How to hire a director of instrumental music

How to hire a director of instrumental music, step by step

Here's a step-by-step director of instrumental music 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 instrumental music job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new director of instrumental music
• 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 instrumental music you need to hire. Certain director of instrumental music 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 instrumental music 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 instrumental music that fits the bill.

   This list presents director of instrumental music salaries for various positions.

   Type of Director Of Instrumental Music	Description	Hourly rate
   Director Of Instrumental Music	Music directors, also called conductors, lead orchestras and other musical groups during performances and recording sessions. Composers write and arrange original music in a variety of musical styles.	$13-44
   Band Director	Band Directors help their musicians prepare for their showcase events. They lead orchestras or other musical groups during musical performances or recording sessions.	$13-46
   Minister Of Music	A Minister of Music coordinates, rehearses, and directs all choirs of a church, as appropriate. They assist the pastor in planning the congregational services of the church.	$13-42

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2. Create an ideal candidate profile

   Common skills:

   • Music Theory
   • Jazz Ensemble
   • Music Program
   • General Music
   • Music Curriculum
   • Concert Band
   • Jazz Band
   • Musical Instruments
   • Music Classroom
   • Band Program
   • Wind Ensemble
   • K-12
   • Fine Arts
   • Music Education

   Check all skills

   Responsibilities:

   • Achieve staff competence with 4 staff members, encouraging the growth and development of one staff member into a leadership position.
   • Provide expert instruction to brass instrumentalists on musicianship and marching techniques.
   • Develop and implement leadership training and discipleship program for student leaders.

3. Make a budget

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

   • Location. For example, directors of instrumental music' average salary in kansas is 50% less than in virginia.
   • Seniority. Entry-level directors of instrumental music earn 70% less than senior-level directors of instrumental music.
   • Certifications. A director of instrumental music 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 instrumental music's salary.

   Average director of instrumental music salary

   $51,722yearly

   $24.87 hourly rate

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   Entry-level director of instrumental music salary

   $28,000 yearly salary

   Updated January 13, 2026

4. Writing a director of instrumental music job description

   A job description for a director of instrumental music role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a director of instrumental music job description:

   Director of instrumental music job description example

   Check out this video and find out why our team loves to work here!
   Responsible for developing and formulating policies and procedures for Gas Instrumentation and Regulation and managing the safe reliable operation of critical infrastructure, including pressure control, pressure monitoring, and odorization. Directs the planning and coordination of all operational activities within the department. Accountability includes but is not limited to, public and employee safety, O&M and Capital budgetary controls, system operations, construction and maintenance activities including gate stations and regulator stations.
   
   Essential Functions:
   Directs the safe reliable operation of critical infrastructure, including pressure control, pressure monitoring, and odorization. Directs the development and implementation of standards, policies and procedures for the Gas Instrumentation and Regulation group.Collaborates with other Gas Directors in developing a robust, consistent and fully integrated framework of work practices ensuring the delivery of service excellence and best in class processes.Responsible for ensuring that the department complies with all regulatory and safety codes and requirements for gate stations and regulator stations; ensures systems operate in compliance with Company environmental operating procedures. Manages and provides technical guidance and functional and administrative direction to all managers, supervisors and team leaders responsible for Instrumentation and Regulation operations.Serves as Subject Matter Expert (SME) on Instrumentation and Regulation and is active in the gas industry.Reviews and approves time, vehicle and expense reports, purchase requisitions and invoices related to departmental activity.Ensures adherence to Eversource labor negotiated contracts, maintains a working relationship with the area bargaining unit leadership and effectively administers the agreement between the Company and the Union.Responsible for developing, and managing operating, maintenance and capital budgets within the department.Serves as Eversource representative in developing and maintaining effective relationships with committees, task forces or work groups representing the Company's industry interests, such as the American Gas Association, Massachusetts Department of Public Utilities, Connecticut Department of Public Utility Control, Northeast Gas Association, etc.
   
   Qualifications:
   Technical Knowledge/Skill:
   Strong knowledge of gas engineering, construction and maintenance policies, procedures and practices. Knowledge of applicable governmental codes and regulations affecting gas distribution.Experience building collaborative relationships with external parties, ideally to include regulatory leadership, along with excellent written, oral communication, presentation, and facilitation skills Skill set and ability to engage in the assessment of gas system adequacy and reliability through risk analysis studies and sponsoring recommendations for system projects Ability to manage multi-State I&R functions
   
   Education:
   Bachelor's Degree in engineering or engineering technology, preferred, may consider equivalent technical experience
   
   Experience:
   Twelve years of related experience
   
   Working Conditions:
   Must be available to work emergency storm assignment as required.Must be available to travel between MA/CT/NH as necessary.Noise level in the work environment is usually moderately quiet Employee is occasionally exposed to outside weather conditions Pipeline Safety position subject to Eversource's Drug and Alcohol PolicyThis position is categorized as safety-sensitive for the purpose of drug testing. Successful applicants shall be subject to a pre-assignment drug test if the individual is currently in a non-safety sensitive position. As an employee in this position the individual shall be subject to random drug testing. A positive drug test will result in disciplinary action.
   
   Leadership Behaviors/Competencies:
   Set and Communicate Direction and Priorities
   Cascade and translate strategies into action plans.Communicate goals and priorities (company, department, team); ensure line of sight Drive accountability/monitor progress Communicate, communicate, communicate
   
   Build Trusting Relationships
   Role model honesty and integrity in all communication and actions Balance “getting results” with concern for individual needs Have honest dialogue with employees; get to know them Track commitments and follow-up
   Manage and Develop People
   Create individual development plans with direct reports Set realistic performance objectives Give ongoing, honest feedback; coach for success Differentiate performance and provide rewards and recognition
   Foster Teamwork and Cross-functional Collaboration
   Surface and address competing goals Encourage cooperation/remove obstacles between functions Conduct teambuilding/development processes Encourage collaboration Guide team in translating organizational goals into day-to-day work
   Create a Diverse, Inclusive Workforce
   Involve employees/seek input in decision making, on continuous improvement ideas and change Diversify staff, where possible, in hiring/promotions Seek opportunities to utilize diverse suppliers
   Lead Change
   Exhibit a “can-do” attitude to successfully develop and implement changes in strategy, priorities and work processes Respond positively to new demands or circumstances Act optimistically to influence others to embrace change
   Focus on the Customer
   Ensure that we have processes in place to deliver on our customer promise and provide superior customer service Be a role model for the business on delivering superior customer service
   Worker Type:
   Regular
   Number of Openings:
   1
   EEO Statement
   
   Eversource Energy is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, sex, sexual orientation, gender identity, national origin, religion, disability status, or protected veteran status.
   
   VEVRRA Federal Contractor
   Vaccination Information:
   
   Eversource requires all new employees to be fully vaccinated for COVID-19 by their first day of employment. If you have any concerns regarding compliance with this requirement, you will need to discuss your concerns with Eversource's HR department after you have been made a conditional offer of employment. Eversource does not require applicants to discuss vaccination status prior to receipt of a conditional offer of employment and complies with all applicable laws.
   Emergency Response:
   
   Responding to emergency situations to meet customers' needs is part of every employee's role. If employed, you will be given an Emergency Restoration assignment. This means you may be called to assist during an emergency outside of your normal responsibilities, work hours and location.

   Copy this example

   

5. Post your job

   To find the right director of instrumental music for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with directors of instrumental music they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit directors of instrumental music who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your director of instrumental music job on Zippia to find and recruit director of instrumental music candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting directors of instrumental music 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. 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 instrumental music

   Once you've decided on a perfect director of instrumental music 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 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 instrumental music. 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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