How to hire a director of institutional research

How to hire a director of institutional research, step by step

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

What does a director of institutional research do?

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1. Identify your hiring needs

   The director of institutional research hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   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 institutional research's background is also an important factor in determining whether they'll be a good fit for the position. For example, directors of institutional research 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.

   Here's a comparison of director of institutional research salaries for various roles:

   Type of Director Of Institutional Research	Description	Hourly rate
   Director Of Institutional Research	Natural sciences managers supervise the work of scientists, including chemists, physicists, and biologists. They direct activities related to research and development, and coordinate activities such as testing, quality control, and production.	$29-61
   Study Coordinator	Study coordinators oversee the entire process of clinical research from its inception to its completion. The coordinators make certain that human subjects are safe and well-protected... Show more	$16-31
   Clinical Trial Coordinator	A clinical trial coordinator is responsible for assisting in medical trials and clinical research studies. Clinical trial coordinators support the whole operational process of medical research from its conceptualization until the final outputs... Show more	$16-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Collection
   • Data Analysis
   • Statistical Analysis
   • SPSS
   • Institutional Effectiveness
   • Visualization
   • Student Learning
   • SQL
   • Institutional Data
   • Colleges
   • SAS
   • Research Design
   • Program Evaluation
   • Clinical Research

   Check all skills

   Responsibilities:

   • Lead the overhaul of Amgen's small molecule lead optimization effort.
   • Achieve and maintain the standardization of IRB and research activities and compliance across the CHS.
   • Manage investment reports flow, and maintain financial models of list equities to assist in the investment process.
   • Achieve superior customer results by improving and integrating proprietary chemistry tests.
   • Complete research requests and comprehensive reports institution-wide using SQL, SPSS, and survey results.
   • Create mathematical models of currency exchange rates using linear regression and co-integration.

   More director of institutional research duties

3. Make a budget

   Including a salary range in your director of institutional research job description helps attract top candidates to the position. A director of institutional research 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 director of institutional research in Maine may be lower than in California, and an entry-level director of institutional research usually earns less than a senior-level director of institutional research. Additionally, a director of institutional research 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 director of institutional research salary

   $88,935yearly

   $42.76 hourly rate

   ---

   Entry-level director of institutional research salary

   $61,000 yearly salary

   Updated December 17, 2025

   Average director of institutional research salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$124,389	$60
   2	New Jersey	$96,266	$46
   3	Illinois	$94,291	$45
   4	Indiana	$93,955	$45
   5	Washington	$93,866	$45
   6	Connecticut	$90,380	$43
   7	Massachusetts	$90,055	$43
   8	New York	$89,203	$43
   9	New Mexico	$87,079	$42
   10	Texas	$86,689	$42
   11	Florida	$82,217	$40
   12	Maryland	$78,890	$38
   13	Pennsylvania	$78,269	$38
   14	Tennessee	$76,217	$37
   15	Colorado	$75,583	$36
   16	Georgia	$75,196	$36
   17	South Carolina	$72,918	$35
   18	Wisconsin	$69,654	$33

   Average director of institutional research salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	JPMorgan Chase & Co.	$129,772	$62.39	126
   2	Kern Community College District	$107,306	$51.59
   3	California Polytechnic State University	$103,653	$49.83
   4	Boston College	$101,543	$48.82	7
   5	Northland Community & Technical College	$98,944	$47.57
   6	UMass Lowell	$96,039	$46.17	10
   7	Colorado State Express	$95,817	$46.07
   8	University of La Verne	$95,307	$45.82	6
   9	University of California-Berkeley	$93,120	$44.77
   10	Lake Superior State University	$90,087	$43.31	2
   11	Nicklaus Children's Hospital	$89,464	$43.01	4
   12	Massachusetts Institute of Technology	$88,966	$42.77	9
   13	Association for Institutional Research	$88,359	$42.48
   14	Bay Path University	$87,706	$42.17	1
   15	New Jersey Institute of Technology	$87,659	$42.14	16
   16	Mount Sinai Health System	$87,585	$42.11	88
   17	Life University	$87,083	$41.87
   18	Stevens Institute of Technology	$86,926	$41.79	13
   19	Citrus College	$86,710	$41.69
   20	Santa Clara University	$86,366	$41.52	6

4. Writing a director of institutional research job description

   A director of institutional research 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 institutional research job description:

   Director of institutional research job description example

   The Director of Institutional Research directs and coordinates the activities of the Office of Institutional Research in support of the University's mission, strategic goals and initiatives, and efforts related to data‑informed decision making. The Director is responsible for setting the direction of the office, overseeing the budget, managing the staff, and ensuring that the research conducted by the office is of the very highest quality.
   
