How to hire a director of distance learning

How to hire a director of distance learning, step by step

Here's a step-by-step director of distance learning hiring guide:

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

What does a director of distance learning do?

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1. Identify your hiring needs

   First, determine the employments status of the director of distance learning you need to hire. Certain director of distance learning 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

   You should also consider the ideal background you'd like them a director of distance learning to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a director of distance learning that fits the bill.

   Here's a comparison of director of distance learning salaries for various roles:

   Type of Director Of Distance Learning	Description	Hourly rate
   Director Of Distance Learning	Postsecondary education administrators oversee student services, academics, and faculty research at colleges and universities. Their job duties vary depending on the area of the college they manage, such as admissions, student life, or the office of the registrar.	$24-74
   Co-Chair	A co-chair is responsible for supporting the duties and responsibilities under the supervision of a chair. Co-chairs help with the implementation of effective plans and programs that would benefit the organization... Show more	$10-167
   Committee Chairperson	A committee chairperson or chair is a presiding officer in an organization who is responsible for leading committee meetings and establishing agendas for the committee members to tackle. Committee chairpersons must provide strong leadership to the organization while reminding committee members about their purpose, mission, and strategic direction... Show more	$18-187

   Show more

2. Create an ideal candidate profile

   Common skills:

   • English Language
   • Technical Assistance
   • Technical Support
   • Strategic Plan
   • Instructional Design
   • Needs Assessment
   • Staff Development
   • K-12
   • Learning Management System
   • Public Speaking
   • Leadership Development
   • Professional Learning
   • Blackboard
   • Blended Learning

   Check all skills

   Responsibilities:

   • Manage and deliver an influential distance learning program utilizing a professional videoconferencing studio.
   • Collaborate in developing the organization's constitution, syllabus and lesson plans.
   • Provide general leadership and oversight for e-learning and e-learning support projects; develop faculty workshops, assessments, and improvement strategies.
   • Trouble shoot and shoot and up keep of computers and A/V n system.
   • Create, design and implement production of courses with professors and post online through Prometheus.
   • Conduct quarterly train-the-trainer in-services with all instructors.

   More director of distance learning duties

3. Make a budget

   Including a salary range in your director of distance learning job description is a great way to entice the best and brightest candidates. A director of distance learning salary can vary based on several factors:

   • Location. For example, directors of distance learning' average salary in hawaii is 49% less than in connecticut.
   • Seniority. Entry-level directors of distance learning earn 68% less than senior-level directors of distance learning.
   • Certifications. A director of distance learning 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 director of distance learning's salary.

   Average director of distance learning salary

   $88,059yearly

   $42.34 hourly rate

   ---

   Entry-level director of distance learning salary

   $50,000 yearly salary

   Updated December 17, 2025

   Average director of distance learning salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$106,833	$51
   2	District of Columbia	$101,305	$49
   3	New York	$96,496	$46
   4	Ohio	$94,863	$46
   5	Maryland	$94,320	$45
   6	Massachusetts	$90,445	$43
   7	North Carolina	$90,188	$43
   8	Virginia	$85,014	$41
   9	Wisconsin	$83,260	$40
   10	Illinois	$74,629	$36
   11	Texas	$67,951	$33
   12	Georgia	$65,516	$32

   Average director of distance learning salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	AARP	$123,200	$59.23
   2	Fidelity Investments	$97,807	$47.02	1
   3	Catholic Relief Services	$97,477	$46.86
   4	Grandbridge Real Estate Capital	$97,306	$46.78	3
   5	Americorps	$94,882	$45.62	3
   6	Population Services International	$92,583	$44.51
   7	KPMG LLP	$79,916	$38.42	31
   8	The International	$76,108	$36.59
   9	The Lovett School	$66,733	$32.08
   10	Washington State Community College	$65,088	$31.29
   11	University of Wisconsin System	$63,430	$30.50
   12	Texas State Teachers Association	$59,136	$28.43

4. Writing a director of distance learning job description

   A good director of distance learning 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 director of distance learning job description:

   Director of distance learning job description example

   Your success is a train ride away!
   
   As we move America's workforce toward the future, Amtrak connects businesses and communities across the country. We employ more than 20,000 diverse, energetic professionals in a variety of career fields throughout the United States. The safety of our passengers, our employees, the public and our operating environment is our priority, and the success of our railroad is due to our employees.
   
