How to hire a director of first impression

How to hire a director of first impression, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the director of first impression you need to hire. Certain director of first impression 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 director of first impression's background is also an important factor in determining whether they'll be a good fit for the position. For example, directors of first impression 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 directors of first impression and their corresponding salaries.

   Type of Director Of First Impression	Description	Hourly rate
   Director Of First Impression		$12-37
   Managing Member	A managing member is an individual who has an ownership interest of a limited liability company (LLC) and is involved in its daily management. Managing members have an authoritative position that allows them to represent the company in contract negotiations and agree to the terms of a binding contract... Show more	$23-82
   Program Manager	A program manager is responsible for monitoring the project's progress, improving and developing new strategies, and coordinate various projects across the organization to ensure the success of the business objective. Program managers also manage the program's expenses, ensuring that the projects adhere to the budget goals without compromising the quality and accuracy of the result... Show more	$31-67

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Front Desk
   • Phone Calls
   • Data Entry
   • Scheduling Appointments
   • Telephone Calls
   • Multi-Line Phone System
   • Administrative Tasks
   • Payroll
   • Direct Calls
   • Office Equipment
   • Clerical Support
   • PowerPoint
   • Collating

   Check all skills

   Responsibilities:

   • Manage Salesforce CRM database, identifying potential new clients.
   • Supervise, hire and schedule front line staff to ensure good work ethics are followed and achieve.
   • Manage domestic and international travel arrangements including transportation, lodging, and logistics for individuals and groups utilizing travel management systems.
   • Detail progress notes in CRM system.
   • Create excel spreadsheets for client events and PowerPoint slides for appointments.
   • Aid in the management of the Keller Williams Hoover Facebook account.

3. Make a budget

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

   • Location. For example, directors of first impression' average salary in utah is 64% less than in rhode island.
   • Seniority. Entry-level directors of first impression earn 67% less than senior-level directors of first impression.
   • Certifications. A director of first impression 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 first impression's salary.

   Average director of first impression salary

   $46,058yearly

   $22.14 hourly rate

   ---

   Entry-level director of first impression salary

   $26,000 yearly salary

   Updated December 27, 2025

4. Writing a director of first impression job description

   A director of first impression 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 director of first impression job description:

   Director of first impression job description example

   As the Director First Line Risk for Capital Markets, you will represent the First Line of Defense and lead the business development and execution of policies and procedures that mitigate various types of risk at CFG in its capital markets and investment banking businesses- including its debt (securities and loan) and equity capital markets, mergers and acquisitions advisory, and valuation advisory businesses. You will partner with the business and serve as a liaison, interfacing with business leaders to drive meaningful conversations on end-to-end risk and compliance policies within their function, strategize on solutions and mitigation activities, and develop remediation plans. You will promote a culture of risk and compliance awareness throughout the bank by supporting the development of training and education on risk policies and practices. You will provide leadership, expertise, and guidance to your team to design, implement, and influence internal governance processes and controls. You will be accountable for ensuring your team isin compliance with all applicable regulatory requirements, and work in conjunction with stakeholders in broker-dealer compliance to minimize potential compliance and regulatory risk. Additionally, this role will have complete oversight of pilot programs, products, and strategies related to new initiative and corporate acquistions in the investment banking and capital markets areas.
   
   This role will also have responsibility for supervision of a team of Senior Risk Managers and Risk Managers focused on the capital markets and advisory business lines.
   Qualifications
   
   + 12+ years experience in Risk Management or Compliance functions related to investment banking and capital markets activities in an institutional broker-dealer setting.
   
   + Prior experience implementing and supporting enterprise wide Risk programs
   
   + Demonstrated negotiation skills; including the ability to influence through use of compelling facts, thought-provoking discussion and logic.
   
   + Deep Knowledge and understanding of regulatory and legislative guidelines, in particular SEC and FINRA regulations relevant to institutional broker-dealer activities
   
   + Extensive experience managing projects including planning, implementation, and reporting
   
   + Proven relationship management skills, strong track record of ability to build trust and credibility through, communication, actions and presence.
   
   + Extensive leadership skills including influencing without direct management support.
   
   + Proven ability to work in a fast-paced environment with competing and changing priorities.
   
   + Excellent communications skills, both written and verbal.
   
   Education: Bachelor's degree required
   
   #LI-Sourcer6
   
   Some job boards have started using jobseeker-reported data to estimate salary ranges for roles. If you apply and qualify for this role, a recruiter will discuss accurate pay guidance.
   
   Why Work for Us
   
   At Citizens, you'll find a customer-centric culture built around helping our customers and giving back to our local communities. When you join our team, you are part of a supportive and collaborative workforce, with access to training and tools to accelerate your potential and maximize your career growth.
   
   Equal Employment Opportunity
   
   Citizens, its parent, subsidiaries, and related companies provide equal employment and advancement opportunities to all colleagues and applicants for employment without regard to age, ancestry, color, citizenship, physical or mental disability or perceived disability, ethnicity, gender, gender identity or expression, genetic information, genetic characteristic, marital or domestic partner status, victim of domestic violence, family status/parenthood, medical condition, military or veteran status, national origin, pregnancy/childbirth/lactation, colleague's or a dependent's reproductive health decision making, race, religion, sex, sexual orientation, or any other category protected by federal, state and/or local laws.
   
   Equal Employment and Opportunity Employer/Disabled/Veteran
   
   Citizens is a brand name of Citizens Bank, N.A. and each of its respective affiliates.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right director of first impression 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 director of first impression job on Zippia to find and recruit director of first impression 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 directors of first impression, 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.

   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 director of first impression

   Once you've selected the best director of first impression 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 also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new director of first impression. 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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