   Job Type: 1099 Contract Consultant
   
   AccountabilitiesManages the Office of Institutional Research. Supports the direction of the office, including making decisions about projects that will be undertaken and the utilization of new technologies to improve efficiencies.Represents the office at meetings with senior administrators and university clients. Oversees data compilation, report development and archiving activities in support of university research goals.Provides technical, research and statistical consultation and support to the university community.
   
   Experience and EducationKnowledge and skills as typically acquired through completion of Master's degree in related field and 5 years of institutional research experience. Supervisory experience.
   
   KSA's Knowledge, Skills, & AbilitiesAbility to design survey instruments; knowledge of appropriate statistical methods; ability to present statistical findings in clear, concise understandable format; ability to design web-based survey instruments; in-depth knowledge of statistical and data visualization tools; commitment to professional development; basic knowledge of html and web design; firm understanding of the landscape of higher education, including federal regulations; ability to share expertise and knowledge in support of the skill-building of others. Demonstrated communication skills; openness to different viewpoints; respectful towards others; collaborates well on joint projects and decisions; gives and receives candid and helpful feedback. Ability to clearly articulate results to clients; ability to serve as a member of a research team or to serve as the principal investigator on a project; ability to work with a variety of individuals in a fast-paced, sometimes stressful environment; ability to listen to feedback and make appropriate decisions; ability to make effective Tableau and PowerPoint presentations; ability to provide feedback in a constructive and timely fashion to clients and staff. Ability to provide guidance, supervision, and instruction to research analysts and research assistants. Ability to work with a wide variety of clients with various levels of expertise; ability to make suggestions regarding best research methods; ability to handle multiple projects and demands at once; ability to present complex findings in a manner that is accessible to clients. Seeks feedback to improve processes; proactively reaches out to university community to address their needs. Ability to develop, communicate, and align others around a vision and strategy for the future; ability to create plans and initiatives that ensure the understanding and commitment of others to achieve the vision; ability to inspire and motivate by setting a direction and allowing others to take the lead in achieving that vision; ability to involve others in identifying and achieving common goals and priorities; ability to build alignment and commitment within and across functions to achieve common goals. Creates an environment of trust and integrity; establishes high standards of performance; values continuous learning by fostering a climate for the learning and development of self and others.
   What You Can Expect from Us
   At CampusWorks, we don't just help our clients succeed; we help our employees succeed. Competitive pay, robust benefits for full-time employees, and professional development opportunities are a few of the many reasons that CampusWorks is a great place to build your career. Our employees enjoy:
   
   Meaningful work. Our employees often tell us that their work gives them a sense of purpose because it makes a difference in the lives of students and educators.
   A CEO who cares. Chairman and CEO Liz Murphy has made it her mission to create a culture that appreciates and takes good care of its people. As a result, being an employee of CampusWorks feels like being a member of a big family.
   A virtual and onsite workplace. In an effort to reduce our environmental footprint, CampusWorks became a virtual company in 2012. As such, our team members are located across the U.S. and Canada, where they work from their home offices and at client sites.
   Flexibility. We value work-life balance because we know that happy employees create happy customers. T hat's why CampusWorks offers both full-time and part-time 1099 consulting career opportunities to fit life's unique demands.
   A company that gives back. Every year CampusWorks proudly supports numerous charitable fundraising initiatives that align with our vision to make higher education accessible to everyone.
   
   There are many things our employees love about working for CampusWorks, but don't take our word for it. Hear what they have to say. Read employee testimonials»
   
   About CampusWorks
   Founded in 1999, CampusWorks is dedicated to helping higher education overcome business and technological challenges that stand in the way of student success and completion. We work with community colleges, technical colleges, four-year public and private institutions, multi-college districts, and statewide higher education systems to tackle problems big and small. Our services are rooted in systems thinking and reach across the institution-from Student Services to Human Resources to Finance to Academics-to achieve transformative results.
   
   AAP/EEO Statement: CampusWorks, Inc. provides equal employment opportunities (EEO) and Affirmative Actions (AA) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws.

   Copy this example

   

5. Post your job

   To find directors of institutional research 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 institutional research they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level directors of institutional research 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 institutional research job on Zippia to find and recruit director of institutional research 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 institutional research, 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 institutional research

   Once you have selected a candidate for the director of institutional research 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 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.

   After that, you can create an onboarding schedule for a new director of institutional research. 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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