How to hire a District Manager & Store Manager

How to hire a district manager & store manager, step by step

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

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1. Identify your hiring needs

   The district manager & store manager 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

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   A district manager & store manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, district manager & store managers 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 district manager & store managers and their corresponding salaries.

   Type Of District Manager & Store Manager	Description	Hourly Rate
   District Manager & Store 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.	$13-23
   Operations Manager, District	A district operations manager is a managerial professional who manages the daily operations of stores within the assigned district as well as provides support to managers in ensuring quality and budget performance. The district operations manager must work with the store management to create and implement action plans to address deficiencies discovered during a store audit... Show More	$29-51
   Co-Manager	A co-manager's role is to supervise business operations and perform administrative tasks as support to a manager. One of the primary functions of a co-manager is to delegate tasks of team members and arrange schedules... Show More	$16-57

   Show more

2. Create an ideal candidate profile

   Common Skills:

   • Customer Service
   • Payroll
   • Store Operations
   • Loss Prevention
   • Customer Satisfaction
   • Gross Margin
   • Customer Issues
   • Store Management
   • Inventory Control
   • POS
   • Store Sales
   • Retail Store
   • Sales Floor
   • Sales Associates

   Check All Skills

   Responsibilities:

   • Manage schedule to ensure proper coverage in all locations while maintaining owner's payroll guidelines for maximum profitability.
   • Develop and implement strategic merchandising plans to achieve revenue objectives and reduce expenditures while ensuring payroll remains within budget.
   • Operate and maintain espresso bar, POS system, and store equipment.
   • Greet customers by taking orders, and following through with the transaction on the POS system.
   • Prepare sales and customer relations reports by analyzing and categorizing sales information; identifying and investigating customer complaints and service suggestions.
   • Increase volume by 200k in 2012 beating plan and LY by double digits.

3. Make a budget

   Including a salary range in your district manager & store manager job description is one of the best ways to attract top talent. A district manager & store manager can vary based on:

   • Location. For example, district manager & store managers' average salary in kentucky is 65% less than in connecticut.
   • Seniority. Entry-level district manager & store managers 43% less than senior-level district manager & store managers.
   • Certifications. A district manager & store manager with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a district manager & store manager's salary.

   Average district manager & store manager salary

   $37,438yearly

   $18.00 hourly rate

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   Entry-level district manager & store manager salary

   $28,000 yearly salary

   Updated June 15, 2025

4. Writing a District Manager & Store Manager Job Description

   A job description for a district manager & store manager 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 district manager & store manager job description:

   District Manager & Store Manager job description example

   Looking for a talented and high performing candidate, with a strong retail multi-unit managerial background, to oversee the effective operation of multiple retail stores in an assigned region. The District Manager will support Downeast's vision through ownership & accountability for overall sales, profitability, leadership, and daily operations of their stores. Our ideal candidate is able to leverage their leadership and resources to create a successful, fun, and rewarding culture for store associates, while provide the best possible shopping experience for its stores' customers. The District Manager plays a critical role in the success of the organization, and requires a highly motivated, resolute, and well-rounded individual. This position is located and based in our Salt Lake City, Utah corporate office, with significant time spent in the field; it is a full-time, benefited, exempt-level position, and reports to the VP of Retail.
   DELIVERABLES:
   
   Talent
   Recruits, hires, develops, retains, and promotes relevant top talent; those with a passion for the product and the core values of the company Interviews all Store Management and Sales lead candidates for the Region Actively develops, supports and promotes Store Managers and Management support team to larger volume tier stores or next-step roles Participates in Talent Review process and makes succession planning recommendations to Regional Manager Peers and Supervisor Partners with the HR team to promptly post job descriptions for open positions (Sales Associate and above) Works with direct reports to identify high-potential internal and external talent and strategically align bench strength within the Region Assesses talent skill gaps and opportunities in stores and partners with Store Managers in making effective hiring decisions Inspires, motivates and influences peers and others by exhibiting core value behaviors at all times Recognizes and celebrates individual and team achievements Supports and/or executes company training and development programs for all direct reports Conducts frequent career coaching conversations with all direct reports and store teams Provides an "open door" where team members are free to express their concerns and ideas
   Operations
   Works with regional partners to manage execution of company strategies; drives results and maximize business opportunities Achieves pre-determined payroll budgets Exercises strong time management related to balancing role responsibilities Provide training and guidance to management related to in store operating procedures Holds teams and individuals accountable to all timelines, deadlines and compliance standards
   Growth
   Drives results and maximizes business opportunities within his or her scope of responsibility Trains and coaches GURU selling behaviors in all locations; ensures an engaging, positive and authentic connection with all customers Coaches Store Managers on how to teach and inspire success in the GURU program Effectively manages his or her schedule and distorts time appropriately for short and long-term business impact throughout the Region Drives profitability and manages expenses Evaluates sales and payroll results on a daily basis using key business reports and tools; develops plans to improve when necessary Monitors scheduling and payroll within his or her scope of responsibility Holds self and others responsible for the accomplishment of all metric goals Promotes and motivates store management to actively participate in company contests and events Drives engagement and success of Associate Surveys in Region QTRLY Implements and enforces all updates and changes of company policies and procedures
   Merchandising
   Partners with Visual team to ensure proper execution of all visual and marketing initiatives in all stores Critical eye related to visual direction and execution, cleanliness, and customer facing standards Provides timely and accurate feedback related to product or merchandising wins and opportunities Addresses and resolves Customer and associate questions and issues in a timely manner as it relates to product Knows market demographics and can speak to competition
   Additional Responsibilities
   Embodies competencies of Drive for Results, Customer Focus, Decision Making, Personal Learning, Build Effective teams, Develop Direct Reports and others, Managing Vision and Purpose Ability and willingness to take on additional responsibilities as assigned Ability to work the required schedule Ensures all associates adhere to the company's Dress Code Guidelines Adheres to federal, state and local labor laws Secures and maintains assigned company property

   Copy This Example

   

5. Post your job

   There are various strategies that you can use to find the right district manager & store manager 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 district manager & store manager job on Zippia to find and recruit district manager & store manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with district manager & store manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 district manager & store manager

   Once you have selected a candidate for the district manager & store manager 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.

   Once that's done, you can draft an onboarding schedule for the new district manager & store manager. 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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