How to hire an e-learning manager

How to hire an e-learning manager, step by step

Here's a step-by-step e-learning manager hiring guide:

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

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1. Identify your hiring needs

   Before you post your e-learning manager job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an e-learning manager for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An e-learning manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, e-learning 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.

   This list presents e-learning manager salaries for various positions.

   Type of E-Learning Manager	Description	Hourly rate
   E-Learning Manager	Training and development managers plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees. They also oversee a staff of training and development specialists.	$26-69
   Director Of Staff Development	Directors of Staff Development schedule and publicize staff development activities as per the established guidelines to promote professional development. They perform personnel functions to achieve budget objectives, enhance personnel productivity, and maintain adequate staffing... Show more	$24-52
   Development Vice President	A development vice president is in charge of overseeing the operations in a company, ensuring a smooth workflow and efficient workforce. Their responsibilities revolve around creating strategies to develop optimal procedures and services, setting goals and sales targets, identifying the strengths and weaknesses of operations to spearhead improvements, coordinating with analysts and marketing experts to assess the market and consumer needs, and monitoring the progress of different projects... Show more	$49-112

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Learning Management System
   • Subject Matter Experts
   • ELearning
   • Course Development
   • Content Development
   • HTML
   • SMEs
   • SCORM
   • Training Modules
   • Blackboard
   • Training Materials
   • SharePoint
   • Training Programs
   • Vendor Relationships

   Check all skills

   Responsibilities:

   • Work independently and as part of a team to achieve optimal learning retention on EMR systems within the hospital environment.
   • Provide storyboards of all training curriculum and prepare demonstrationpresentations for the client management team.
   • Design and develop diversity and ethics learning.

   More e-learning manager duties

3. Make a budget

   Including a salary range in the e-learning manager job description is a good way to get more applicants. An e-learning manager salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an e-learning manager in Minnesota may be lower than in Oregon, and an entry-level engineer typically earns less than a senior-level e-learning manager. Additionally, an e-learning manager with lots of experience in the field may command a higher salary as a result.

   Average e-learning manager salary

   $90,372yearly

   $43.45 hourly rate

   ---

   Entry-level e-learning manager salary

   $56,000 yearly salary

   Updated December 17, 2025

   Average e-learning manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$113,467	$55
   2	California	$108,205	$52
   3	Illinois	$106,713	$51
   4	Virginia	$105,696	$51
   5	Connecticut	$100,541	$48
   6	Texas	$99,524	$48
   7	Pennsylvania	$96,556	$46
   8	North Carolina	$93,538	$45
   9	Michigan	$91,033	$44
   10	District of Columbia	$90,704	$44
   11	Georgia	$88,486	$43
   12	Wisconsin	$85,335	$41
   13	Indiana	$84,994	$41
   14	Ohio	$84,280	$41
   15	Missouri	$74,090	$36

   Average e-learning manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Abbott	$111,833	$53.77	2
   2	Carl Zeiss Meditec, Inc.	$97,250	$46.75
   3	Trigyn Technologies	$94,530	$45.45
   4	Society of Actuaries	$92,970	$44.70
   5	KPMG LLP	$84,967	$40.85
   6	ExecOnline	$82,539	$39.68
   7	Transwestern	$50,639	$24.35

4. Writing an e-learning manager job description

   A job description for an e-learning 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 an e-learning manager job description:

   E-learning manager job description example

   Purpose:
   
   The purpose of the Manager II (MGRII) position is to assist Branch management in tactically executing complex QSR or Casual Dine or similar restaurant management operations. The MGRII ensures the restaurant is clean, ready for business, staffed, and operates to high operational standards. The MGRI uses prescribed policies and procedures to make management decisions.
   
   Essential Functions:
   
   * Completes opening, daily and closing procedures/checklists in accordance with company policies/procedures
   * Assists the GM/AGM in managing by supervising day-to-day activities of associates within a defined individual or group of restaurants or points-of-sale
   * Ensures compliance with all company adult beverage policies, and ensures all restaurant staff understand and follow AB procedures
   * Participates in the interview process, provides input in hiring, recommends termination, advancement, promotion or any other status change to the GM for associates within the unit
   * Assigns work tasks and activities, participates in preparing schedules, and ensures that all shifts are covered
   * Actively ensures all associates take all mandated rest breaks and meal periods
   * Ensures display areas are appropriately clean, stocked, and visually appealing
   * Ensures all equipment is in good working order
   * Operates cash register and voids transactions as needed while following all HMSHost cash handling policies and procedures, and maintains proper security of cash at all times
   * Monitors compliance with wellness and safety procedures and guidelines, builds awareness about wellness and safety, and reports any safety concerns to the GM
   * Understands and performs all Health and Safety activities as specified in the Manager's Guide to Associate Health and Safety
   * Places orders for individual units, receives goods, processes invoices
   * Ensures that the company has most current contact information for all associates working in the restaurant.
   
   Requirements:
   
   * Ability to work shifts during various operating days and hours each week; during opening, during busy day parts, and during closing to monitor restaurant associates' work activities during these different days and times.
   * Knowledge of all applicable federal, state, and local sanitary, safety, and health standards, and all procedures and protocols to comply with HACCP standards
   
   Reporting relationship and other important information
   
   * The MGRII position as described falls under the Fair Labor Standards act as a Non-Exempt position
   * The MGRII position typically reports to the General Manager, Director of Operations, or an intermediate F&B Multi Unit Manager II within the assigned location.
   * The MGRII position is expected to work a varied and rotating schedule to be on site at various operating days and hours each week; some opening shifts, during some busy dayparts, and during some closing shifts to monitor restaurant associates' work activities during these different days and times.
   
   Requirements
   
   Minimum Qualifications, Knowledge, Skills, and Work Environment:
   
   * Requires a minimum of 4 years food and beverage, cash handling, and customer service experience
   * Requires a minimum of 2 years supervisory or lead experience in a Casual Dine restaurant or production kitchen
   * Requires the ability to speak, read and comprehend instructions, short correspondence, and policy documents, as well as converse comfortably with customers

   Copy this example

   

5. Post your job

   To find the right e-learning manager 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 e-learning managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit e-learning managers 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 e-learning manager job on Zippia to find and recruit e-learning manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit e-learning managers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up 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 e-learning manager

   Once you have selected a candidate for the e-learning 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new e-learning manager. 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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