   Are you ready to join our team?
   
   Our values of 'Do the Right Thing, Excel Together and Put Customers First' are at the heart of what matters most to us, and our Core Capabilities, 'Building Trust, Accountability, Effective Communication, Customer Focus, and Proactive Safety & Security' are what every employee needs to know and do to be most impactful at Amtrak. By living the Amtrak values, focusing on our capabilities, and actively embracing and fostering diverse ideas, backgrounds, and perspectives, together we will honor our past and make Amtrak a company of the future.
   
   SUMMARY OF DUTIES:
   
   The Director of Long-Distance Fleet Planning is responsible for representing the Mechanical Department in the development and planning effort for the Long-Distance Fleet replacement program. The equipment engineering and maintenance effort will be coordinated by the Director as the program is progressed. The Director will be responsible for the development of the team which has responsibility for technical design and functionality of Amtrak's long-distance Passenger equipment and onboard systems. The Director is the overall technical authority for designs, specifications, and maintenance plans of long-distance equipment, and systems. This supports everything from new equipment acquisition to existing car, locomotive changes, and modifications to improve and maintain reliability and expected functionality of our passenger equipment. This role is expected to engage in industry-leading committees and remain current with US and Global new technology and practices for passenger rail equipment.
   
   ESSENTIAL FUNCTIONS:
   
   * Director Long Distance Fleet Planning will lead, develop, identify, and support the efforts to begin and lead the program to replace the long-distance fleet.
   * Manage critical technical correspondence to FRA, Original Equipment Manufacturers (OEM's), and vendors including performing the role of COTR for equipment acquisition or services contracts
   * Develops, approves, and provides oversight for equipment specifications of new or existing roiling stock equipment and assures that they are safe, functional, cost-effective, and meet regulatory requirements.
   * Directs design preparations, development, and review of technical specifications for new and overhauled passenger cars, locomotives, and other equipment,
   * Will help develop and build a department responsible for contractor and internal designs for suitability and compliance with Federal requirements and technical specifications.
   * Directs the review and modification of operator and maintenance manuals and instructions, and identifies replacement components, including qualifying vendors and products.
   * Directs the development and review of equipment test procedures and the conducting of equipment tests.
   * Maintains frequent contact with vendors/builders and interaction, including, but not limited to: Mechanical, Purchasing, Material Control, Quality Control, Legal, Operations, and at all required levels in the Corporation. These activities include but are not limited to understanding and balancing needs among departments, influencing design, introducing new ideas and improvements, reviewing alternatives, and evaluating costs/benefits.
   * Participate and represent Amtrak to provide a prominent lead role in the industry (FRA RSAC, AAR or APTA) supporting Amtrak's interest.
   * Have proven technical documentation skills in the area of analysis and design
   * Ability to work independently on multiple concurrent tasks
   * Recommend solutions that fit within the overall system design and configuration requirements of the approved Enterprise Standards
   * Problem Solving/Critical Thinking - able to apply problem solving/critical thinking techniques
   * Negotiating - able to exchange ideas, information, and opinions among stakeholders to provide and gain acceptance of technical decisions, conclusions, or solutions.
   * Project Scheduling/Costs - provide realistic schedules and costs of Systems Engineering tasks to project managers.
   * Documentation of Issues and Solutions - able to clearly define the problem, assumptions, and solution.
   
   MINIMUM QUALIFICATIONS:
   
   * 11 years of relevant experience
   * Bachelor's Degree in Engineering required OR equivalent combination of training, education and relevant experience may be considered in lieu of a degree.
   * Demonstrated experience in transportation, mechanical, electrical, aeronautical, or systems engineering.
   * Demonstrated experience in design, modification, or maintaining rail transportation vehicles or long-lived, complex, capital equipment.
   * Demonstrated experience in railway rolling stock technical roles involving specifications, inspections, commissioning, troubleshooting, and overhaul.
   * Knowledge of and experience in accepted railway industry quality standards and the ISO quality procedure.
   * Demonstrated experience in the contractual aspects of procurement.
   * 3+ years of administrative management experience.
   * Knowledgeable in areas of North American railway safety and regulatory practices including, but not limited to the AAR (America Assoc of Railroads) and FRA rules.
   * Basic knowledge of environmental regulations, signal rules, electric traction, NORAC rules related to train operations
   * Ability to independently resolve technical problems.
   * Knowledge of how vehicle systems are integrated as well as their impact on the entire functionality of the cars and locomotives.
   * Proficiency in technical correspondence, including drawings.
   * Excellent computer skills and a basic understanding of engineering economics.
   * Excellent written and good oral communication skills.
   
