How to hire a division president

How to hire a division president, step by step

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

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1. Identify your hiring needs

   Before you start hiring a division president, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   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 president 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.

   This list shows salaries for various types of division presidents.

   Type of Division President	Description	Hourly rate
   Division President	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.	$44-137
   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
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Strategic Direction
   • Product Development
   • Financial Performance
   • Sales Growth
   • Healthcare
   • Business Operations
   • Strong Management
   • Business Development
   • Human Resources
   • Revenue Growth
   • Real Estate
   • Sales Revenue
   • Direct Reports
   • EBITDA

   Check all skills

   Responsibilities:

   • Evaluate progress of program plans to determine whether overall command-wide objectives are being accomplish economically with reference to budget and manpower.
   • Forecast and meet sales and EBITDA objectives.
   • Recommend investment and/or divestitures by determining key risks and potential financial returns (ROI).
   • Streamline operations result in a $700K improvement in EBITDA and a $400K reduction in inventories.
   • Evaluate progress of program plans to determine whether overall command-wide objectives are being accomplish economically with reference to budget and manpower.
   • Develop web-based production tool that tie into ERP system to streamline production and gain instant visibility into production and quality statistics.

   More division president duties

3. Make a budget

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

   • Location. For example, division presidents' average salary in hawaii is 44% less than in alaska.
   • Seniority. Entry-level division presidents 67% less than senior-level division presidents.
   • Certifications. A division president 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 president's salary.

   Average division president salary

   $163,272yearly

   $78.50 hourly rate

   ---

   Entry-level division president salary

   $93,000 yearly salary

   Updated December 18, 2025

   Average division president salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$227,859	$110
   2	Colorado	$218,413	$105
   3	Indiana	$197,717	$95
   4	Illinois	$193,022	$93
   5	Maryland	$192,902	$93
   6	California	$191,912	$92
   7	Ohio	$185,647	$89
   8	Oregon	$181,846	$87
   9	Texas	$181,184	$87
   10	North Carolina	$173,525	$83
   11	Georgia	$170,566	$82

   Average division president salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Richmond American Homes	$205,690	$98.89	1
   2	Century Communities	$189,674	$91.19	14
   3	Rausch Coleman Homes	$183,214	$88.08
   4	Park Square Homes	$167,542	$80.55
   5	NSI Industries	$165,401	$79.52
   6	Mill Creek Residential	$162,216	$77.99
   7	Allied Fitting Corp	$162,216	$77.99
   8	Sente, Inc.	$162,124	$77.94
   9	Fairmont Designs	$161,099	$77.45
   10	PulteGroup	$159,405	$76.64	19
   11	Titan Contracting and Leasing Company, Inc.	$158,818	$76.35
   12	Scholastic	$153,150	$73.63
   13	Rockland Industries	$106,140	$51.03

4. Writing a division president job description

   A good division president job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a division president job description:

   Division president job description example

   Welcome to Mill Creek! We're glad you're here! At Mill Creek Residential, we believe that every associate is imperative to the success of our organization. We believe in embracing our core values and in the power of People, Places and Relationships.
   
   The Division President is responsible for overseeing all development functions for a specific region. This position is also responsible for the oversight of all land acquisition, site feasibility, and project entitlement.
   Essentional Functions & Responsibilities
   Oversees all development functions for a specific region.Responsible for hiring/building a team of individuals to operate a successful Division.Works with Land Acquisition team and Identifies, pursues, and negotiates potential land development opportunities.Leads and/or assists with cultivating relationships with landowners, brokers, and financial sources.Monitor development and construction processes to ensure projects are completed as scheduled.Conducts site investigations, financial feasibility, project budgeting, and meetings.Works with Investors, CFO and President of Capital Markets in underwriting and financing deals.Manages division cash requirements and expenditures, project budgets, and schedules.Performs asset management function by working with Residential Services to maximize property value and position for sale of the property.Interviews, hires, trains, and supervises executives in assigned region.Participates in Company-provided training such as fair housing, safety, non-discrimination, and harassment prevention.Complies with all Company National Standards, applicable health and safety rules and regulations, as well as applicable local, state, and federal laws.All other duties as assigned.
   
   Education and/or Experience
   Bachelor's degree or equivalent is required for this position and a graduate degree is preferred.Minimum 10 years' experience in the Single-Family real estate industry is required, with a proven track record of strong leadership ability.
   
   Skills/Specialized Knowledge
   Ability to read, write, understand, and communicate in English.Ability to use personal computing devices and has advanced knowledge of email, Microsoft Word, and Excel.Excellent interpersonal skills; ability to relate to others.Professional verbal and written communication skills.Strong organizational and time-management skills.Ability to perform advanced mathematical and accounting functions.Ability to read and comprehend financial statements, such as profit and loss statements, general ledgers, and budgets.Must be a strategicA visionary with sound technical skills, analytical ability, good judgment, and strong operational focus.Must be proactive, self-directed, and highly motivated.Must have strong leadership ability.Ability to successfully delegate.Ability to multi-task.Ability to make quick and effective decisions.Ability to analyze and resolve problems.Ability to negotiate, influence, and gain consensus.Ability to build and manage a team.Ability to train.Ability to set and meet goals.Ability to consistently meet deadlines.Ability to maintain flexibility and creativity in a variety of situations.Ability to maintain confidentiality.Ability to respond effectively to sensitive inquires or complaints.Ability to conduct presentations or speak in public to large groups of people.Ability to drive an automobile.Ability to travel on all forms of commercial transportation.
   
   About the Benefits of joining the Mill Creek Team
   Competitive compensation Comprehensive medical, dental and vision Employer sponsored short- and long-term disability, Life and ADD insurance 401k with employer match Paid time off benefits: Vacation, Sick, Holidays
   
   Mill Creek is an Equal Opportunity Employer
   Are you ready to contribute to the success of Mill Creek Residential? If so, apply today and become part of an organization that believes in uncompromising integrity, celebrating successes, continuous improvement, and working hard, smart and together!

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting division presidents 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.

   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 president

   Once you've selected the best division president 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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