618	$55
   7	Massachusetts	$110,779	$53
   8	Colorado	$106,304	$51
   9	Virginia	$102,349	$49
   10	Texas	$100,327	$48
   11	Maryland	$99,913	$48
   12	Michigan	$95,439	$46
   13	Florida	$95,299	$46
   14	Ohio	$94,637	$46
   15	North Carolina	$90,878	$44
   16	Arizona	$88,013	$42
   17	Georgia	$76,558	$37
   18	Kansas	$75,481	$36
   19	Oklahoma	$67,300	$32

   Average deputy manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Majesco	$117,177	$56.34
   2	Sagitec Solutions LLC	$112,622	$54.15
   3	Fiserv	$106,332	$51.12	1
   4	Invagen Pharmaceuticals Inc.	$102,669	$49.36
   5	Ramco	$101,247	$48.68
   6	GKN Freight Services	$99,817	$47.99
   7	Vectrus	$98,473	$47.34
   8	HDR	$98,412	$47.31	26
   9	HCL Technologies	$97,538	$46.89	18
   10	iGATE Global Solutions	$97,073	$46.67
   11	Alight Solutions	$95,767	$46.04	1
   12	Pacific Architects and Engineers	$95,285	$45.81
   13	Balfour Beatty plc	$94,604	$45.48	2
   14	PHMC	$93,378	$44.89	2
   15	HAB Bank	$91,080	$43.79	1
   16	Ryman Hospitality Properties	$86,859	$41.76	5
   17	Raytheon Technologies	$78,511	$37.75	47

4. Writing a deputy manager job description

   A deputy 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. Below, you can find an example of a deputy manager job description:

   Deputy manager job description example

   Job Description (Posting).
   
   Business Systems Analyst
   
   Specific Responsibilities and Skills
   
   Proactively seeks out opportunities, actively monitors and identifies capability gaps and proposes potential solutions through research internally and externally.
   
   Act as a thought leader in Patient Safety (Pharmacovigilance) and Medical Affairs domains ensuring the team continues to innovate and delivers business value & efficiency.Act as a thought leader in Patient Safety (Pharmacovigilance) ) and Medical Affairs domains ensuring the team continues to innovate and delivers business value & efficiency.
   
   Document process workflows and frameworks to facilitate discussions with business stakeholders.
   
   Participates in requirements discussions and design review of systems.
   
   Prepare business requirement documents (BRD).
   
   Develops business cases for new projects & initiatives to support business strategy.
   
   Business cases are developed with clear objective, business value justification and return on investment metrics.
   
   Ensures timely project approval submissions occur following both quarterly and annual cycles by working with IT project management office.
   
   Assists in identification of project deliverables, project time estimations and resource level estimations.
   
   Prepares financial estimates by working the cross functional IT and business teams.
   
   Responsible for keeping capabilities maps associated with relevant technologies up to date for Patient Safety (Pharmacovigilance) and Medical AffairsAffairs.
   
   Participates in the Request for Approval (RFP), reviews statement of work and license agreements.
   
   Manages strategic relationships with product vendors, holds periodic review sessions to ensure Gilead business needs are prioritized.
   
   Ensures clear communication occurs among cross functional teams, sets clear expectations, and serves as an escalation account manager for the business.
   
   Partners with Validation and QA teams to ensuring GxP assessments and Validation scope for projects are well understood.
   
   Knowledge, Experience and Skills
   
   Must have demonstrated system implementation and management experience of Pharmacovigilance and Medical Affairs systems areas in a Bio-pharmaceutical industry.
   
   Laser-focused and strong delivery experience managing large, complex projects.
   
   Must think ahead strategically and must be able to weigh and decide between implementing new functionality by configuration of existing technology vs assessment of new technology.
   
   Has a strong working understanding of installed systems, is aware of integration and data flow points with other enterprise systems.
   
   Demonstrates proficiency with one or more technology environments, with the ability to learn and apply new and emerging concepts very quickly.
   
   Excellent interpersonal, communication, and business partnering skills
   
   Strategic mindset with strong analytical foundation
   
   Ability to analyze complex business problems and evaluate solutions
   
   Ability to translate complex technical issues into business terms.
   
   Good understanding of GxP compliance and 21 CFR Part 11 requirements (1.) To create work plans, monitor and track the work schedule for on time delivery as per the defined quality standards. (2.) To develop and guide the team members in enhancing their technical capabilities and increasing productivity. (3.) To ensure process improvement and compliance in the assigned module, and participate in technical discussionsorreview. (4.) To prepare and submit status reports for minimizing exposure and risks on the project or closure of escalations.

   Copy this example

   

5. Post your job

   There are a few common ways to find deputy managers 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 deputy manager job on Zippia to find and recruit deputy manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting deputy managers 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 deputy manager

   Once you've decided on a perfect deputy manager candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 deputy 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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