   PREFERRED QUALIFICATIONS & WORK ENVIRONMENT:
   
   * Masters degree in an engineering or business discipline.
   * Demonstrated, experience directing engineering and industrial design professionals.
   * Registered Professional Engineer.
   * Member of AAR, IEEE, ASME, SAE, ASHRAE, or similar technical committees
   * Experience demonstrating knowledge of QA Standards including ISO 9000, AAR M-1003, MIL STD 9858A.
   
   Physical Demands:
   
   * Will be in the field subject to walking on uneven surfaces, climbing over obstacles, and working in tunnels and restricted spaces during investigations.
   * Will be in the field working around maintenance facilities, rail yards and on all types of rolling stock during investigations and remediation implementation.
   * Travel is required (e.g., via airplane, train, automobile) to include national and international travel for specific interaction with other railroads and OEMs.
   * Primary work location is through-out the Amtrak Enterprise nation-wide, with up to 40% travel in the form of day trips to supported locations with 10% of that as possible overnight trips.
   
   COMMUNICATIONS AND INTERPERSONAL SKILLS:
   
   * Must have excellent oral and written communication skills.
   
   
   Posting Location(s):Delaware
   
   Job Family/Function:Mechanical
   
   Relocation Offered:Yes
   
   Travel Requirements:Up to 25%
   
   Amtrak employees power our progress through their performance.
   
   We want your work at Amtrak to be more than a job - we want it to be a fulfilling experience where you find challenging and rewarding opportunities, respect among colleagues, competitive pay, benefits that protect you and your family and a high performance culture that recognizes and values your contributions and helps you reach your career goals.
   
   All positions require pre-employment background check verification, a pre-employment drug screen and proof of full vaccination against COVID -19. Amtrak is committed to a safe workplace free of drugs and alcohol and performs pre-employment substance abuse testing. Marijuana, notwithstanding any statute, ordinance, regulation, or other law that legalizes or decriminalizes the use or possession of marijuana, whether for medical, recreational, or other use. Candidates who engage in the usage of marijuana will not be qualified for hire. Successful applicants for employment with Amtrak must be fully vaccinated against COVID-19 by the date of hire as a condition of employment, subject to requests for accommodation. Fully vaccinated means 14 days have elapsed since receiving the second dose of the Pfizer or Moderna vaccine or 14 days since receiving the Johnson & Johnson vaccine.
   
   In accordance with DOT regulations (49 CFR § 40.25), Amtrak is required to obtain prior drug and alcohol testing records for applicants/employees intending to perform safety-sensitive duties for covered Department of Transportation positions. If an applicant/employee refuses to provide written consent for Amtrak to obtain these records, the individual will not be permitted to perform safety-sensitive functions.
   
   In accordance with federal law governing security checks of covered individuals for public transportation ( Title 6 U.S.C. § 1143), Amtrak is required to screen applicants for any permanent or interim disqualifying criminal offenses.
   
   Note that any education requirement listed above may be deemed satisfied if you have an equivalent combination of education, training and experience.
   
   Amtrak is an EOE/Affirmative Action Minority/Female employer, and we welcome all to apply. We consider candidates regardless of race/color, religion, sex (including pregnancy, childbirth and related conditions), national origin/ethnicity, age, disability (intellectual, mental and physical), veteran status, marital status, ancestry, sexual orientation, gender identity and gender expression, genetic information, citizenship or any other personal characteristics protected by law.
   
   POSTING NOTES: Mechanical || Engineering & Mechanical

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5. Post your job

   To find directors of distance learning 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 directors of distance learning they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level directors of distance learning 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 director of distance learning job on Zippia to find and recruit director of distance learning candidates who meet your exact specifications.
   • Use field-specific websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting directors of distance learning 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 director of distance learning

   Once you've found the director of distance learning 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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