How to hire a division head

How to hire a division head, step by step

Here's a step-by-step division head hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the division head you need to hire. Certain division head 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

   Hiring the perfect division head also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of division heads and their corresponding salaries.

   Type of Division Head	Description	Hourly rate
   Division Head	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.	$31-106
   Manager	Managers are responsible for a specific department, function, or employee group. They oversee their assigned departments and all the employees under the department... Show more	$17-44
   General Manager	A general manager is responsible for handling the overall operations in the business. General managers manage the staff tasks efficiently, monitor the productivity and efficiency of the work environment, implement new strategies to improve the business performance, recognize the team's best efforts, and effective allocation of budget resources... Show more	$19-60

   Show more

2. Create an ideal candidate profile

   Common skills:

   • R
   • Financial Analysis
   • Strategic Plan
   • Product Development
   • Training Programs
   • Direct Supervision
   • Staff Development
   • DOD
   • Logistics
   • Human Resources
   • Performance Evaluations
   • EPA
   • Management System
   • Staff Training

   Check all skills

   Responsibilities:

   • Achieve full client satisfaction while adhering to ISO requirements and IQC policies and procedures.
   • Evaluate progress of program plans to determine whether overall command-wide objectives are being accomplish economically with reference to budget and manpower.
   • Support workforce development, student education, and internships in critical DoD technologies through program funding.
   • Coordinate logistics for international and local staff.
   • Ensure proper stock rotation and direct restock commitments to appropriate logistics specialists.
   • Evaluate progress of program plans to determine whether overall command-wide objectives are being accomplish economically with reference to budget and manpower.

   More division head duties

3. Make a budget

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

   • Location. For example, division heads' average salary in hawaii is 62% less than in new york.
   • Seniority. Entry-level division heads 70% less than senior-level division heads.
   • Certifications. A division head 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 division head's salary.

   Average division head salary

   $121,389yearly

   $58.36 hourly rate

   ---

   Entry-level division head salary

   $66,000 yearly salary

   Updated December 15, 2025

   Average division head salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$220,516	$106
   2	New Jersey	$199,438	$96
   3	Massachusetts	$197,512	$95
   4	Connecticut	$190,270	$91
   5	Maryland	$183,204	$88
   6	Wisconsin	$176,729	$85
   7	District of Columbia	$173,865	$84
   8	Illinois	$169,282	$81
   9	Pennsylvania	$166,196	$80
   10	Virginia	$161,508	$78
   11	Washington	$160,390	$77
   12	Michigan	$151,132	$73
   13	California	$150,283	$72
   14	Minnesota	$130,058	$63
   15	Colorado	$123,546	$59
   16	Nevada	$116,628	$56
   17	Texas	$116,206	$56
   18	Oregon	$112,964	$54
   19	Georgia	$105,779	$51
   20	Arizona	$102,351	$49

   Average division head salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Takeda Pharmaceuticals U.S.A., Inc.	$182,368	$87.68	21
   2	University of Maryland, Baltimore	$177,593	$85.38	2
   3	Township High School District 113	$176,693	$84.95	2
   4	Connecticut Children's Medical Center	$175,338	$84.30	2
   5	Citi	$175,170	$84.22	21
   6	University Hospitals	$164,698	$79.18
   7	A10 Networks	$163,623	$78.66
   8	Über	$160,740	$77.28	28
   9	Dimensional Fund Advisors	$158,827	$76.36
   10	Memorial Sloan Kettering Cancer Center	$157,069	$75.51
   11	Help Scout	$155,032	$74.53
   12	Johnson & Johnson	$147,410	$70.87	5
   13	Wipro Limited	$146,643	$70.50
   14	OSF HealthCare	$143,127	$68.81
   15	NorthShore University HealthSystem	$142,049	$68.29
   16	Munson Healthcare	$138,084	$66.39
   17	Highspot	$135,133	$64.97
   18	Leumi	$134,558	$64.69
   19	Lurie	$134,543	$64.68
   20	Nexant	$133,191	$64.03

4. Writing a division head job description

   A division head 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 division head job description:

   Division head job description example

   We're looking for a Head of Total Rewards to help us build a fun, lively, world-class total rewards function to design high-impact programs that attract top talent and incentivize strong performance to support our growing organization here at Dapper Labs.
   
   The ideal candidate has deep compensation and benefits expertise and knows how to build scalable programs, knows the ins-and-outs of growing great teams, understands the challenges of tech and product total rewards, and thrives in a fast-paced organization with multiple constituencies.
   
   What we'll accomplish together:Define, deliver, and maintain a Total Rewards strategy for a rapidly growing, innovative organization in the Web3 space.In partnership with key stakeholders: design and execute the company's compensation and benefits programs in line with our ever-changing business needs, culture, and values, including philosophy, job evaluation and salary surveys, and ongoing competitive analysis.Create and maintain a benefits strategy to raise the bar for supporting our team members and facilitating the wellness of our employees.Build and deliver training and communications to support the total rewards philosophy to ensure that leaders and employees understand and value the total rewards offered by the company.Lead internal process improvements for compensation and benefits renewal cycles.Direct the annual open enrollment process, including vendor selection and negotiation, budgets, employee communication, and collaboration with other teams.
   
   A little bit about you:You have demonstrated success in designing, developing, and delivering a highly successful Total Rewards program for a global high-growth company in tech, Web3, crypto, or adjacent industries.You are detail-driven with emphasis on accuracy, coupled with an ability to see the broader picture and make big moves.You have a strong compensation background, including experience with various compensation models and software, job architecture, job evaluation, legal risk, compensation surveys, and training programs.You have built effective partnerships with stakeholders including Finance, Talent Acquisition, and People & Culture, and are able to communicate effectively at all levels of the organization.You have experience overseeing the administration of meaningful benefits programs, including but not limited to health/welfare, qualified retirement plans, life insurance, disability, etc.You use policies and procedures to guide or expedite tasks. However, when faced with a situation where none are in place, you lead through it to the best of your ability, eventually turning that experience into an impactful process.You have a proven ability to coach, create trust, and build and maintain relationships at all levels of the organization.You anticipate needs or obstacles and prepare for them, moving fast and iterating on an imperfect solution instead of waiting for ideal circumstances or otherwise letting the problem fester.CCP and CEBS certifications are strongly preferred.
   More about Dapper Labs:
   
   Dapper Labs is the world's first blockchain entertainment company. We are the creators of industry-leading experiences including CryptoKitties and NBA Top Shot, as well as Dapper Wallet - the simplest way to manage your assets and use the blockchain. We are also the original developers behind Flow, a new decentralized blockchain designed from the ground up for scalability and ease of use.
   
   Our mission at Dapper Labs is to make the world a more accessible and enjoyable place through consumer adoption of decentralized technologies.
   
   We have raised over $600M from leading and notable investors including Andreessen Horowitz, Coatue, Union Square Ventures, Venrock, Google Ventures (GV), Samsung, and the founders of Dreamworks, Reddit, Coinbase, Zynga, and AngelList, among others. Dapper Labs' current studio partners include the NBA and NBPA, the NFL-PA, Ubisoft, Warner Music, Turner, Dr. Seuss, Genies, and the UFC, as well as 100+ others.
   
   Visit our website to learn even more about Dapper Labs, including information about benefits and perks.
   
   #LIremote

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5. Post your job

   To find the right division head 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 division heads they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit division heads 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 division head job on Zippia to find and recruit division head 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 division heads, 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 division head

   Once you have selected a candidate for the division head 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new division head first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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